Week 7 Part B: Workplace Psychology: Performance Management

Flashcards covering key vocabulary and definitions related to performance management in workplace psychology.

Performance Management

The ongoing process of establishing goals, observing and evaluating performance, providing feedback and coaching to align resources with organizational goals.

Performance Appraisal

The assessment and documentation of individual employee performance, often done periodically to identify strengths and weaknesses.

360° Feedback

A performance appraisal method involving feedback from multiple sources such as peers, subordinates, supervisors, and self-evaluation.

Rater Bias

The tendency for evaluators to be influenced by subjective factors that affect their ratings, such as personal relationships or stereotypes.

Dunning-Kruger Effect

A cognitive bias where individuals with limited knowledge or ability overestimate their competence in a given area.

Halo Effect

A cognitive bias where the perception of one positive trait influences the overall judgment of a person's performance.

Positive Leniency Error

A rating error where an rater consistently rates individuals higher than their actual performance.

Behaviorally Anchored Rating Scales (BARS)

A performance appraisal method that combines behavioral incidents with a rating scale to assess employee performance accurately.

Self-Appraisal

A method of performance evaluation where employees assess their own performance, often prior to feedback from a manager.

Peer Appraisal

Performance evaluation conducted by co-workers, providing insights into an employee's performance based on peer perspectives.