Chapter 7

Of performance assess work efforts or inputs.

Is a performance appraisal approach that describes observable job behaviors, each of which is evaluated to determine good vs. bad performance.

Occurs when raters lump everyone's performance ratings around the average, or middle, category.

Is a method of performance appraisal that records incidents of unusual success or failure for a given performance aspect.

Allows employees to own stock in their employers business and benefit from future increase in the stock price.

Are pay systems that allow workers to select benefits according to their individual needs.

Is a method of performance appraisal that uses a small number of performance categories, such as "Very Good", "Good", "Adequate", "Poor", and "Very Poor", and forces a certain proportion of people into each.

Is a pay system that links pay and performance by giving workers the opportunity to share in productivity gains through increased earnings.

Is a scale that lists a variety of dimensions thought to be related to high performance outcomes in a given job and that the individual is expected to exhibit.

Results when one person rates another person on several different dimensions and gives as similar rating to each one.

Is the tendency to give relatively high ratings to virtually everyone.

Occurs when rates restrict themselves to a small part of the rating scale.

Are part of a pay system in which people elect to receive their wage or salary increase in one or more lump-sum payments.

Is a compensation system that basis an individuals salary or wage increase on a measure of the person's performance accomplishments during a specific time period or a specified time period.

Of performance assess actual work results.

Is a comparative method of performance appraisal whereby each person is directly compared with every other person.

Other members of a work team or persons doing similar jobs rate the individual as a co-worker.

Is a process of systematically evaluating performance and providing feedback on which performance adjustments need to be made.

Is the process of managing performance measurement and the associated human resources management decisions.

Occurs when a rater allows specific biases, such as race, age, or gender, to enter into a performance appraisal.

Reward employees based on the entire organizations performance.

Is a comparative technique of performance appraisal that involves the rank ordering of each individual from best to worst on each performance dimension.

Is a biased rating that develops by allowing the individuals most recent behavior to speak for his or her overall performance on a particular dimension.

Is when the individual rates his or her own performance.

Is a system that rewards people for acquiring and developing job relevant skills in number and variety relevant to the organizations needs.

Occurs when a rater tends to give everyone a low rating.

Is a comprehensive approach that uses self-ratings, customer ratings, and ratings by others outside the work unit.