Landy and Farr suggested that they only account for 4 8 of the variance in

Landy and farr suggested that they only account for 4

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Landy and Farr suggested that they only account for 4-8% of the variance in performance ratings c. Still the most studied topic in performance measurement 8. Rating sources A. Supervisor ratings : managers most frequently used sources a. Ideally have extensive knowledge of the job b. May not have ample opportunity to observe performance
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Psychology 245 Fall 2012 Exam 2 Review Topics B. Peer appraisals : individuals assess their peers or coworkers a. Peer nomination : individuals nominate coworkers for membership in highest group of performers b. Peer rating : individuals assess coworkers’ performance using many different scales c. Peer ranking : individuals rank coworkers from best to worst on a dimension of their job behavior C. Self-appraisals : individuals assess their own behavior a. Usually a type of graphic rating scale b. People usually perceive themselves to be performing better than others (positive leniency ) c. Should not be used for administrative purposes d. Feedback increase accuracy in self ratings D. Subordinate ratings : a valuable source of information for managerial performance a. Anonymity is obviously required b. If used for administrative purposes, may cause managers to emphasize satisfaction to the detriment of performance c. Also best used for developmental purposes 9. 360 degree feedback A. 360 degree assessment: Process of collecting and providing a manager or executive with feedback from many sources , including supervisors, peers, subordinates, customers and suppliers . B. The idea is that each rater has a different perspective a. Each source corrects for the disadvantages of the others b. Companies like Dow Chemical, Hallmark, Honeywell, and AT&T use this c. Can only be used for developmental purposes C. Correlations between raters a. Two supervisors .50 b. Two peers .37 c. Two subordinates .30 d. Supervisors and peers .34 e. Supervisors and subordinates .22 f. Supervisor and self .22 g. Peers and subordinates .22 h. Peers and self .19 10. rating errors (leniency/severity, central tendency, halo/horns, primacy/recency) A. Leniency-severity errors a. Negative versus positive leniency Rate all employees at the positive end of the scale (positive leniency) At the low end of the scale (negative leniency). b. What personality traits do you think are related to high leniency: conscientiousness and high agreeableness
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Psychology 245 Fall 2012 Exam 2 Review Topics c. Leniency error occurs with raters who are unusually easy in their ratings. Severity error occurs with raters who are unusually harsh in their ratings. B. Central tendency errors Error in which raters choose a middle point on the scale to describe performance , even though a more extreme point might better describe the employee C. Halo error a. Occurs when a rater assigns the same rating to an employee on a series of dimensions ,
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