Explain the differences between monitoring and evaluating performance, and discuss how these are subject to bias. Think of a specific example from your own experience that demonstrates perceptual bias.
What will be an ideal response?
Accurately and appropriately monitoring and evaluating both progress and outcomes are critical components of effective performance management.
Monitoring performance involves measuring, tracking, or otherwise verifying progress and ultimate performance.
Evaluating performance is the process of comparing performance at some point in time to a previously established expectation or goal. Attributions and perceptions can greatly influence how information gathered via monitoring is evaluated. Table 6.4 lists common perceptual errors (e.g., halo, leniency, central tendency, contrast effects, and recency effects) and recommends solutions around the need to accurately monitor employee performance.
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Indicate whether the statement is true or false
In the United States, the copyright period for works for hire:
A. lasts for the life of the author plus 70 years. B. lasts for the life of the author plus 120 years. C. is 110 years from the first publication or 140 years from creation, whichever comes first. D. is 95 years from the first publication or 120 years from creation, whichever comes first.
All of the following are operating leases except a
A) monthly lease on a building that can be canceled with 90 days' notice. B) ten-year lease on a new building. C) two-year lease on a truck with an option to renew for one more year. D) five-year lease of a computer with an option to buy for a small amount at the end of the lease.
MRP systems ensure that materials and components are available ______.
a. based on demand forecasts b. when actual orders are received c. based on seasonality d. based on product price