Measuring Job Performance
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Measuring Job Performance

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Questions and Answers

What type of performance appraisal method compares an employee's performance directly with that of their peers?

  • Forced distribution method
  • Narrative method
  • Ranking method
  • Comparative method (correct)

    • What is the primary drawback of the ranking method?

  • It is subjective
  • It is time-consuming
  • It is biased
  • It does not define the size of differences among individuals (correct)

    • What is the purpose of the essay appraisal method?

  • To describe an employee's actions (correct)
  • To provide a numerical rating
  • To compare employees with each other
  • To distribute ratings along a bell-shaped curve

    • What is the forced distribution method?

    <p>A method that distributes ratings along a bell-shaped curve</p> Signup and view all the answers

    What is the critical incident method used for?

    <p>To keep a record of favorable and unfavorable actions</p> Signup and view all the answers

    What is the field review method?

    <p>A method that involves an outside reviewer in the rating process</p> Signup and view all the answers

    What do narrative methods focus on?

    <p>Documenting and describing employee actions</p> Signup and view all the answers

    What is the purpose of a ranking method?

    <p>To list employees from highest to lowest in performance</p> Signup and view all the answers

    What is a potential issue with a results-based approach to measuring performance?

    <p>It may lead to an emphasis on measurable aspects at the expense of other important parts of the job.</p> Signup and view all the answers

    What is a characteristic of a contaminated criterion?

    <p>It includes irrelevant aspects of the job.</p> Signup and view all the answers

    Why is it important to use relevant criteria when measuring performance?

    <p>To focus on the most important aspects of the job.</p> Signup and view all the answers

    What is a potential consequence of only measuring results in a job?

    <p>Employees may ignore important but unmeasurable aspects of the job.</p> Signup and view all the answers

    What is an example of a subjective measure of performance?

    <p>A customer service representative's attitude.</p> Signup and view all the answers

    What is a potential issue with using appearance as a criterion for measuring a telemarketing sales representative's performance?

    <p>It is not relevant to the job.</p> Signup and view all the answers

    Why is it important to identify the most important aspects of an employee's job?

    <p>To focus on the most important aspects of the job when measuring performance.</p> Signup and view all the answers

    What is an example of an objective measure of performance?

    <p>The number of calls handled properly.</p> Signup and view all the answers

    What is a limitation of the graphic rating scale and checklist methods?

    <p>They are subjective and can be influenced by personal biases</p> Signup and view all the answers

    What is the primary advantage of the graphic rating scale?

    <p>It is easy to use and understand</p> Signup and view all the answers

    What is a common issue with the checklist method?

    <p>The words or statements may have different meanings to different raters</p> Signup and view all the answers

    Who is typically responsible for tabulating the weights assigned to the statements in a checklist?

    <p>A member of the HR unit</p> Signup and view all the answers

    What is the main purpose of a performance appraisal method?

    <p>To evaluate employee performance and provide feedback</p> Signup and view all the answers

    What is a category of performance appraisal methods?

    <p>Category rating methods</p> Signup and view all the answers

    Why can the checklist method be limiting in terms of providing feedback to employees?

    <p>Because the weights assigned to the statements are not known to the rating supervisor</p> Signup and view all the answers

    What is a benefit of using a weighted checklist?

    <p>It makes the appraisal process more quantitative</p> Signup and view all the answers

    What is the Field Review method of performance appraisal?

    <p>An outsider interviews the manager about each employee's performance</p> Signup and view all the answers

    What is a limitation of the Field Review method?

    <p>All of the above</p> Signup and view all the answers

    What is the primary goal of Behavioral/Objectives methods?

    <p>To overcome difficulties of other appraisal methods</p> Signup and view all the answers

    What is Management by Objectives (MBO)?

    <p>A method that specifies performance goals for individuals</p> Signup and view all the answers

    What is the main advantage of MBO?

    <p>It increases employee commitment and performance</p> Signup and view all the answers

    What is a key assumption underlying MBO?

    <p>If an employee is involved in planning and setting objectives, a higher level of commitment and performance may result</p> Signup and view all the answers

    What is another name for MBO?

    <p>Appraisal by Results</p> Signup and view all the answers

    Who is primarily evaluated using MBO?

    <p>Mostly managers</p> Signup and view all the answers

    What is the main problem with giving a student a course grade based only on their performance in the last week of class?

    <p>The student's grade may not be accurately reflected in the final course grade</p> Signup and view all the answers

    What is central tendency error in performance appraisal?

    <p>Rating all employees within a narrow range, usually the middle or average</p> Signup and view all the answers

    What is the difference between the leniency error and the strictness error?

    <p>Leniency error is rating employees too high, while strictness error is rating employees too low</p> Signup and view all the answers

    What is an example of rater bias?

    <p>A manager rating employees based on their personal characteristics, such as age or ethnicity</p> Signup and view all the answers

    How can the halo effect be prevented in performance appraisal?

    <p>By rating employees based on established standards</p> Signup and view all the answers

    What is the purpose of having higher-level managers examine ratings?

    <p>To correct rater bias and ensure accurate ratings</p> Signup and view all the answers

    Why is it important to establish standards for rating employees?

    <p>To ensure that employees are rated fairly and accurately</p> Signup and view all the answers

    What is the contrast error in performance appraisal?

    <p>Rating employees without established standards</p> Signup and view all the answers

    Study Notes

    Performance Appraisal

    • Performance appraisal is a systematic evaluation of an employee's job performance, aiming to improve performance, provide feedback, and make informed decisions.

    Criteria for Performance Appraisal

    • Results-based information considers what an employee has accomplished.
    • Relevant criteria should be used, focusing on the most important aspects of an employee's job.
    • Criteria can be contaminated if some important job duties are left out or irrelevant criteria are included.

    Methods for Appraising Performance

    • Category Rating Methods:
      • Graphic Rating Scale: allows the rater to mark an employee's performance on a continuum.
      • Checklist: composed of a list of statements or words, with varying weights assigned to each.
    • Comparative Methods:
      • Ranking: lists employees from highest to lowest in performance.
      • Forced Distribution: ratings are distributed along a bell-shaped curve.
    • Narrative Methods:
      • Critical Incident: records both favorable and unfavorable actions in an employee's performance.
      • Essay: a written description of an employee's performance during the rating period.
      • Field Review: an outside reviewer becomes an active partner in the rating process.
    • Behavioral/Objectives Methods:
      • Behavioral Rating Approaches: assesses an employee's behaviors instead of other characteristics.
      • Management by Objectives (MBO): specifies performance goals that an individual hopes to attain within a set time frame.

    Errors in Performance Appraisal

    • Central Tendency Error: rating all employees within a narrow range (usually the middle or average).
    • Leniency Error: rating all employees at the high end of the scale.
    • Strictness Error: rating all employees at the low end of the scale.
    • Rater Bias: when a rater's values or prejudices distort the rating.
    • Halo Effect: rating an employee high or low on all items because of one characteristic.
    • Contrast Error: rating should be done using established standards.

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    Description

    Identifying and evaluating job performance metrics, including verbal persuasion and results-based approaches, with examples from sales representative roles.

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