Index

The index that appeared in the print version of this title was intentionally removed from the eBook. Please use the search function on your eReading device for terms of interest. For your reference, the terms that appear in the print index are listed below

AAFES (Army Air Force Exchange Service)

Accenture

acceptable (as standard of performance)

accomplishments, recognizing

achievable standards

action plan

for affirmative action

in Carilion Health System case study

administrative assistant, basis for appraisal for

affirmative action

agreed-upon standards

Allhiser, Norman

Alvarex, Barry, on effective coaches

American Management Association

Anderson, D. L.

Anderson, M. C.

“answer-dispensing” managers

Appley, Lawrence A., on management

application developer, basis for appraisal for

appraisal interview

aspects of

definition of

employee preparation for

evaluation of

guidelines for conducting

manager’s preparation for

objectives of

preparation time for

self-appraisal in

techniques for success in

Appraisal of Job form

Appraisal of Supervisory Performance form

appraisal process

categories and scales for

coaching managers through

gathering information for

self-appraisal in

traps to avoid in

appraisal(s)

basis for, see basis for appraisal

communicating results of

and communication of expectations

definition of

evaluating training course on, see training course evaluation

inflated ratings in

as performance information

potential flaws in

as promotion information

as salary administration information

argument, avoiding

Army Air Force Exchange Service (AAFES)

authority

average (use of term)

“Basics of Management for New Supervisors” conference

basis for appraisal

for administrative assistant

for application developer

for corporate university manager

for data processing manager

for department head

for division manager

for employment supervisor

for head nurse

for machine shop supervisor

for manager, manufacturing engineering

for marketing analyst

for office supervisor

for payroll supervisor

for production foreman

for regional sales manager

for sales manager, customer service parts

for sales representative

significant job segments in

standards of performance as

for systems analyst

behavior change, improvement plan requirements for

blind-spot effect

Bowden, Bobby, on effective coaches

Broyles, J. Frank, on effective coaches

career planning and development

at Accenture

combinations of factors in

at Crocker National Bank of California

Electronic Individual Career Development Plan for

formal approaches to

Carilion Health System case study

action plan in

coaching in

performance management process in

performance plan in

revision of performance management in

categories of appraisal

Chaddock, Paul

changes in standards

Chen, Chris

climate, working

coach(es)

as facilitator

ideal

managers as

personal development of

qualities for effectiveness of

coaching

activities/techniques not part of

in Carilion Health System case study

as contagious

definition of

establishing culture for, see coaching cultures

evaluating training course on, see training course evaluation

to expectations

GROW model for

of managers through appraisal process

to motivation

to performance

principles for

reasons for

transition to

see also on-the-job coaching

Coaching, Counseling, and Mentoring (Florence M. Stone)

coaching cultures

creation of

for evoking the coach within

and impact of coaching approach

integrating coaching for leaders in

Coaching for Performance (John Whitmore)

Coaching That Counts (D. L. and M. C. Anderson)

Coaching Training (Chris Chen)

commitment

communication

in appraisal interview

of expectations

and handling emotional conversations

of performance review program

compatibility, halo effect and

confrontation, avoiding

continuous feedback

contrary employees

Cornell University

corporate university manager, basis for appraisal for

correction, approaches to

counseling, coaching vs.

Creative Training Techniques (Bob Pike)

critical incident method

Crocker National Bank of California

Crucial Confrontations (Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler)

data collection

data processing manager, basis for appraisal for

day-to-day coaching

Dayton-Hudson Corporation

department head, basis of appraisal for

Dietzel, Paul, on effective coaches

division manager, basis for appraisal for

dramatic-incident effect

Electronic Individual Career Development Plan (EICDP)

