Exam 6: Evaluating Employee Performance

Criterion usefulness describes the extent to which a performance criteria is usable in appraising a particular job.

Performance appraisals serve many purposes for the worker, the supervisor, and for the organization as a whole.

Subjective performance criteria are less prone to bias and distortion than are objective criteria.

Although it is important for supervisors to give workers feedback concerning their performance, most workers are not interested and prefer to avoid performance feedback.

The use of multiple perspective performance appraisals may lead to

For the worker, performance appraisals are most important as

Effective performance feedback involves

Performance criteria are

In the forced distribution method, raters

Recency effects occur because

Explain 360-degree feedback, including its advantages and disadvantages.

A variation of checklist ratings is the

Of all the biases involved in performance appraisals, the personal biases of raters are the most easily overcome.

Objective performance criteria are

The use of narrative methods of performance appraisal

Performance feedback is defined as the process of giving information to a worker about performance level with suggestions for future improvement.

An example of the halo effect in performance appraisal would be

Evaluators typically form opinions about workers' performance

Discuss how performance appraisals may be improved. CHAPTER 7 : Employee Training and Development

A leniency error can be defined as