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Industrial Psychology Exam 2 Questions and Answers
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  • Industrial Psychology
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  • Industrial Psychology

The Purpose of Performance Appraisals - Answer-1) used in making important PERSONNEL DECISIONS; who gets promoted, fired, demoted, laid off, raises, etc 2) DEVELOPMENTAL PURPOSES; employees are informed of their performance strengths and weaknesses so that they can be proud of what they are doing ...

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  • September 17, 2024
  • 7
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • industrial psychology exam 2 questions and answers
  • the purpose of performance appraisals answer 1

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  • Industrial Psychology
  • Industrial Psychology

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Industrial Psychology Exam 2 Questions
and Answers
The Purpose of Performance Appraisals - Answer-1) used in making important
PERSONNEL DECISIONS; who gets promoted, fired, demoted, laid off, raises, etc
2) DEVELOPMENTAL PURPOSES; employees are informed of their performance
strengths and weaknesses so that they can be proud of what they are doing well and
can focus their efforts on the areas that need some work
3)DOCUMENTATION; used to protect companies from being sued after making
personnel decisions

The Definition of Performance Appraisals - Answer-Systematic review and evaluation of
job performance

Personnel Decisions - Answer-one of the purposes of performance appraisals involved
in promotions, fires, demotions, raises etc

Developmental Purposes - Answer-one of the purposes of performance appraisals
involved in showing where an employee is doing well and where they can improve.

Documentation - Answer-one of the purposes of performance appraisals meant to
protect companies from being sued after making personnel decisions

Rating Error - Answer-when a rater unfairly rates a person better or worse than they
should be because they have fallen for one of the types of rating errors

Rater Error Training (RET) - Answer-- increase awareness of different rating errors.

Frame of Reference Training (FOR) - Answer-standardizing raters' judgments
regarding:
-Performance dimensions.
-Performance levels.

Halo Effect - Answer-Letting judgments about a particular characteristic of an employee
affect your judgments of his/her performance on dimensions.

True Halo - Answer-halo that results from accurate intercorrelations among
performance dimensions rather than from rating error

Distributional Errors - Answer-rating errors, such as severity, central tendency, and
leniency, that result from a mismatch between actual rating distributions and expected
rating distributions

, Leniency - Answer-the rating error that results when (1) the mean of ones ratings across
ratees is higher than the mean of all ratees across all raters (2) the mean of ones
ratings is higher than the midpoint of the scale

Central Tendency - Answer-The tendency to use only the midpoint of the scale in rating
ones employees

Severity - Answer-the tendency to use only the low end of the scale or to give
consistently lower ratings to ones employees than other raters do

360-Degree Feedback - Answer-Including anonymous ratings and feedback from:
Self,
Supervisors (direct and indirect),
Peers,
Subordinates, and even
Customers and clients

Recency - Answer-Weighing most recent performance most heavily (6 months to a
year)

Primacy - Answer-Weighting initial performance most heavily

Similar to me Bias - Answer-"it seems like everyone is a cubs fan"

Goal Setting SMART - Answer-Specific, Measurable, Attainable, Realistic, Timely

Development - Answer-more effective/efficient to develop employees then to try to
replace them, Get the best out of your employees

Training - Answer-the formal procedures that a company utilizes to facilitate learning so
that the resultant behavior contributes to the attainment of the company's goals and
objectives

Learning - Answer-the relatively permanent change in behavior that occurs as a result
of experience or practice

Transfer of Training - Answer-the extent to which the material, skills or procedures
learned in training are taken back to the job and used by the employee in some regular
fashion

Work Motivation - Answer-a force that drives people to behave the way that energizes,
directs, and sustains their work behavior

Need - Answer-a force that organizes perceptions, beliefs, cognitions, and actions,
giving rise to behaviors that reduce the force and bring about a steady state

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