Electronic Performance Goal Worksheet (EPGW)

emotional conversations, handling

Employee Job Performance Evaluation form

Employee Performance Planning and Evaluation form

Employee Performance Rating form

Employee Performance Review (Nonexempt Salaried Employees Only) form

employees

appraisal information on others from

assessing potential of

authority of

contrary

encouraging talking by

getting maximum performance from

interview preparation by

motivation of

performance improvement plan responsibilities of

self-appraisals by

standard-setting involvement of

employment supervisor, basis for appraisal for

encouragement

Engineering Personnel Annual Appraisal form

EPGW (Electronic Performance Goal Worksheet)

equal employment opportunity

Erickson, John, on effective coaches

evaluation

of appraisal interview

of coaching development initiatives

of training course

expectations

clarification of

coaching to

communication of

facilitator, coach as

feedback

Flanagan, J. C.

on appraisal method

critical incident method of

form(s)

Appraisal of Job

Appraisal of Supervisory Performance

design of

Employee Job Performance Evaluation

Employee Performance Planning and Evaluation

Employee Performance Rating

Employee Performance Review (Nonexempt Salaried Employees Only)

Engineering Personnel Annual Appraisal

Performance Appraisal

Performance Appraisal, Administration/Midmanagement/Professionals

Performance Appraisal, Salaried Nonexempt Employees

Performance Evaluation

Planning/Rating

Sales Performance Evaluation

frequency of reviews

future-focus

goals

challenging

Electronic Performance Goal Worksheet for

performance

principles for meeting

setting

grade inflation

Grenny, Joseph

Grote, Dick, on expectations and performance ratings

GROW model

guilt-by-association effect

halo effect

Harvard University

Hayes, James L., on standards of performance

Hay System

head nurse, basis for appraisal for

high-potential effect

Hirsch, Elroy, on effective coaches

Holder, Mike, on effective coaches

horns effect

ideal coach

IDP (“Individual Development Plan”)

importance of job

incompetence, promotion and

“Individual Development Plan” (IDP)

insight

interview, see appraisal interview

job

importance of

matching person to

standards of performance based on

training for

see also significant job segments

Jones, Peggy

Kane, Robert

Kemper National Insurance Companies management training at

training course evaluation case study of

Kirkpatrick’s Four Levels of Evaluation

Knight, Bob, on effective coaches

Krzyzewski, Mike, on effective coaches

Landry, Tom, on effective coaches

leadership for coaching see also coaching cultures

The Leukemia and Lymphoma Society

listening

machine shop supervisor, basis for appraisal for

Mahler, Walter

management

as art and science

integrating coaching approach into

performance see also performance management system

philosophies of

promotion into

training for

Management by Objectives (George Odiorne)

Management Institute, University of Wisconsin—Extension

management library

managers

as coaches

coaching practices of

interview preparation by

perfectionistic

performance improvement plan responsibilities of

standard-setting involvement of

training of

and types of climates

manufacturing engineering manager, basis for appraisal for

marketing analyst, basis for appraisal for

maximum performance condition(s)

building/maintaining rapport as

clarifying of expectations as

encouragement as

evaluation/communication of appraisal as

helping person improve as

making job important as

rewarding performance as

selecting right person as

training as

McCallie, Joanne P., on effective coaches

McGlocklin, Jon, on effective coaches

McGuire, Al, on effective coaches

McMillan, Ron

measurable standards

meritocracy

Meyer, Ray, on effective coaches

mistakes

approaches to handling

made by supervisors

monetary rewards

motivation

coaching to

coach’s emphasis on

Murphy, Jim

no-complaints bias

nonmonetary rewards

objectives

of appraisal interview

of performance review program

standards of performance vs.

oddball effect

Odiorne, George

Office of Federal Contract Compliance Programs (OFCCP)

office supervisor, basis for appraisal for

off-the-job activities

one-asset persons

on-the-job coaching

counseling vs.

day-to-day

definition of

by managers

on performance improvement plan

qualities of coaches for

organizational fit of review program

Osborne, Tom, on effective coaches

Parseghian, Ara

on effective coaches

positive reinforcement by

past record effect

Paterno, Joseph, on effective coaches

Patterson, Kerry

payroll supervisor, basis for appraisal for

perfectionistic managers

performance

appraisal information on see also appraisal(s)

coaching to

correcting situations to improve

focus on personality vs.

possible actions for improving

rewarding

standards of, see standards of performance

Performance Appraisal forms

for Administration/Midmanagement/Professionals

for Salaried Nonexempt Employees

Performance Appraisal Question and Answer Book (Dick Grote)

