Exam 8: Performance Management

In order to be effective,performance standards must always be designed so as to be

The most noted thing about reliability in performance evaluations (other than being highly desirable)is that it is also very ___________________________ in an organizational setting.

One evaluation method that attempts to reduce subjective biases by rating employees along a scale of specific behaviour examples for each activity is/are __________________________________.

A more recent model of performance appraisal divides the appraisal process into three cognitive steps on the part of the rater.

When a supervisor provides feedback by reviewing an employee's performance and attempting to convince the employee to perform better,this style of evaluation feedback is called the __________________________ approach.

Performance management systems should be

Accurate performance appraisals can indicate to employees where they are deficient in their work.

Some managers,for various reasons,do not like to evaluate employees as either "effective" or "ineffective" and so tend to rate everyone as "average".This is referred to as the

Indirect observations of performance are usually less accurate than direct because they evaluate constructs.

For performance standards to be effective they should relate to the desired __________ of each job.

It is generally agreed that normally the best way to evaluate employee performance is to use

While reliability in employee performance appraisals is desirable it is

The halo effect is a rater bias that occurs when an evaluator tends to think everyone is good and evaluates all employees as "satisfactory" or "average" regardless of their actual performance.

A future-oriented performance appraisal allows the human resource department to provide feedback to the employees.

One feature of behaviourally anchored rating scales is that they attempt to reduce the subjectivity and biases of subjective performance measures.

The major problem with employee appraisals for human resource departments is that they tend to make compensation decisions and employee career planning more difficult and less efficient.

The performance evaluation method that requires a rater to place each employee in order from best to worst is the

All of the following are characteristics of an effective employee appraisal system except

Performance measures and performance standards are the same performance evaluation technique.

A good method for overcoming the biases of leniency,strictness,and central tendency in performance appraisal is the forced distributions method.