Performance Management

• Performance management is the process of measuring and providing feedback about employee contributions to the organization.
• General Electric is a multinational company that employs 300,000 people.
• Merit-based system is a performance management system that specifically seeks to identify and recognize the contributions of high performers.
• Relative measuresis a performance ratings that assess an employee’s contributions through comparison with the contributions of other employees
• Success at work is defined not just as meeting a certain standard but as doing better than others
• Forced distribution is a performance ratings that spread out ratings by requiring raters to place a certain percentage of employees in each category.
• Parity-based system is a performance management system that seeks to recognize contributions from all employees without elevating some above others.
• Absolute measures is a performance ratings that assess an employee’s contribution in comparison to a fixed standard or benchmark rather than with each other.
• Free distribution is a performance ratings that allow raters to place as many employees as they wish into each rating category
• Job performance is the contribution that individuals make to the organization that employs them.
• General performance factor is a broad factor of performance that represents an employee’s overall contribution to the organization
• Task performance is an employee behavior that directly contributes to producing goods or services.
• Citizenship performance is an employee behavior that helps others and creates a positive work environment
• Counterproductive performance is an employee behavior that is harmful to the organization.
• Task performance occurs when employees perform actions that transform raw materials into goods and services.
• Administrative tasks, such as planning and delegating, are important aspects of task performance for people working as managers.
• Declarative knowledge is an employee’s understanding of the tasks that need to be done to perform job duties.
• Procedural knowledge and skill is an information and expertise that an employee needs to have in order to carry out specific actions.
• Organizational citizenship behavior is positive employee actions aimed at helping the organization as a whole to succeed.
• Interpersonal citizenship behavior positive employee actions aimed at helping specific coworkers succeed.
• Production deviance is a harmful employee actions aimed at reducing the speed and accuracy of production processes.
• Property deviance is harmful employee actions aimed at destroying assets of the organization
• Political deviance is harmful employee actions designed to harm the performance and careers of other employees.
• Personal aggression is harmful employee actions that seek to personally harm coworkers
• Performance appraisal is the process of measuring what employees contribute to the organization.
• Objective performance measures is a performance measures that are numerical and based on counts of behaviors or outcomes.
• Subjective performance measures is a performance measures that represent judgments made by raters
• Central tendency error is a rating error that occurs when raters give almost all employees scores in the middle of the scale.
• Contrast error is a rating error that occurs when raters unknowingly allow comparisons among employees to influence ratings.
• Halo error is a rating error that occurs when raters allow a general impression to influence ratings on specific dimensions of performance.
• Recency error is a rating error that occurs when raters place too much emphasis on performance observed right before the measure is taken
• Primacy error is a rating error that occurs when raters place too much emphasis on performance observed at the beginning of the measurement period.
• Frame-of-reference training is a training that focuses on building consistency in the way different raters observe and evaluate employee behaviors and outcomes.
• Rater bias is the bias that occurs when a rater unfairly provides lower ratings to certain groups of people, such as women and minorities
• Situational influences are factors that affect performance but that are outside the control of the employee being rated.
• Absolute Standards is measuring an employee’s performance against established standard.
• Checklist Appraisal is a performance evaluation in which a rater checks off applicable employee attributes.
• Critical Incident Appraisal is a performance evaluation that focuses on key behaviors that differentiates between doing a job effectively or ineffectively.
• Graphic Rating Scale is a performance appraisal method that lists traits and a range of performance for each
• Forced-choice Appraisal is a performance evaluation in which the rater must choose between two specific statements about an employee’s work behavior.