Podcast
Questions and Answers
What is the primary purpose of performance management?
What is the primary purpose of performance management?
- To align employee activities and outputs with organizational goals (correct)
- To ensure employee satisfaction
- To evaluate employee skills for talent acquisition
- To enhance team cohesion
Which method combines elements from traditional rating scales and critical incidents?
Which method combines elements from traditional rating scales and critical incidents?
- Paired comparison method
- Management by Objectives (MBO)
- Mixed standard scales
- Behaviorally Anchored Rating Scale (BARS) (correct)
What does the central tendency error involve in performance ratings?
What does the central tendency error involve in performance ratings?
- Assigning all employees the highest scores
- Rating all employees as average (correct)
- Extensively differentiating employee performance
- Rating employees based on individual strengths only
What is the function of the critical incident method in performance appraisal?
What is the function of the critical incident method in performance appraisal?
Using multiple methods for performance appraisal is intended to achieve what?
Using multiple methods for performance appraisal is intended to achieve what?
What do unclear standards refer to in the context of performance appraisal?
What do unclear standards refer to in the context of performance appraisal?
What does electronic performance monitoring use to evaluate employee performance?
What does electronic performance monitoring use to evaluate employee performance?
The forced distribution method categorizes employees into what?
The forced distribution method categorizes employees into what?
What process ensures that employee activities align with the organization's goals?
What process ensures that employee activities align with the organization's goals?
What method records specific instances of employee behaviors that are particularly effective or ineffective?
What method records specific instances of employee behaviors that are particularly effective or ineffective?
Which performance appraisal method uses technology to assess employee performance in real time?
Which performance appraisal method uses technology to assess employee performance in real time?
Which of the following methods combines traditional rating scales and critical incidents?
Which of the following methods combines traditional rating scales and critical incidents?
What concept refers to performance appraisal criteria that are not clearly defined?
What concept refers to performance appraisal criteria that are not clearly defined?
What is the primary focus of Management by Objectives (MBO)?
What is the primary focus of Management by Objectives (MBO)?
What phenomenon occurs when a rater’s overall impression of an employee influences their ratings of specific performance factors?
What phenomenon occurs when a rater’s overall impression of an employee influences their ratings of specific performance factors?
Which performance appraisal error involves rating all employees as average?
Which performance appraisal error involves rating all employees as average?
Flashcards
Performance Management Process
Performance Management Process
A process that ensures employee activities align with organizational goals.
Critical Incident Method
Critical Incident Method
Records employee behaviors—effective and ineffective—in specific instances.
Narrative Performance Appraisal
Narrative Performance Appraisal
Detailed written accounts of employee performance.
Behaviorally Anchored Rating Scale (BARS)
Behaviorally Anchored Rating Scale (BARS)
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Mixed Standard Scales
Mixed Standard Scales
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Management by Objectives (MBO)
Management by Objectives (MBO)
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Employee Performance Monitoring (Electronic)
Employee Performance Monitoring (Electronic)
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Multiple Appraisal Methods
Multiple Appraisal Methods
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Performance Management
Performance Management
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Unclear Performance Standards
Unclear Performance Standards
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Halo Effect
Halo Effect
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Central Tendency Error
Central Tendency Error
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Paired Comparison Method
Paired Comparison Method
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Forced Distribution Method
Forced Distribution Method
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Study Notes
Performance Management
- Performance management ensures employee activities align with organizational goals.
- Critical incident method documents effective and ineffective employee behaviors.
- Narrative forms provide a detailed account of employee performance.
- Behaviorally Anchored Rating Scales (BARS) combine traditional rating scales and critical incidents.
- Mixed standard scales use "good," "average," and "poor" performance statements for evaluation.
- Management by Objectives (MBO) sets measurable goals and reviews progress.
- Electronic performance monitoring assesses performance in real-time.
- Multiple performance appraisal methods offer a more comprehensive evaluation.
- Unclear standards lead to poorly defined appraisal criteria.
- Halo effect lets a rater's overall impression influence specific performance ratings.
- Central tendency error involves rating all employees as average.
- The performance management process includes setting expectations, monitoring performance, and providing feedback.
- Paired comparison compares each employee to every other one.
- Forced distribution categorizes employees into predefined performance categories.
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Description
This quiz explores the various methods and principles of performance management in organizations. It covers different appraisal techniques, like the critical incident method, BARS, and MBO, while discussing the importance of aligning employee activities with organizational goals. Evaluate your understanding of performance evaluation strategies and common biases in appraisals.
