Chapter 9: Performance Management Health Information
Management
360 Performance Appraisal - answer-A methodology most often used in conjunction
with other more traditional methods such as graphic rating scales and critical
incident methods. It measures the manner and capacity of work performance and
concentrates on the more subjective areas of work such as teamwork, character,
and leadership.
Benchmarking - answer-A measurement that takes into account the quality aspect
of completing a job task from start to finish. It can be developed internally with an
HIM department or can be solicited externally from professional organizations or
other similar healthcare organizations.
Contingent Reward Leadership Style - answer-An active and positive exchange
between employees and managers whereby employees are rewarded or recognized
for accomplishing agreed-upon performance objectives.
Critical Incident Method - answer-Involves maintaining a log or documentation of
critical incidences, both positive and negative, throughout each employee's
performance cycle. Each incident will be described in detail at the time the incident
occurs.
Essay Evaluation Method - answer-This method requires that the manager develop
an employee appraisal by qualitatively identifying the strong and weak points of
each employee's behavior and documenting each of these items in a written essay.
The information the manager may use when assessing the employee's behavior
includes job knowledge, application of the organization's policies and procedures,
working relationships with peers and management, attitude, and organizational
abilities.
Forced Ranking or Forced Distribution - answer-This methodology ranks employees
in terms of forced allocations, meaning that only 10 to 20 percent of the employees'
performance will fall into the higher levels of job performance, 70 to 80 percent will
fall into the middle ranges of job performance, and the rest will fall into the lowest
levels of job performance. The high, middle, or low levels of performance ratings
are based on the aggregate performance standard scores calculated within annual
performance appraisals.
Graphic Rating Scales - answer-The most common methodology employees in HIM
department. Checking or monitoring are conducted on an employee's performance
throughout the performance cycle. The content of the performance monitoring
includes quantity of work, quality of work, dependability, judgement and critical
thinking, cooperation, and initiative or motivation.
Incentive Effect - answer-Relates to how pay influences the level or intensity of
individual motivation toward job performance.
Management
360 Performance Appraisal - answer-A methodology most often used in conjunction
with other more traditional methods such as graphic rating scales and critical
incident methods. It measures the manner and capacity of work performance and
concentrates on the more subjective areas of work such as teamwork, character,
and leadership.
Benchmarking - answer-A measurement that takes into account the quality aspect
of completing a job task from start to finish. It can be developed internally with an
HIM department or can be solicited externally from professional organizations or
other similar healthcare organizations.
Contingent Reward Leadership Style - answer-An active and positive exchange
between employees and managers whereby employees are rewarded or recognized
for accomplishing agreed-upon performance objectives.
Critical Incident Method - answer-Involves maintaining a log or documentation of
critical incidences, both positive and negative, throughout each employee's
performance cycle. Each incident will be described in detail at the time the incident
occurs.
Essay Evaluation Method - answer-This method requires that the manager develop
an employee appraisal by qualitatively identifying the strong and weak points of
each employee's behavior and documenting each of these items in a written essay.
The information the manager may use when assessing the employee's behavior
includes job knowledge, application of the organization's policies and procedures,
working relationships with peers and management, attitude, and organizational
abilities.
Forced Ranking or Forced Distribution - answer-This methodology ranks employees
in terms of forced allocations, meaning that only 10 to 20 percent of the employees'
performance will fall into the higher levels of job performance, 70 to 80 percent will
fall into the middle ranges of job performance, and the rest will fall into the lowest
levels of job performance. The high, middle, or low levels of performance ratings
are based on the aggregate performance standard scores calculated within annual
performance appraisals.
Graphic Rating Scales - answer-The most common methodology employees in HIM
department. Checking or monitoring are conducted on an employee's performance
throughout the performance cycle. The content of the performance monitoring
includes quantity of work, quality of work, dependability, judgement and critical
thinking, cooperation, and initiative or motivation.
Incentive Effect - answer-Relates to how pay influences the level or intensity of
individual motivation toward job performance.
