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Psychology 2060 Final Review

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Psychology 2060

2060 REVIEW December Exam Abstract criteria  operational definitions Problem solving  supervisor ratings Production  # cars per day Absenteeism  days absent Performance appraisal: Assessing the criteria 1. Judgmental data a. Subjective ratings of peoples performance (e.g. Supervisor ratings) 2. Production data a. Sales or production (e.g. number of cars made) 3. Personnel data a. Absenteeism and accidents Bigger focus on Judgmental Problems: Rating errors 1. Halo Error: rating someone well on every level a. There may be valid halo b. … Or invalid halo 2. Leniency Error: rating everyone higher than they deserve 3. Severity Error: rating everyone lower than they deserve 4. Central Tendency Error: rating everyone in the middle a. Happens when we’re unaware of their actual performance level It’s only an error if we’re rating inaccurately METHODS Relative rating systems 1. Ranking method – comparing people against each other (usually done by overall performance) 2. Comparison method – comparing everyone on every different level 3. Force distribution – Everyone is rated in the middle, only a few can get higher or lower 4. Relative percentile – Putting everyone along a line of performance in ONE area Absolute rating systems 1. Graphic rating scale – simple, short scale (1-5), people are asked to rate one part of performance. Not very good 2. Critical incidents – Rating good, poor or average behaviour. (Waiter example) 3. Behaviorally anchored rating – Take a numerical scale and apply a rating to it 4. Behavioral observation scales – Rating the frequency that behaviour occur SUPERVISORS, PEERS, SELF, CUSTOMER (Mystery shopper) CAN ALL DO RATINGS Self-ratings can be lenient… Electronic performance monitoring GPS, video surveillance, computer monitoring 1. Generally looks at production (your sales, production, assessing objective production data) Rater training can be useful. Rater motivation  raters are capable of rating but don’t want
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