Psychology 2660A/B Lecture Notes - Lecture 2: 360-Degree Feedback, Public Address System, Job Analysis

• School: Western University
• Department: Psychology
• Course: Psychology 2660A/B
• Professor: John Meyer

Document Summary

Including contextual performance in performance appraisal- useful for promotions: pro: gives us more information about what an employee does day-to-day, distinguishing between multiple high performers. Con: punishes high performers who only do their job tasks, adds a(cid:374)other la(cid:455)er of (cid:449)hat is (cid:862)e(cid:454)pe(cid:272)ted(cid:863, requires employees to perform tasks not considered in job analysis. If we were to rely on supervisor ratings only, we would likely be getting an idea of a(cid:374) e(cid:373)plo(cid:455)ee"s (cid:373)a(cid:454)i(cid:373)al perfor(cid:373)a(cid:374)(cid:272)e, rather tha(cid:374) their t(cid:455)pi(cid:272)al. Just supervisors and peers?) as well as the number of raters for each category (generally 3-5, where applicable): a pa system can include only task performance, or some measure of contextual performance as well. It also allows employees and supervisors to set mutually beneficial goals for the employee, that can both work toward organizational objectives, and development of employee skills: pa is a snapshot of performance.