Show Recommended textbook solutions HDEV56th EditionSpencer A. Rathus 380 solutions Myers' Psychology for the AP Course3rd EditionC. Nathan DeWall, David G Myers 955 solutions Social Psychology10th EditionElliot Aronson, Robin M. Akert, Timothy D. Wilson 525 solutions Applied Sport Psychology7th EditionJean Williams, Vikki Krane 257 solutions Recommended textbook solutions
Consumer Behavior: Buying, Having, Being13th EditionMichael R Solomon 449 solutions Myers' Psychology for AP2nd EditionDavid G Myers 900 solutions Social Psychology10th EditionElliot Aronson, Robin M. Akert, Samuel R. Sommers, Timothy D. Wilson 525 solutions Myers' Psychology for the AP Course3rd EditionC. Nathan DeWall, David G Myers 955 solutions Conformity Agreeing with someone else's opinion to gain his or her approval is a form of ingratiation. Example: A manager tells his boss, "You're absolutely right on your reorganization plan for the western regional office. I couldn't agree with you more." Favors Doing something nice for someone to gain that person's approval is a form of ingratiation. Example: A salesperson says to a prospective client, "I've got two tickets to the theater tonight that I can't use. Take them. Consider it a thank-you for taking the time to talk with me." Excuses Explanations of a predicament-creating event aimed at minimizing the apparent severity of the predicament is a defensive IM technique. Example: A sales manager says to her boss, "We failed to get the ad in the paper on time, but no one responds to those ads anyway." Apologies Admitting responsibility for an undesirable event and simultaneously seeking to get a pardon for the action is a defensive IM technique. Example: An employee says to his boss, "I'm sorry I made a mistake on the report. Please forgive me." Self-Promotion Highlighting one's best qualities, downplaying one's deficits, and calling attention to one's achievements is a self-focused IM technique. Example: A salesperson tells his boss, "Matt worked unsuccessfully for three years to try to get that account. I sewed it up in six weeks. I'm the best closer this company has." Enhancement Claiming that something you did is more valuable than most other members of the organizations would think is a self-focused IM technique. Example: A journalist tells his editor, "My work on this celebrity divorce story was really a major boost to our sales" (even though the story only made it to page 3 in the entertainment section). Flattery Complimenting others about their virtues in an effort to make oneself appear perceptive and likeable is an assertive IM technique. Example: A new sales trainee says to her peer, "You handled that client's complaint so tactfully! I could never have handled that as well as you did." Exemplification Doing more than you need to in an effort to show how dedicated and hard working you are is an assertive IM technique. Example: An employee sends e-mails from his work computer when he works late so that his supervisor will know how long he's been working. What is in a performance review?A performance review is a formal assessment in which a manager evaluates an employee's work performance, identifies strengths and weaknesses, offers feedback, and sets goals for future performance. Performance reviews are also called performance appraisals or performance evaluations.
What is the purpose of a performance review?A performance review is a formal regulated assessment mechanism in which managers and other key stakeholders evaluate an employee's work performance. The purpose is to learn more about their strengths and weaknesses, offer constructive feedback for skill development in the future, and assist with goal setting.
What is a performance review called?Performance reviews, also called appraisals, form part of a holistic approach to managing performance. The value of annual reviews has increasingly been challenged in recent years in favour of more regular conversations, but even so, performance appraisal remains a crucial aspect of the performance management cycle.
What are 4 components in a performance review?Key components of review and evaluation: Employee self-assessment. Feedback of key stakeholders. Your observations (as manager/superior/etc.): be sure to compare all results to goals set; share final assessment, evaluation and adjust if needed based on discussion with employee; and inform employee of reward, if any.
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