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15 Cards in this Set

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Central tendency error
Occurs when a rater gives all employees a score within a narrow range in the middle of the scale.
Chap 11
Contrast error
Tendency to rate people relative to others rather than against performance standards.
Chap 11
Forced distribution
Performance appraisal method in which ratings of employees’ performance are distributed along a bell-shaped curve.
Chap 11
Graphic rating scale
Scale that allows the rater to mark an employee’s performance on a continuum.
Chap 11
Halo effect
Occurs when a rater scores an employee high on all job criteria because of performance in one area.
Chap 11
Job criteria
Important elements in a given job.
Chap 11
Leniency error
Occurs when ratings of all employees fall at the high end of the scale.
Chap 11
Management by objectives (MBO)
Performance appraisal method that specifies the performance goals that an individual and manager mutually identify.
Chap 11
Performance appraisal
Process of evaluating how well employees perform their jobs and then communicating that information to the employees.
Chap 11
Performance management
Composed of the processes used to identify, measure, communicate, develop, and reward employee performance.
Chap 11
Primacy effect
Occurs when a rater gives greater weight to information received first when appraising an individual’s performance.
Chap 11
Ranking
Performance appraisal method in which all employees are listed from highest to lowest in performance.
Chap 11
Rater bias
Occurs when a rater’s values or prejudices distort the rating.
Chap 11
Recency effect
Occurs when a rater gives greater weight to recent events when appraising an individual’s performance.
Chap 11
Strictness error
Occurs when ratings of all employees fall at the low end of the scale.
Chap 11