Exam 8: Performance Management and Appraisal

In performance management,______ are considered the actions taken by an individual.

Describe the common problems with performance appraisals and how to avoid them.

The 360-degree evaluation format tends to be most valuable if it is used for purposes of ______,rather than to make ______ decisions.

Jazmine creates a very generic evaluation form that she can use for most employees,regardless of the types of jobs the employees perform.This evaluation form is so generic it will not be useful for modifying employee behavior.Jazmine's form is missing the ______ aspect of good performance appraisals.

Some ______ are fairly easy to identify and managers often assume that they are related to how the individual will perform on the job.

The ______ process occurs when the manager communicates to an employee the analysis of the employee's performance.

Critical incidents method is a process in which managers and employees jointly set objectives for the employees,periodically evaluate performance,and reward employees according to the results.

______ error occurs when the rater uses only the last few weeks of a rating period as evidence when putting together performance ratings.

The formal performance appraisal debriefing should be split into two sections,the ______ and ______ appraisal interviews.

Trevor is well-liked by his manager and all his coworkers.He is fun to be around and makes people laugh.His work performance is average,but his manager gave him an excellent rating on his performance appraisal.It is likely his manager made an error due to ______.

Sean has two supervisors who both provide appraisals on his performance.On a scale of 1-5,both supervisors gave Sean a 4.2.It is likely that Sean's performance appraisal is ______.

______ is the ongoing process of evaluating employee performance.

Duran went to the same college as his manager.The two often speak of the college's sports and traditions together.Although Duran is a below average performer,his manager gives him an average rating on his performance appraisals.It is likely his manager is making a(n)______ error.

Tomo received a low score on his performance appraisal because he did not create project-specific data management plans as part of his job as a clinical data manager.However,Tomo has not received training on creating such plans.He did not mention this fact during his appraisal,nor did his manager ask.Consequently,he will likely get a low score on this part of his appraisal again next year.This suggests Tomo's appraisal falls short of which reason for conducting performance appraisals?

______ identify the physical or psychological characteristics of a person.

As a general rule,it is much better to use ______ in a performance appraisal than it is to use traits.

Describe the commonly used performance measurement methods and forms: critical incidents,MBO,narrative method,graphic rating scales,BARS,and ranking.

In performance appraisal,evaluation of a salesperson's "tenacity" and "enthusiasm" would be classified as a ______ appraisal.

To provide accurate performance appraisals,Samantha keeps a box of index cards on each of her employees.When an employee does something particularly well or particularly poorly,Samantha writes the event down on a card and puts it in that employee's box.It appears Samantha is using the ______ method of performance appraisal.

In performance appraisal,the ______ requires a manager to write a statement about the employee's performance.