COMMERCE 2BC3 Chapter Notes - Chapter 7: Critical Incident Technique, Job Performance, Observational Error
30 Jun 2019
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Compare employees to one another, rather than some objective standard. The extent to which a performance measure is deemed to be satisfactory, fair, or adequate to those who use it: contamination, administrative. To make employment decisions (terminations, raises, promotions: appraisal. Extent to which person possesses attributes that contribute to job/organizational success (traits evaluated by points rating scale: corrective. Designed to define performance dimensions by developing behavioural anchors associated with different levels of performance (increase standardization across raters: distributional. Requires the rater to compare an individual"s performance to that of others: employee. When criterion measured is influenced by other factors that are not part of job performance and is outside of the employee"s control. Action that follows a rule violation and seeks to discourage further violations and deter from violating rules. Performance standards fail to capture the full range of employees" responsibilities. Provide performance feedback - recognize achievements and address shortcomings: government legislation, union contracts, due process- fairness, hot-stove rule.
