Chapter 10: Performance Management

Question 1

Types of Formal Appraisal Methods

Answer 1

• comparative methods
• qualitative methods
• advanced quanitative methods

Question 2

Comparative Appraisal Methods

Answer 2

• graphic rating scale
• Alternation Ranking Method
• Paired Comparison Method
• Forced Distribution Method

Question 3

Graphic Rating Scale

Answer 3

lists a number of traits and a range of performance for each. The employee then rated by identifying the score that best describes their level of performance at each trait (ex. Trait is responsibility and scale is unsatisfactory to excellent)

Question 4

Alternation Ranking Method

Answer 4

ranking employees from best to worst on a specific trait

Question 5

Paired Comparison Method

Answer 5

Ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair

Question 6

Forced Distribution Method

Answer 6

redetermined percentages or ratees are placed in various performance categories. Identify the top 10% of performers and the bottom 10% of performers, the rest are average

Question 7

Qualitative Methods

Answer 7

• Critical Indicent Method
• Narrative Forms

Question 8

Critical Incident Method

Answer 8

Supervisor keeps a log of desirable or undesirable examples or incident of each employee’s work-related behaviour and later review this with employee

Question 9

Narrative Forms

Answer 9

Feedback in a standard form to identify performance issues

Question 10

Advanced Quantitative Methods

Answer 10

• behaviourally anchored rating scale (BARS)
• management by objectives (MBO)

Question 11

Behaviourally Anchored Rating Scale (BARS)

Answer 11

An appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a series of quantified scales with specific examples of good or poor performance

Question 12

Management By Objectives

Answer 12

setting specific measurable goals with the employees involved in goal-setting process and periodically reviewing the progress made

Question 13

Seven Problems Using Appraisal Tools

Answer 13

• unclear standards
• halo effect
• central tendency
• leniency or strictness
• appraisal bias
• recency effect
• similar to me bias

Question 13

Unclear Standards

Answer 13

appraisal scale that is too open to interpretation

Question 14

Halo Effect

Answer 14

rating an employee on one trait biases the way the person is rated on other traits

Question 15

Central Tendency

Answer 15

tendency to rate all employees in the middle of the scale

Question 16

Leniency or Strictness

Answer 16

tendency to rate all employees high or low

Question 17

Appraisal Bias

Answer 17

tendency to allow characteristics such as age, race, and sex to affect ratings even though unrelated to performance

Question 18

Recency Effect

Answer 18

ratings are based on employee’s most recent performance, good or bad

Question 19

Similar to Me Bias

Answer 19

supervisor gives higher rating to employees with whom the supervisor has something in common

Question 20

Who Should Do The Appraising?

Answer 20

• supervisors
• self
• peers
• committees
• subordinates

Question 21

360 Degree Appraisal

Answer 21

a performance appraisal technique that uses multiple rates including peers, supervisors, self, subordinators, customers