21036 Study Guide - Final Guide: Performance Appraisal, Reinforcement, Confirmation Bias

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7 Aug 2018
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Feedback: important to know how to give feedback. Exchange of views: employee encourages to share their views. Agreement: in terms of outcome (needs to be agreed upon) Appraisal by immediate line manager or downward appraisal (most common) Self-appraisal hand in hand with line manager appraisal. Appraisal by peers care must be taken (can be too critical) Motivational tool (grounded in theories of goal setting, expectancy and equity. I(cid:373)p(cid:396)o(cid:448)es (cid:272)o(cid:373)(cid:373)it(cid:373)e(cid:374)t to o(cid:396)ga(cid:374)isatio(cid:374)(cid:859)s goals a(cid:374)d oobjectives. Provides information on how well a person is doing and how they can improve depends on how comprehensive they are and info collected. Identification of training and development needs - if they(cid:859)(cid:396)e do(cid:374)e (cid:449)ell. Determines other forms of support needed for underperformers. T(cid:396)aditio(cid:374)al, (cid:858)ha(cid:396)de(cid:396)(cid:859) app(cid:396)oa(cid:272)h (cid:894)(cid:271)a(cid:272)k(cid:449)a(cid:396)d looki(cid:374)g(cid:895) criteria already set. Assessing past performance against predetermined performance criteria. Often associated with top down, more judgemental forms of pm: developmental. (cid:858)softe(cid:396)(cid:859) app(cid:396)oa(cid:272)h emphasis on communicating gaps in performance expectations, clarifying job objectives, training and development.

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