MAN4301 Lecture 7 Chapter 8 PDF

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Summary

These are the lecture notes by professor Michael Harari in this course which I have elaborated more for a better understanding. ...

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MAN4301 Lecture 7 Chapter 8 Wednesday, February 20, 2019

7:04 PM

Performance Management and Appraisal Chapter 8 •

Job Performance

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Performance Appraisal ○ College Instructor ○ Communication

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Rater vs. Ratee ○ Rater § The person doing the performance rating ○ Ratee § The person being rated PM&A ○ Performance Appraisal vs. Performance Management Major Rating Errors ○ DISTRIBUTIONAL ERRORS

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Rating Errors ○ Halo - a tendency to rate a given employee similarly across performance dimensions* § Thought to occur when ratings are based on a general impression and therefore raters do not discriminate between different performance dimensions ○ Recovery error

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The Design of an Appraisal System ○ What points should be considered? § Measurement content § Measurement method/rating scale § Control of rating errors Designing an Appraisal System Measurement Content Job Analysis - Identify job tasks Performance standards - translate job tasks and requirements into levels of proficiency a. E.g. task = exam development i. Superior - develops clear questions that cover the full breadth of content and difficulty. Item diagnostics are favorable and test scores are adjusted if unfair questions are identified. ii. Satisfactory – Develops exam questions that are understandable to students. Relevant material is largely reflected. iii. Poor – Develops confusing test questions that do not adequately cover course material. Designing an Appraisal System Measurement Methods ○ Graphic rating scales (GRs) § Not a lot of information // vague adjectives

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Behaviorally anchored rating scales (BARS) § Clear behavioral example of what each anchor looks like § Legal developmental frequency - this one is better if you get sued § The individual knows what they are doing to improve § Fairness - we don’t want this to be a time where people dread § React better to this one than GRs §

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Behavioral Observation Scale (BOS) § Develops clear questions covering full breadth of content area and difficulty. Good item diagnostics

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Control of Rating Errors ○ Two complementary perspectives

You also have the social pressure - I like the person I don’t want to give them a low score // opposite Performance Management - Providing Feedback ○

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Performance Management - Causes and solutions ○ Lack of KSAOs § Improve KSAOs □ Coaching training § Better job fit □ (job design, reassignment) ○ Lack of motivation F i i ?

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§ Fairness issues? § Performance incentives ○ Lack of both § Discipline ○ Constraints Performance Management ○ Providing feedback § Neutral setting, free from distractions □ Unprofessional □ You want to be accurate and fair § Be prepared . Have behavioral examples of strengths and weaknesses □ examples ○ Frequency § Should occur regularly, not just annual review □ Regular - maybe every 3 months § Enough regular feedback to know what to expect ○ Providing feedback § Manage emotional reactions - be positive □ Encouraging § Work with employee to solve performance issues PM&A Summary ○ Measuring Performance § Measurement content § Measurement method § Control rating errors ○ Performance Management § Diagnose problems § Co-develop solutions § Manage reactions...