Chapter 8 Performance Management Review Guide
Summary
This chapter examines a variety of approaches to performance management. The chapter begins with a
model of the performance-management process that examines the system's purposes. Then, the
specific approaches to performance management are discussed, including the strengths and weaknesses
of each approach. The various sources of performance information are also presented. Next, the errors
resulting from subjective assessments of performance are identified, as well as the means for reducing
those errors. Then, the effective components to performance feedback are discussed. Finally, the
causes of performance problems are identified.
Learning Objectives
After studying this chapter, the student should be able to:
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Identify the major determinants of individual performance.
Discuss the three general purposes of performance management.
Identify the five criteria for effective performance management systems.
Discuss the four approaches to performance management, the specific techniques used in each
approach, and the way these approaches compare with the criteria for effective performance
management systems.
Choose the most effective approach to performance measurement for a given situation.
Discuss the advantages and disadvantages of the different sources of performance information.
Choose the most effective source(s) for performance information for any situation.
Distinguish types of rating errors and explain how to minimize each in a performance evaluation.
Conduct an effective performance feedback session.
Identify the cause of a performance problem.
Below please find a number of specific terms and concepts you should know about prior to opening the
Chapter 8 Quiz for conquest.
Performance management, appraisal, and feedback
What are the 6 general steps involved in managing performance?
What are the 3 major purposes for performance management?
What is strategic congruence in the context of performance management?
How is the validity of a performance measure defined?
How is the reliability of a performance measure defined?
How does acceptance and specificity play roles in performance measurement?
What are strengths, limitations of comparative performance appraisal methods?
What are strengths, limitations of attribute-oriented performance appraisal methods?
What are strengths, limitations of behavioral performance appraisal methods?
What are strengths, limitations of the results-oriented performance appraisal methods?
What are strengths, limitations of the Quality-oriented performance appraisal methods?
(continued)
Who could or should provide performance feedback?
What is meant by a 360 degree appraisal?
How can we reduce error, political influence while increasing reliability and validity of performance
data?
What is a calibration meeting? What does appraisal politics refer to?
How do we give effective performance feedback (9 suggestions)?
What legal concerns may arise from managing and appraising performance?
What are 7 characteristics of a performance management system that can stand legal scrutiny?