Performance Appraisal Skills Inventory

Performance Evaluation form

performance improvement plan

for achieving maximum potential

behavior change requirements in

in Carilion Health System case study

coaching on

criteria for

Dayton-Hudson approach to

definition of

development of

employee’s responsibility for

finalization of

list of possibilities in

manager’s responsibility for

off-the-job activities in

secondary

see also maximum performance condition(s)

performance management

as continuous process

definition of

performance management system

at Army Air Force Exchange Service

in Carilion Health System case study

criteria for success of

at Pollak Learning Alliance

performance records, appraisal information from

performance review

communicating results of

continuous cycle of

definition of

forms for, see form(s)

for salary administration

see also appraisal(s)

performance review program

affirmative action considerations in

appropriate controls for

communication of

equal employment opportunities considerations in

forms and procedures for

frequency of reviews in

at Kemper Insurance

objectives of

organizational fit of

outline of

selling of

terms related to

training reviewers for

performance reviews

frequency of

for improved performance

at Pollak Learning Alliance

personal development plan

at Pollak Learning Alliance

as principle in coaching

personality, focus on performance vs.

personality-trait effect

Peter Principle

Phelps, Richard “Digger,” on effective coaches

Pike, Bob, on guided coaching process

Planning/Rating form

Planty, Earl

Pollak Learning Alliance

positive reinforcement

posttest

potential

assessing

and career advancement

practical improvement plans

praise

preparation for interview

by employee

inappropriate

by manager

time required for

pretest

Princeton University

production foreman, basis for appraisal for

promotions

appraisal information in

based on past performance

factors determining

opportunities for

as rewards

rapport

in appraisal interview

building/maintaining

definition of

for honest communication

recency effect

regional sales manager, basis for appraisal for

resentment, avoiding

resources, providing

rewards

for behavior change

for performance

salary administration, appraisal information in

sales managers

for customer service parts

regional

Sales Performance Evaluation form

sales representative, basis for appraisal for

Sampson, Kevin, on effective coaches

“sandwich” technique

scales, appraisal

secondary performance improvement plan

Self, Bill, on effective coaches

self-appraisal

in appraisal interview

definition of

value of

self-comparison effect

selling of performance review program

significant job segments

for administrative assistant

for application developer

for corporate university manager

for data processing manager

definition of

for department head

determining

for division manager

for employment supervisor

for head nurse

for improvement, selecting

for machine shop supervisor

for manufacturing engineering manager

for marketing analyst

for office supervisor

for payroll supervisor

for production foreman

for regional sales manager

for sales manager, customer service parts

for sales representative

seeking agreement on

for systems analyst

Simpson, William

situational obstacles

Six Sigma

skill development (at Accenture)

Smith, Dean E., on effective coaches

Smith, Orlando “Tubby,” on effective coaches

Snyder, Bill, on effective coaches

specific performance improvement plans

specific standards

standards of performance

characteristics of

for corporate university manager

definition of

for department head

for division manager

for employment supervisor

number of

objectives vs.

for office supervisor

for production foreman

for regional sales manager

setting

Starr, Bart, on effective coaches

Stone, Florence M., on manager as coach

strategic intent for coaching

strengths, emphasis on

supervisors

Appraisal of Supervisory Performance form for

employment

machine shop

office

on-the-job training by

payroll

training of

typical mistakes of

support for behavior change

Switzler, Al

systems analyst, basis for appraisal for

They Call Me Coach (John Wooden)

tiered approach to training

time-oriented performance improvement plans

time-oriented standards

training

choosing providers of

for maximum performance

in performance management

of performance reviewers

tiered approach to

training course evaluation (Kemper National Insurance Companies)

and content/objectives of program

design of

findings of

procedure for

understandable standards

visioning

voluntary review programs

weak team, membership in

well done (as standard of performance)

Whitmore, John

Williams, Roy, on effective coaches

Winter Olympics of 1980 (Lake Placid)

Wooden, John

on effective coaches

on giving criticism

written standards

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