MGMT E-4240
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Figure 10.1 Performance Management Cycle
Appraisal Process (redux)
yield performance standards Communicate expectations Measure actual performance examine actual performance with standards Discuss appraisal with employee Initiate disciplinary actions, as needed
Immediate Basic corrective/developmental
Appraisal Methods - arrogant Standards
Critical Incident Appraisal ( key traits &
behaviors critical to advantage & distinguishing effectiveness)
Checklist (yes/no) Graphic military rank Scale (Factors with rating scales;
focus on behaviors)
Forced Choice (choice b/w 2 or more statements) Behaviorally Anchored Rating (Combines
Critical Incident & Graphic Rating Scale)
Appraisal Methods - Relative Standards
Group order rankings (Requires placement in a
classification, i.e.
, top 10 percent)
Individual rankings (Rank in order, highest to lowest) Paired similitude (Comparison of employees to
one an opposite along a specific origin dimension)
Appraisal Methods - Outcomes
Management by Objectives (MBO) Specific goals Participative decision fashioning Specific time period Performance feedback
360? Performance evaluation
overly described as:
Multi-source feedback Multi-rater feedback Multi-rater assessment Full-circle appraisal
360? Performance Evaluation
Feedback from four sources:
downward from targets supervisor Upward from subordinates Laterally from peers or co-workers Inwardly from the target him/ herself
360? Performance Evaluation
Process by which you:
prise yourself on a set of criteria Invite your direct reports, peers, seniors, clients, and other business associates to do the same
Receive quantitative and qualitative feedback on:
How you perceive yourself How others perceive you Gap between the two
360? Performance Evaluation Effective...If you want to get a full essay, order it on our website: Orderessay
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