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Define each of the following words
Emotional intelligence: The ability to recognize and manage emotions.
Performance management: Goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.
Performance appraisal: Formal system of review and evaluation of individual or team task performance.
Competencies:Broad range of knowledge, skills, traits, and behaviors that may be technical in nature, relate to interpersonal skills, or be business oriented.
360-degree feedback evaluation method
360-degree feedback evaluation method:Popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources.
rating scales methid
Rating scales method:Performance appraisal method that rates employees according to defined factors.
critical incidents method
Critical incidents method:Performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.
Essay method: Performance appraisal method in which the rater writes a brief narrative describing the employee’s performance.
Work standards method
Work standards method:Performance appraisal method that compares each employee’s performance to a predetermined standard or expected level of output.
Ranking method: Performance appraisal method in which the rater places all employees from a group in order of overall performance.
Paired comparison: Variation of the ranking method in which the performance of each employee is compared with that of every other employee in the group
Forced distribution method
Forced distribution method:Performance appraisal method in which the rater is required to assign individuals in a workgroup to a limited number of categories similar to a normal frequency distribution.
behaviorally anchored rating scale method (BARS)
Behaviorally anchored rating scale (BARS) method:Performance appraisal method that combines elements of the traditional rating scale and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior.
Results-based system:Performance appraisal method in which the manager and subordinate jointly agree on objectives for the next appraisal period; in the past a form of management by objectives.
Halo error: Evaluation error that occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance resulting in a higher rating.
Horn error: Evaluation error that occurs when a manager generalizes one negativeperformance feature or incident to all aspects of employee performance resulting in a lower rating.
Leniency: Giving an undeserved high performance appraisal rating to an employee.
Strictness: Being unduly critical of an employee’s work performance.
central tendency error
Central tendency error: Evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale.
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