Lecture Goals
    Introduce Performance Appraisal
    Introduce Methods of Assessment
    Introduce Biases
 

Corresponding Readings
    Chapter 4
 
 

Why Appraise Performance?
    1) ____________________________
    2) Employee status decisions (promotion)
    3) ____________________________
    4) Feedback (for org. & worker)
 

Assessment Methods
    Objective Methods
    Subjective Methods
 

Objective Methods
    Produce ___________ results
    Examples:
 
 

Subjective Methods
    Most popular

    2 Catagories:
        Graphic Rating Forms
        Behavior-Focused Rating Forms
 

Graphic Rating Form
    Most popular subjective measure
    Can assess many dimensions of perf.
    Rates worker's ________
    _____P(bias)
 

Behavior-Focused Rating Forms
    Focus on worker's __________
    _____ P(bias)

    3 Types:
        Behaviorally Anchored Rating Scale
        Mixed Standard Scale
        Behavior Observation Scale
 
 

Behav.-Anchored Rating Scale
    One scale per dimension of job perf. (e.g., writing technical reports)
    Use several BARS to assess dimensions of performance
    Responses = ________________________
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

Mixed Standard Rating Scale
    Provides list of ___________ statements for dimension/set of dimensions
    Rater indicates if ratee beh. is _______________________________ by statement
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

Behavioral Observation Scale
    Provides ___________________________________
    Rates frequency of or amount of time spent on each behavior
    Problem:  _____ frequency of beh. = good or bad perf. depending on situation
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

Self Ratings
    Tend to be ______ than supervisor ratings
    Focus more on ___________________ than ___________________ skills
    "Modesty bias" and cultural differences
    Mismatches with ratings from others
 

360-degree feedback
    = __________________________________
    _____ biases when people told ratings compared to other rater's ratings
 

Electronic Ratings
    Use Electronic Performance Monitoring

   ___________________
        1) When used for improvement rather than status decisions
        2) Because it is __________________________________

    ________ stress (not always bad)
    Focus on quantity rather than ____________
    Facilitates goal-setting
    _____  job satisfaction