Exam 2 Review Game 1 Jeopardy Template

Defining Performance and Raters	Performance Appraisal Forms and Quality	Challenges of PM	Performance Deficiencies and Terminations	Application
100 performance appraisal What is the term for subjective performance measurement?	100 Is the approach effective to use for personnel decisions? What is the administration criterion for a performance management approach?	100 Training, Accountability (e.g., calibration, feedback), Addressing Culture Name three things that can be done about supervisor's inflating and deflating performance ratings.	100 Absenteeism, Tardiness, Poor Attitude/Insubordination, Poor task performance, Poor contextual performance List the common performance deficiencies	100 Self/May be lenient and biased especially if for administrative purposes https://www.youtube.com/watch?v=09bp__4Muh8 What type of evaluation occurs here? What are potential weaknesses in this approach to evaluation?
200 supervisor/manager Who most often conducts performance appraisal?	200 Is the approach time and cost effective? What is the economic criterion for a performance management approach?	200 Ongoing Feedback, Ratingless Reviews, Crowdsourcing What are the three cutting edge performance management approaches from the Ledford et al article?	200 Were similarly situated employees terminated for the same behavior? Is there adequate documentation to support the termination? What questions should you ask before terminating an employee?	200 Contextual (helping when Wolowitz gets upset); task (teaches students a fact) https://www.youtube.com/watch?v=PzwTxVncWrI Assuming their job is to teach about science, describe one instance of contextual performance and one instance of task performance by Leonard.
300 True True/False - In performance measures, it is most desirable to maximize strategic relevance and minimize criterion contamination and deficiency.	300 Management by Objectives In which type of performance appraisal format are annual goals established and passed down through the organization?	300 Inconsistent rater goals; Rater Biases/Errors;Rater unable to observe behavior; Rater does not care; Evaluations are not meaningful Name some of the reasons performance assessments are not accurate.	300 True True/False - you should contact your legal counsel before terminating an employee.	300 Behavior - writing regularly, coming to class; Results - # of articles published, # of students who get jobs in the field at graduation Provide an example of a behavior-based measure and a results-based measure that could be used for the job of Professor.
400 Organization strategy/goals What factor about the organization should be considered when defining performance?	400 Ranking Which performance appraisal format was poor for employee development, poor for administration, average for personnel research, good for economic, and average for validity criterion.	400 Rater Accuracy Training. An organization is having trouble with performance measurement by their supervisors. They have figured out that the problem is that supervisors have different ideas about what performance actually is. What solution to performance appraisal problems would be best in this situation?	400 informal verbal counseling, training, Employee Assistance Programs, Performance improvement plans, Progressive discipline Give examples of things that can be done for performance deficiency problems	400 Contextual What type of performance is fairly similar across jobs and is not likely to be role prescribed?
500 self, supervisor, subordinate, customers, peers Name the 5 potential raters for an employee that we discussed in class	500 1) Basic Employee Information, 2) Actual Measurement, 3) Employee Comments, 4) Signatures What are the 4 things that should be on a performance appraisal form?	500 Crowdsourcing In class we heard about "INSPIRE" a program Merck was using to provide performance feedback from a variety of sources using an online platform. What cutting edge performance management approach is this?	500 When performance problems appear to be driven by a lack of knowledge, skill or ability that can be addressed by providing an employee with more information or coaching. Give an example of a time when training would be a good solution to a performance deficiency.	500 Forced Distribution In this type of comparative system, employees are apportioned according to an approximately normal distribution.

Exam 2 Review Game

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