Podcast
Questions and Answers
What is a key advantage of behaviorally anchored rating scales (BARS)?
What is a key advantage of behaviorally anchored rating scales (BARS)?
Which of the following best describes the disadvantage of using checklists in performance evaluation?
Which of the following best describes the disadvantage of using checklists in performance evaluation?
What process is essential in developing behaviorally anchored rating scales (BARS)?
What process is essential in developing behaviorally anchored rating scales (BARS)?
Which evaluation method involves comparing employees to each other?
Which evaluation method involves comparing employees to each other?
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What is a significant drawback of behaviorally anchored rating scales (BARS)?
What is a significant drawback of behaviorally anchored rating scales (BARS)?
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Which type of checklist forces raters to select items that characterize an employee best?
Which type of checklist forces raters to select items that characterize an employee best?
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What is a common issue faced when using graphic rating scales?
What is a common issue faced when using graphic rating scales?
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Which method allows employees to be rated on a 7-point scale according to organizational expectations?
Which method allows employees to be rated on a 7-point scale according to organizational expectations?
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What is the primary purpose of continuous coaching and feedback in performance management?
What is the primary purpose of continuous coaching and feedback in performance management?
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Which rating format involves multiple individuals providing feedback at various levels?
Which rating format involves multiple individuals providing feedback at various levels?
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What is a key assumption of 360-degree feedback?
What is a key assumption of 360-degree feedback?
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What is typically the format through which performance appraisals are conducted?
What is typically the format through which performance appraisals are conducted?
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What occurs when there is around 80% agreement in 360-degree feedback ratings?
What occurs when there is around 80% agreement in 360-degree feedback ratings?
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Which of the following is NOT a purpose of performance appraisal?
Which of the following is NOT a purpose of performance appraisal?
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What role do graphic rating scales play in performance management?
What role do graphic rating scales play in performance management?
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The process of Development planning in performance management is aimed at what?
The process of Development planning in performance management is aimed at what?
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Which aspect is essential for creating a fair appraisal process?
Which aspect is essential for creating a fair appraisal process?
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What factor is least likely to negatively impact performance due to appraisal?
What factor is least likely to negatively impact performance due to appraisal?
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Which feedback intervention theory element focuses on the source of feedback?
Which feedback intervention theory element focuses on the source of feedback?
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Which type of feedback is considered most effective according to feedback intervention theory?
Which type of feedback is considered most effective according to feedback intervention theory?
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What is a core reason for employee participation in the appraisal process?
What is a core reason for employee participation in the appraisal process?
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How does a high Feedback Orientation affect employees?
How does a high Feedback Orientation affect employees?
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Which statement about legal considerations in performance appraisal is correct?
Which statement about legal considerations in performance appraisal is correct?
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Which of the following is NOT a component of Feedback Orientation?
Which of the following is NOT a component of Feedback Orientation?
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What is a primary disadvantage of grading on a normal curve?
What is a primary disadvantage of grading on a normal curve?
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What is the first step in the cognitive-processing model of performance appraisal?
What is the first step in the cognitive-processing model of performance appraisal?
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Why might raters exhibit leniency in their ratings?
Why might raters exhibit leniency in their ratings?
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What does the halo error lead raters to do?
What does the halo error lead raters to do?
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What cognitive error can occur during the information encoding process?
What cognitive error can occur during the information encoding process?
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What characterizes raters who exhibit severity in their evaluations?
What characterizes raters who exhibit severity in their evaluations?
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Which of the following is a reason why understanding rating errors is important?
Which of the following is a reason why understanding rating errors is important?
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What typically occurs during the information retrieval phase of the cognitive-processing model?
What typically occurs during the information retrieval phase of the cognitive-processing model?
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What is a primary reason for raters to exhibit central tendency in performance appraisals?
What is a primary reason for raters to exhibit central tendency in performance appraisals?
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Which rater error is characterized by placing excessive weight on initial impressions during performance evaluations?
Which rater error is characterized by placing excessive weight on initial impressions during performance evaluations?
