chapter 9 exam 3 z440

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  1. Why is it important to appraise performance? 260
    • 1. compensation decisions
    • 2. provided feedback
    • 3. correcting deficiencies
    • 4. career development
  2. 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
  3. 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
  4. 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)
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chapter 9 exam 3 z440
2015-06-07 16:13:23
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