MGN Quiz 3 - WrittenAccommodation Verbal Forcing Chapter...

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(Hygiene Factors) (Motivators) Drive Relevant Knowledge Desire to Influence Others Traits Intelligence Honesty and Moral Character Self-Confidence Accommodation (Doormat) Collaboration Compromise Concern For Others Forcing (Competing) Avoidance Concern For Self Verbal Warning Supervision Dismissal Formal Steps Written Warning Chapter 11 Describe the 360-degree feedback evaluation method. The 360-degree feedback evaluation is an increasingly popular appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers. Unlike traditional approaches, 360-degree feedback focuses on skills needed across organizational boundaries. Also, by shifting the responsibility for evaluation to more than one person, many of the common appraisal errors can be reduced or eliminated. The 360-degree feedback method may provide a more objective measure of a person’s performance. Including the perspective of multiple sources results in a broader view of the employee’s performance and may minimize biases that result from limited views of behavior. Define performance appraisal and identify the uses of performance appraisal. Performance appraisal (PA) is a formal system of review and evaluation of individual or team task performance. While evaluation of team performance is critical when teams exist in an organization, the focus of PA in most firms remains on the individual employee. Regardless of the emphasis, an effective appraisal system evaluates accomplishments and initiates plans for development, goals, and objectives. Human Resource Planning, Recruitment and Selection, Training and Development, Career Planning and Development, Compensation Programs, Internal Employee Relations, and Assessment of Employee Potential. Identify who may be responsible for performance appraisal and the performance period. Immediate Supervisor (most common choice), Subordinates (managerial effectiveness), Peers (work closely with the employee being evaluated), Self-Appraisal, and Customer Appraisal. List the problems that have been associated with performance appraisal. Lack of Objectivity, Bias, Leniency/Strictness, Central Tendency, Recent Behavior Bias, Personal Bias (Stereotyping), and Manipulating the evaluation. Halo error occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance resulting in a higher rating. Giving undeserved high ratings is referred to as leniency . Being unduly critical of an employee’s work performance is referred to as strictness .
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Central tendency is a common error that occurs when employees are incorrectly rated near the average or middle of the scale. Describe the legal implications of performance appraisal.
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This note was uploaded on 10/17/2009 for the course ALL 0001 taught by Professor All during the Spring '09 term at University of Central Oklahoma.

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MGN Quiz 3 - WrittenAccommodation Verbal Forcing Chapter...

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