Term
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Definition
| Performance ratings that assess an employee's contributions through comparison with the contributions of others. |
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Term
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Definition
| The process of measuring and providing feedback about employee contributions to the organization. |
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Term
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Definition
| A performance management system that specifically seeks to identify and recognize the contributions of high performers. |
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Term
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Definition
| Performance ratings that spread out ratings by requiring raters to place a certain percentage of employees in each category. |
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Term
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Definition
| A performance management system that seeks to recognize contributions from all employees without elevating some above others. |
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Term
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Definition
| Performance ratings that assess an employee's contribution in comparison to a fixed standard or benchmark. |
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Term
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Definition
| Performance ratings that allow raters to place as many employees as they wish into each rating category. |
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Term
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Definition
| The contribution that individuals make to the organization that employes them. |
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Term
| General Performance Factor |
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Definition
| A broad factor of performance that represents an employee's overall contribution to the organization. |
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Term
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Definition
| Employee behavior that directly contributes to producing goods or services. |
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Term
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Definition
| Employee behavior that helps others and creates a positive work environment. |
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Term
| Counterproductive Performance |
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Definition
| Employee behavior that is harmful to the organization. |
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Term
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Definition
| An employee's understanding of the tasks that need to be done to perform the job duties. |
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Term
| Procedural Knowledge and Skill |
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Definition
| Information and expertise that an employee needs to have in order to carry out specific actions. |
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Term
| Organizational Citizenship Behavior |
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Definition
| Positive employee actions aimed at helping the organization as a whole to succeed. |
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Term
| Interpersonal Citizenship Behavior |
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Definition
| Positive employee actions aimed at helping specific coworkers succeed. |
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Term
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Definition
| Harmful employee actions aimed at reducing the speed and accuracy of production processes. |
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Term
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Definition
| Harmful employee actions aimed at destroying assets of the organization. |
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Term
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Definition
| Harmful employee actions designed to harm the performance and careers of others. |
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Term
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Definition
| Harmful employee actions that seek to personally harm coworkers. |
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Term
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Definition
| The process of measuring what employees contribute to the organization. |
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Term
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Definition
| A problem with performance appraisal that occurs when things that should not be included in the measurement are included. |
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Term
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Definition
| A problem with performance appraisal that occurs when things that should be included in the measurement are not included. |
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Term
| Objective Performance Measures |
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Definition
| Performance measures that are numerical and based on counts of behaviors or outcomes. |
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Term
| Subjective Performance Measures |
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Definition
| Performance measures that represent judgements made by raters. |
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Term
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Definition
| A rating error that occurs when raters give almost all employees scores in the middle of the scale. |
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Term
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Definition
| A rating error that occurs when raters unknowingly allow comparisons among employees to influence ratings. |
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Term
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Definition
| A rating error that occurs when raters when raters allow a general impression to influence ratings on specific dimensions of performance. |
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Term
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Definition
| A rating error that occurs when raters place too much emphasis on performance observed right before the measurement is taken. |
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Term
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Definition
| A rating error that occurs when raters place too much emphasis on performance observed at the beginning of the measurement period. |
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Term
| Frame-of-reference Training |
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Definition
| Training that focuses on building consistency in the way different raters observe and evaluate behaviors and outcomes. |
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Term
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Definition
| Bias that occurs when a rater unfairly provides lower ratings to certain groups of people, such as women or minorities. |
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Term
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Definition
| Factors that affect performance but that are outside the control of the employees being rated. |
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Term
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Definition
| A rating format that asks raters to provide a written description of an employee's performance. |
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Term
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Definition
| A rating format that asks raters to provide a numerical score for an employee on each of several dimensions of performance. |
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Term
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Definition
| A rating format that asks raters to directly compare contributions of an employee with the contribution of other employees. |
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Term
| Multisource Performance Ratings |
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Definition
| Performance ratings obtained from a variety of raters such as customers, coworkers, supervisors and self. |
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Term
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Definition
| Information given to employees to communicate how well they are performing. |
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Term
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Definition
| Information that communicates things that an employee is doing well. |
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Term
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Definition
| Information that communicates things an employee needs to change in order to improve. |
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Term
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Definition
| The level of detail in communications, which can range from broad information about overall performance to specific information about certain actions. |
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Term
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Definition
| A process whereby performance increases when leaders have high expectations about the skills and capabilities of followers. |
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