Exam 8: Performance Management

Performance management identifies organizational goals,measures effectiveness and efficiency in obtaining those goals,and communicates this information to the relevant performer.

To be __________,results are described in terms of quantity,quality,cost,or timeliness.

The _______ effect occurs when a rating determination is made by comparing the target employee with someone else rather than with the performance standards.

Because incentives tied to goal accomplishment have a strong effect on employees' __________,it is critical to ensure that goals do not have unintended consequences.

Typically this type of corrective step lasts less than a week,usually one to three days.

The balanced scorecard perspective that includes quality,cost,and quantity produced is the __________outcome.

The amount and type of work contact an evaluator has with the person being assessed is called task __________.

Task __________ is important as someone can only accurately rate those aspects of a person's work performance that they observe.

__________specify what level of results will be considered acceptable.

If the employee does not improve,this corrective step may be repeated with a stronger statement of the consequences for not improving.

It is important to choose measures that are appropriate to the organizational level and the desired results and to use measures that are valid and reliable.

A good performance goal is __________,easily understandable,and results oriented.

What is a performance management system,and why is it important?

In the __________,an assessor discusses specific examples of the target employee's positive and negative behaviors with the employee.

To encourage desired performance management behaviors,organizations must make managers accountable for providing regular and accurate feedback,and reward them for doing a good job.

The __________ method is based on the premise that an organization should identify its best and worst performers,then reward and nurture the former and rehabilitate and/or remove the latter.

The __________method usually involves averaging the rating provided by multiple assessors.

__________ give a unique and important perspective on employee strengths and limitations as subordinates may often see their supervisors' interpersonal and leadership behaviors that managers do not.

Over- or underrating someone due to a comparison with someone else is called the ________ effect.

__________ plans typically cover one year but can be done for any appropriate time period.