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Why is it important to appraise performance? 260
- 1. compensation decisions
- 2. provided feedback
- 3. correcting deficiencies
- 4. career development
What are the steps in creating a BARS and what its advantages? 272
- Behaviorally Anchored Rating Scale (BARS) is an appraisal tool that anchors a numerical rating scale with specific illustrative examples of good or poor performance. Most objective measure.
- 1. Write critical incidents
- 2.Develop performance dimensions
- 3.Reallocate incidents
- 4.Scale the incidents
- 5.Develop a final instrument
Understand the different types of biases that can affect a manager's performance appraisal of a subordinate. 277
- Halo effect- "the influence of a rater's general impression on ratings of specific ratee qualities"
- Central tendency- means rating all employees average.
- Strivtness/leniency- the problem that occurs when a supervisor has a tendency to rate all subordinates either high or low
different types of performance appraisal advantages and disadvantages
- graphic rating- simple to use, provides a quantitative rating for each employee (Neg standard may be unclear; halo effect, central tendency, bias)
- BARS- provides behavioral "anchors" BARS is very accurate (Neg difficult to develop)
- Forced distribution method - end up with a predetermined number or % of people in each group. (Neg employees appraisal results depends on your choice of cutoff points)
- Alternation ranking- Simple to use, Avoids central tendency and other problems of rating scales (Neg can cause disagreement among employees)
- Critical incident- help specify what is right and what is wrong with employees' performance ( neg difficult to rank employees relative to one another)