PSYC 3050 Chapter : PSYCH3050
Document Summary
Systematic review and evaluation of employees job performance and the delivery of performance feedback. --- developmental purposes: identify strengths and weaknesses: coaching. --- documentation: provide line of legal defense against lawsuits. Poorly designed systems result in very negative consequences. --- employees fell treated unfairly and behave accordingly. --- outcomes include: low motivation, low commitment to org. counterproductive behaviors, job dissatisfaction, etc. Io psychologists especially well-suited to be involved in pa because of training: Performance management: process of individual performance improvement incudes 1) goal setting, 2) coaching/feedback, 3) pa and 4) developmental planning. Used to believe that accuracy was the primary goal of performance appraisal-thus research on formats and errors. Now we realize that the social context makes pa a complex process of which accuracy is just one part. Errors emerge largely because of the limits of cognitive processing. --- halo: think a person is perfect in what they do so they get a positive rating on everything.
