Please enable JavaScript.

Coggle requires JavaScript to display documents.

Job performance (Individual differences & perspective (Cambell's…

- - - - Count concrete things
      - dont take into account quality of products
    - - track of accidents, absenteeism(excused or not)
      - important but not complete
    - - Graphic rating scales
      - Employee-comparison methods
        
        paired comparison
        
        forced distribution
        
        Rank order
      - Subjective judgment
      - Behaviour checklists scales
        
        critical incidents
        
        behaviourally anchored rating scales ( BARS)
        
        Behaviour- observation scale (BOS)
  - - - rewards are linked to accuracy of appraisal
      - loew ratings dont result in loss of rewards
      - high degree of trust
      - good and poor perf : clearly defined