Dessler Human Resource Management Chapter 9 Performance Management and Appraisal Lindenwood University|Verified Questions Provided with A+ Graded Rationales Latest Updated 2026

Dessler Human Resource Management Chapter 9 Performance Management and Appraisal Lindenwood University|Verified Questions Provided with A+ Graded Rationales Latest Updated 2026 Performance Appraisal Evaluating an employee's current and/or past performance relative to his or her performance standards. Performance Appraisal Process 1. Setting Work Standards 2. Assessing the employee's actual performance relative to those standards 3. Providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par Performance Management The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals Four Guidelines for setting performance goals 1. Assign specific goals 2. Assign measurable goals 3. Assign challenging but doable goals 4. Encourage participation Graphic Rating Scale A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait. Alternation Ranking Method Ranking employees from best to worst on a particular trait, choosing highest, the lowest, until all are ranked Paired Comparison Method Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair Forced Distribution Method Similar to grading on a curve, predetermined percentages of ratees are placed in various performance categories Critical incident method Keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times. Behaviorally anchored rating scale (BARS) An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples BARS 5 Steps 1. Write critical incidents 2. Develop performance dimensions 3. Reallocate incidents 4. Scale the incidents 5. Develop a final instrument Management By Objectives A comprehensive and formal organization-wide goal setting and appraisal program Electronic Performance Monitoring (EPM) Having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance Unclear Standards An appraisal that is too open to interpretation Halo Effect In performance appraisal, the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits Central tendency A tendency to rate