MGI 301 Study Guide - Final Guide: Job Rotation, Childbirth, National Labor Relations Act

• School: University at Buffalo
• Department: Management Industrial Relation
• Course: MGI 301
• Professor: Sarah Gilson

Document Summary

Performance management: when managers have to ensure employee activities matches what the company wants. Coaching and feedback is the most important. Administrative: paying, hiring, firing, promoting and retaining employees. Strategic: (cid:373)aki(cid:374)g su(cid:396)e that (cid:449)hat e(cid:373)plo(cid:455)ee a(cid:396)e doi(cid:374)g (cid:373)at(cid:272)hes (cid:449)hat the (cid:272)o(cid:373)pa(cid:374)(cid:455)"s goal a(cid:396)e. Acceptability: whether or not the person being measure accept the measurement. Specificity: whether or not the performance measurement gives you specific guidelines. (what to be expected) Graphic rating scales: list of traits evaluated by 5-point rating scale. Behaviorally anchored rating scales (bars): specifically define performance dimensions by developing behavioral anchors associated with different levels f performance. Bars example: give you specific example of what the employee should be doing base on the rating. Sets of skills, knowledge, abilities and personal characteristics that enable employees to successfully perform their jobs. 5 performance information sources (360): ways to give people feedback all different positions, to evaluate performance. (managers, peers, subordinates, self, and customers)