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What effect does the Dunning-Kruger Effect have on unskilled individuals?
What effect does the Dunning-Kruger Effect have on unskilled individuals?
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How does the relationship between supervisors and subordinates affect performance appraisals?
How does the relationship between supervisors and subordinates affect performance appraisals?
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What is the main goal of Rater Error Training (RET)?
What is the main goal of Rater Error Training (RET)?
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What is a key characteristic of the Similar-to-Me error in performance appraisals?
What is a key characteristic of the Similar-to-Me error in performance appraisals?
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In the context of performance appraisals, what can result when appraisals are perceived as unfair by ratees?
In the context of performance appraisals, what can result when appraisals are perceived as unfair by ratees?
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What training focuses on enhancing raters' observational and categorization skills to improve rating accuracy?
What training focuses on enhancing raters' observational and categorization skills to improve rating accuracy?
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Study Notes
Performance Management
- Motivational system for individual performance improvement
- Objective goal setting and continuous coaching/feedback
- Performance appraisal done annually, but management is continuous
- Systematic job performance review and feedback
- Personnel decisions (promotions, raises) and development
- Documentation of organizational decisions (top-down)
Upward Appraisal Ratings
- Ratings from lower-ranked individuals
- 360-degree Feedback: multiple raters at various levels provide feedback to an employee
- Assumptions: multiple ratings reduce bias and provide diverse perspectives
- Process advantages: wider perspective, more accurate performance view, participants are typically happier
- Process implication: 80% agreement indicates good ratings
Rating Formats
-
Graphic rating scales: evaluate traits/behaviors on a scale (e.g., dependability, procedures)
- Advantages: easy to develop/use
- Disadvantages: lack of precision
-
Behaviorally anchored rating scales (BARS): have specific examples/anchors for each rating
- Advantages: more precise, well-defined dimensions
- Disadvantages: time-consuming, expensive
Rating Formats: Checklists
- Weighted checklists: items pre-weighted for importance/effectiveness
-
Force-choice checklist: raters select two best/worst items from a group
- Advantages: reduces bias
- Disadvantages: frequent rater errors
Employee Comparison Methods
- Rank-ordering: rank employees based on performance
-
Paired comparisons: comparing each employee to others
- More complex with increased number of employees
Rating Errors
- Halo error: positive overall impression influences ratings
- Leniency: overly positive ratings
- Severity: overly negative ratings
- Central tendency: ratings clustered around the midpoint
- Recency error: recent events heavily influence ratings
- Primary error: first impressions heavily influence ratings
Rater Considerations: Training
- Rater error training (RET): describes errors and training methods to avoid them (accuracy not improved)
- Frame of reference (FOR) training: improves observation/categorization skills (reduces errors, improves accuracy)
Social-Psychological Context
- Early research focused on rating accuracy and scale formats
- Reactions of raters and ratees affect PA process (less anger among ratees and fairer justice perceptions)
- Dunnning-Kruger effect: people overestimate abilities
- Emotional reactions to feedback affect future goals
Organizational Politics and Trust
- Executives may manipulate appraisals for political reasons
- Subordinates may use impression management to influence ratings
- Trust in the appraisal process affects quality (if appraisals are perceived as unfair/biased, psychometric quality is irrelevant)
Employee Participation
- Self-assessments and expression of ideas during appraisal process crucial
- Strong positive relationship with satisfaction, improvement motivation, and fairness perception
Proving Performance Feedback
- Employee development relies on receptivity to feedback
- Good feedback is targeted at tasks and is clear, credible and delivered well
- Organizational climate and feedback quality influence effectiveness
Performance Appraisal: Legal Considerations
- Illegal to discriminate based on unrelated factors (age, gender, race etc)
- Performance appraisals must provide legal justification for personnel decisions
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Description
This quiz delves into the principles of performance management, including motivation systems, goal setting, and continuous feedback. It also explores upward appraisal ratings, the importance of diverse perspectives in performance evaluation, and the various rating formats used in appraisals. Test your understanding of these critical management concepts!
