Industrial Psychology Exam 2
The Purpose of Performance Appraisals - Answer-1) used in making important PERSONNEL DECISIONS;
who gets promoted, fired, demoted, laid off, raises, etc
2) DEVELOPMENTAL PURPOSES; employees are informed of their performance strengths and
weaknesses so that they can be proud of what they are doing well and can focus their efforts on the
areas that need some work
3)DOCUMENTATION; used to protect companies from being sued after making personnel decisions
The Definition of Performance Appraisals - Answer-Systematic review and evaluation of job
performance
Personnel Decisions - Answer-one of the purposes of performance appraisals involved in promotions,
fires, demotions, raises etc
Developmental Purposes - Answer-one of the purposes of performance appraisals involved in showing
where an employee is doing well and where they can improve.
Documentation - Answer-one of the purposes of performance appraisals meant to protect companies
from being sued after making personnel decisions
, Rating Error - Answer-when a rater unfairly rates a person better or worse than they should be because
they have fallen for one of the types of rating errors
Rater Error Training (RET) - Answer-- increase awareness of different rating errors.
Frame of Reference Training (FOR) - Answer-standardizing raters' judgments regarding:
-Performance dimensions.
-Performance levels.
Halo Effect - Answer-Letting judgments about a particular characteristic of an employee affect your
judgments of his/her performance on dimensions.
True Halo - Answer-halo that results from accurate intercorrelations among performance dimensions
rather than from rating error
Distributional Errors - Answer-rating errors, such as severity, central tendency, and leniency, that result
from a mismatch between actual rating distributions and expected rating distributions
Leniency - Answer-the rating error that results when (1) the mean of ones ratings across ratees is higher
than the mean of all ratees across all raters (2) the mean of ones ratings is higher than the midpoint of
the scale
Central Tendency - Answer-The tendency to use only the midpoint of the scale in rating ones employees
Severity - Answer-the tendency to use only the low end of the scale or to give consistently lower ratings
to ones employees than other raters do
360-Degree Feedback - Answer-Including anonymous ratings and feedback from:
The Purpose of Performance Appraisals - Answer-1) used in making important PERSONNEL DECISIONS;
who gets promoted, fired, demoted, laid off, raises, etc
2) DEVELOPMENTAL PURPOSES; employees are informed of their performance strengths and
weaknesses so that they can be proud of what they are doing well and can focus their efforts on the
areas that need some work
3)DOCUMENTATION; used to protect companies from being sued after making personnel decisions
The Definition of Performance Appraisals - Answer-Systematic review and evaluation of job
performance
Personnel Decisions - Answer-one of the purposes of performance appraisals involved in promotions,
fires, demotions, raises etc
Developmental Purposes - Answer-one of the purposes of performance appraisals involved in showing
where an employee is doing well and where they can improve.
Documentation - Answer-one of the purposes of performance appraisals meant to protect companies
from being sued after making personnel decisions
, Rating Error - Answer-when a rater unfairly rates a person better or worse than they should be because
they have fallen for one of the types of rating errors
Rater Error Training (RET) - Answer-- increase awareness of different rating errors.
Frame of Reference Training (FOR) - Answer-standardizing raters' judgments regarding:
-Performance dimensions.
-Performance levels.
Halo Effect - Answer-Letting judgments about a particular characteristic of an employee affect your
judgments of his/her performance on dimensions.
True Halo - Answer-halo that results from accurate intercorrelations among performance dimensions
rather than from rating error
Distributional Errors - Answer-rating errors, such as severity, central tendency, and leniency, that result
from a mismatch between actual rating distributions and expected rating distributions
Leniency - Answer-the rating error that results when (1) the mean of ones ratings across ratees is higher
than the mean of all ratees across all raters (2) the mean of ones ratings is higher than the midpoint of
the scale
Central Tendency - Answer-The tendency to use only the midpoint of the scale in rating ones employees
Severity - Answer-the tendency to use only the low end of the scale or to give consistently lower ratings
to ones employees than other raters do
360-Degree Feedback - Answer-Including anonymous ratings and feedback from:
