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  2. Performance appraisal - Wikipedia

    en.wikipedia.org/wiki/Performance_appraisal

    Subjective evaluations: Subjectivity is related to judgement based on a supervisor's subjective impressions and opinions, which can be expressed through the use of subjective performance measures, ex post flexibility in the weighting of objective performance measures, or ex post discretional adjustment, all of which are based on factors other ...

  3. 360-degree feedback - Wikipedia

    en.wikipedia.org/wiki/360-degree_feedback

    360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal , which typically uses downward feedback delivered by supervisors employees, and upward feedback delivered to managers by subordinates.

  4. Situational judgement test - Wikipedia

    en.wikipedia.org/wiki/Situational_judgement_test

    The Supervisory Practice Test was to point out whether or not supervisors could handle certain situations on the job. This test is said to effectively identify who could and could not be a supervisor. [9] The situational judgement test did not really take off and become a great use in the employment field until the early 1990s. [9]

  5. Job analysis - Wikipedia

    en.wikipedia.org/wiki/Job_analysis

    The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis. [3]

  6. Job satisfaction - Wikipedia

    en.wikipedia.org/wiki/Job_satisfaction

    A supervisor who uses nonverbal immediacy, friendliness, and open communication lines is more likely to receive positive feedback and high job satisfaction from a subordinate. Conversely, a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and create low job satisfaction in their ...

  7. Employee silence - Wikipedia

    en.wikipedia.org/wiki/Employee_silence

    Supervisors, leaders, and managers alike can avoid the occurrence of a dissenting voice among employees by monitoring their management style. Cooperative styles such as "integrating, obliging, and compromising" are more effective than "avoiding and dominating" styles, which could cause silence among employees (Colquitt and Greenberg 312).

  8. Critical incident technique - Wikipedia

    en.wikipedia.org/wiki/Critical_incident_technique

    CIT is used as an interview technique, where the informants are encouraged to talk about unusual organizational incidents instead of answering direct questions. Using CIT deemphasizes the inclusion of general opinions about management and working procedures, instead focusing on specific incidents.

  9. Clinical supervision - Wikipedia

    en.wikipedia.org/wiki/Clinical_supervision

    Clinical supervision is used in many disciplines in the British National Health Service.Registered allied health professionals such as occupational therapists, [16] physiotherapists, [17] dieticians, [18] speech and language therapists [19] and art, [20] music and drama therapists are now expected to have regular clinical supervision.

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