| A | B |
|---|
| perfomance appraisal | a process, typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success |
| performance management | the process of creating a work environment in which people can perform to the best of their abilities |
| manager and/or supervisor appraisal | a performance appraisal done by an employee's manager and often reviewed by a manager one level higher |
| self-appraisal | a performance appraisal done by the employee being evaluated, generally on an appraisal form completed by the employee prior to the performance interview |
| subordinate appraisal | a performance appraisal of a supervisor by an employee, which is more appropriate for developmental than for administrative purposes |
| peer appraisal | a performance appraisal done by one's fellow employees, generally on forms that are compiled into a single profile for use in the performance interview conducted by the employee's manager |
| team appraisal | a performance appraisal, based on TQM concepts, that recognizes team accomplishment rather than individual performance |
| customer appraisal | a performance appraisal that, like team appraisal, is based on TQM concepts and seeks evaluation from both external and internal customers |
| error of central tendency | a performance rating error in which all employees are rated about average |
| leniency or strictness error | a performance rating error in which the appraiser tends to give employees either unusually low ratings |
| recency error | a performance rating error in which the appraisal is based largely on teh employee's most recent behavior rather than on behavior thgoughout the appraisal period |
| contrast error | a performance rating error in which an employee's evaluation is biased either upward or downward because of comparison with another employee just previously evaluated |
| similar-to-me error | a performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection |
| graphic rating-scale method | a trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics |
| mixed-standard scale method | a trait approach to performance appraisal similar to other scale methods but based on comparison with (better than, equal to, or worse than) a standard |
| forced-choice method | a trait approach to performance appraisal that requires that rater to choose from statements designed to distinguish between successful and unsuccessful performance |
| essay method | a trait approach to performance appraisal that requires the rater to compose a statement descibing employee behavior |
| critical incident | an unusual event that denotes superior or inferior employee performance in some part of the job |
| behaviorally anchored rating scale | a behavioral approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance |
| behavior observation scale | a behavioral approach to performance appraisal that measures teh frequency of observed behavior |
| management by objectives | a philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager |
