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Here’s a list of 175 examples of performance review phrases to incorporate into your interactions with staff or to approach your manager if you’re going through the process yourself.
[1] [2] The concept of irrationality is especially important in Albert Ellis's rational emotive behavior therapy, where it is characterized specifically as the tendency and leaning that humans have to act, emote and think in ways that are inflexible, unrealistic, absolutist and most importantly self-defeating and socially defeating and destructive.
Irrational behavior can be useful when used tactically in certain conflict, game and escape situations. The moves of an irrational opponent are not (or only very limitedly) predictable. An irrational negotiator cannot be put under rational pressure. [55] An indirect tactic is the rational use of the irrationalism of third parties.
A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
An early example of the process of self-assessment. If through self-assessing there is a possibility that a person's self-concept, or self-esteem is going to be damaged why would this be a motive of self-evaluation, surely it would be better to only self-verify and self-enhance and not to risk damaging self-esteem?
There are eight total combinations of the attitude-type and the function-type; the psychological types. They are categorised as extraverted rational types, extraverted irrational types, introverted rational types, and introverted irrational types. Extraverted rational types judge concepts and situations by what is generally considered to be ...
Behaviorally anchored rating scales (BARS) are scales used to rate performance.BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.
Retrospective performance outcomes can be used in investigation of the self-serving bias. An example of this is reported company performance followed up by self-report of outcome attributions. [9] These self-report attributions can then be used to assess how successes and failures are viewed by company employees and executives.