Module 8- Performance Management

Question 1

millenials want more ___

Answer 1

regular feedback

Question 2

is continuous performance eval forward facing?

Answer 2

yes. traditional is backward facing focus- focus on previous goals

Question 3

define strategic congruence:

Answer 3

extent to which performance management system elicits job performance that is congruent with org strat, goals, and culture

Question 4

strat congruence must be ___ and uses ____

Answer 4

flexible; CSF (critical success factors), KPI

Question 5

define validity

Answer 5

extent to which a performance measure assesses all relevant aspects of performance

Question 6

validity must not be ____ meaning ___ or __ meaning___

Answer 6

deficinet; does not measure all aspects of performance , contaminated; evaluates irrelevant aspects of performance or not job related

Question 7

validity maximizes ovcerlap between ___ job performance and ____job performance

Answer 7

actual ; measure of

Question 8

define reliability

Answer 8

consistency of a performance measure

Question 9

define inter rater reliability

Answer 9

consistency among individuals who evaluate employees performance

Question 10

define acceptability

Answer 10

extent to which a performance measure is deemed satisfactory or adequate

Question 11

what are the three categories of fairness?

Answer 11

procedural, interpersonal, and outcome

Question 12

what was the example of aceptability?

Answer 12

Military –score you on evaluations, get a score, lead to whether you were promoted or not

It has an up or not system- if you are not promoted you are fired
Left over white space would make you not get promoted

Question 13

evaluating performance is hard to do because performance is ___

Answer 13

complex

Question 14

what gets accomplished is the __ and how it gets accomplished is the ____

Answer 14

objective; behavior

Question 15

what are the 5 methods for measuring performance?

Answer 15

Comparative

Attribute- demonstrated behaviors

Quality

Behavior-how did you actually conduct yourself in the past year

Results- customer satisfaction

Question 16

what are the 3 comparative approaches?

Answer 16

simple ranking, forced distribution, paired comparison

Question 17

simple ranking requires what?

Answer 17

managers to rank employees in their group from highest performer to poorest

Question 18

forced distribution assigns what?

Answer 18

a certain % of employees to each category in set (banding)

Question 19

paired comparison compares what?

Answer 19

each employee with other employee to establish rankings

Question 20

comparative approach eliminates problems of

Answer 20

leniency, central tendency, and strictness

Question 21

whats wrong with the comparative approach?

Answer 21

not linked to strat goals, validity and reliability rely on raters, lack specificity for feedback, managers less likely to accept evals

Question 22

What does the graphic rating scale list? (attributes)

Answer 22

traits and provides a rating scale for each trait

Question 23

what does the mixed standard scale use? (attributes)

Answer 23

several statements describing each trait to produce a final score for that trait

Question 24

attribute and comparative approaches are ___ to develop

Answer 24

easy

Question 25

what are the problems with the attribute appraoch?

Answer 25

little congruence between the techniques and companys strat, vague performance standards are open to interpretation of raters

Question 26

what does the behaviorally achored raitng scale (BARS) rate?

Answer 26

behavior in terms of a scale showing specific statement of behavior that describe diff levels of performance 1-5- 5 is best

Question 27

what is Behavioral Observation Scale (BOS)

Answer 27

Uses many effective and poor behaviors to specifically define all behaviors that are necessary for effective or poor performance

Question 28

what do competency models do?

Answer 28

Identifies and provides descriptions of common competencies

Question 29

BARS approach can increase ___ and can bias ____

Answer 29

interrater reliability; info recall

Question 30

BOS requires managers to rate ___ with which employee has exhibited behavior

Answer 30

frequency

Question 31

compentency models are useful for

Answer 31

r various HR practices including recruiting, selection, training, and development

Question 32

Competency models help identify the best____

Answer 32

employees to fill open positions

Question 33

the results approach uses the use of ____

Answer 33

objectives; managers set goals that are used as standards to evaluate individuals performance

Question 34

what are the three common components of the results approach?

Answer 34

1- setting smart goals 2- diff types of measurements can be used for goals 3- goals set w managers and subordinates participation

Question 35

what are the 4 perspectives of performance for the balanced score card?

Answer 35

1- financial 2- customer 3- internal or operations 4- learning and growth

Question 36

the results approach minimizes ____

Answer 36

subjectivity

Question 37

what are the problems with the results approach?

Answer 37

can be contaminated and deficient, ppl may focus on only performance that is measued and neglect other, feedback may not help e ployees learn how to change behavior

Question 38

example in class of the hawthron effect?

Answer 38

general electric factory, workers produced lightbulbs, brought in management consultant team, measure as we dim the lights does productivity drop or remain the same Work enviro = productivity The longer the experiment went on, harder they worked because scared of ppl in lab coats

Question 39

total quality management (TQM) provide methods for ____

Answer 39

performance measurement and management

Question 40

performance measurement combines measurements of ___ and ___

Answer 40

attributes and results

Question 42

the quality appraoch is

Answer 42

customer orientated, prevention approach to errors, continuous improvement

Question 43

the qualitiy approach's primary goal is to ___

Answer 43

improve customer satisfaction

Question 44

what are the statistical process control techniques?

Answer 44

Process-flow analysis ✓ Cause-and-effect diagrams ✓ Pareto charts ✓ Control charts ✓ Histograms ✓ Scattergrams

Question 45

quality approach adopts a ____ focus and advocates Evalution of ____ which are difficult to relate to job performance expect in teams

Answer 45

system-orietnted; personal traits

Question 46

360 degree appraisal has multiple____ to provide input into a manager's eval and it minimizes __

Answer 46

raters; bias

Question 47

360 degree appraisal is used primarily for ___ and ___ purposes

Answer 47

strategic; developmental

Question 48

social performance management example

Answer 48

camera at work, saw employee take a quick call from vet

Question 49

concerns with tech in performance management:

Answer 49

- threatens employee privacy - time track may be inacurrate - results in less productivity and motivation

Question 50

define careerism

Answer 50

Distorting a performance evaluation to advance one’s personal goals

Question 51

what is a calibration meeting?

Answer 51

A technique to minimize appraisal politics - managers meet to discuss employee performance ratings and eliminate influence of rating errors

Question 52

what are some rater errors?

Answer 52

similar to me- similar in race gender..., contrast, leniency- all high, strictness- all low, central tendency- mid ratings, halo-all high ratings cuz of impresion, horns- all low ratings cuz of impression

Question 53

what are the suits related to performance management?

Answer 53

discrimination and unjust dismissal