This type of goals are discussed with the employee during the in-person meeting.
What are performance goals?
100
What are three steps to providing effective feedback?
1. State the behavior you observed
2. Describe the impact on self and others
3. Provide information for improvement
100
This is the rating error that occurs when a manager
evaluates an employee based only on the most recent or
initial performance, rather than performance over an entire
period.
Recency Effect
100
This term is defined as “The degree to which individuals receive knowledge of their results from the job itself.”
Feedback
200
What does the “M” in SMART goal setting mean?
Measurable
200
This process starts with employee planning and ends with an evaluation of the employee's progress.
What is performance management?
200
Why would it be a mistake to only pay attention to an employee's end results and metrics?
Although results are critical, there are many ways to achieve results or have them manipulated. Instead, results and behaviors should be reviewed to ensure that achieving results the right way are rewarded.
200
If a manager is consistently rating all their employees
as average and not utilizing the high or low ends of the
scale they are exhibiting this
Central Tendency Effect
200
This type of performance assessment includes methods based on results or partial outcomes.
Objective
300
What does the “A” in SMART goal setting mean?
Attainable/Action-Oriented
300
Why is regular feedback important?
Employees thrive on feedback because it ensures they are performing job duties and responsibilities according to the company expectations.
300
What are two things to remember when providing negative feedback?
Explain Your Concern, Get the Whole Story, Determine Desired Performance, End on a Positive Note
300
This rating occurs when a manager judges all aspects of
behavior or traits on the basis of a single trait or
behavior (could be "good" or "bad" behavior).
Halo/Horns Effect
300
This term refers to the results an employee achieves, whereas efficiency refers to the amount of resources needed to achieve those results.
Effectiveness
400
What does the “R” in SMART goal setting mean?
Realistic/Relevant
400
What is follow up action?
The manager and employee may schedule another time to discuss unresolved issues that arise during the performance appraisal meeting.
400
How does a forced distribution or topgrading work?
Managers assess employees based on predetermined evaluation categories and force employees into these categories.
400
This rating occurs when a manager excuses low-performance because it is widespread ("everybody does it").
Grouping
400
“Set Performance Expectations”, “Assess
Performance” and “Feedback Performance” are the three steps of this cycle.
The Performance Management Cycle (PMC)
500
What does the “T” in SMART goal setting mean?
Time-Framed/Time-Bound
500
What is MBO (Management by objective) mean?
MBO is a step in the performance appraisal process that aligns individual and corporate goals and provides tracking and feedback to achieve each goal.
500
What is instrumentality as it pertains to performance evaluations?
It is the belief that a given level of performance will lead to specific outcomes. It is best for a manager to link rewards directly to desired performance.
500
This is the rating error that occurs when a manager rates
all of their employees as high performers, regardless of
their performance, in attempt to better their own perception or to receive rewards.
Sunflower
500
These are 2 of the 5 Core Job Dimensions that impact motivation as part of the Job Characteristics Model.