Exam 12: Performance Appraisal

The effective supervisor continually provides informal information to employees - commenting on the ________ their work and pointing out problems when they surface.

What can a supervisor do to overcome barriers in order to implement effective appraisals?

A list of critical incidents cites specific behaviors not ________.

How often should an informal performance appraisal be conducted?

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

Supervisors have the right and the obligation to make sure employees understand that if personal problems interfere with their work,they need to solve those personal problems.

When a supervisor overstates an employee's performance,a ________ occurs.

In some jobs,employees regularly get ________ on how well they are doing because feedback is built into the job.

Some organizations have added self-evaluations and peer evaluations to supplement those performance appraisals made by supervisors.

The number of organizations that provide supervisory training in the mechanics of performance appraisal to minimize the likelihood that discrimination might occur in the process is decreasing.

Supervisors can overcome barriers to effective performance appraisal by instituting the following EXCEPT ________.

One of the oldest and most popular performance appraisal methods,the ________,is used to assess such factors as quantity and quality of work,job knowledge,cooperation,loyalty,dependability,etc.

The ________ method of performance appraisal allows for no ties,which can be advantageous because it does not allow supervisors to avoid confronting differences in performance levels.

Discuss the three approaches a supervisor might use for conducting performance appraisals.

With the written essay,a good or bad appraisal may be determined as much by the supervisor's writing style as by the employee's actual level of performance.

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in ________.

When using the group order ranking performance appraisal method,as the sample size increases,the validity of relative scores as an accurate measure decreases.

A supervisor may not need to provide employees with daily extrinsic performance feedback if their jobs are rich with intrinsic feedback.

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

________ is structured formal interaction between an employee and a supervisor that usually takes the form of a periodic interview in which the work performance of the employee is examined and discussed.