Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige prestasiemetingsinstrumente gebruik kan word om die individuele ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry (p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49). Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as performance appraisal instruments to promote every employees' individual development need. The aim of this study is the development and validation of a behavioural observation scale for senior management. To achieve this aim 49 senior managers' performance scores were obtained on three scales, namely a behavioral observation scale which was developed, the Employee Rating Scale, and a behaviourally anchored rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the Behavioral Observation Scale and the Behaviourally Anchored Rating Scale (p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With these results in mind, the Behavioral Observation Scale can be accepted as a valid measurement scale of work performance and can thus be applied as a performance appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)

Text in Afrikaans, abstract in Afrikaans and English / Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige prestasiemetingsinstrumente gebruik kan word om die individuele ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry (p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49). Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word. / Research indicates that appraisal scales based on specific behaviour can be used as performance appraisal instruments to promote every employees' individual development need. The aim of this study is the development and validation of a behavioural observation scale for senior management. To achieve this aim 49 senior managers' performance scores were obtained on three scales, namely a behavioral observation scale which was developed, the Employee Rating Scale, and a behaviourally anchored rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the Behavioral Observation Scale and the Behaviourally Anchored Rating Scale (p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With these results in mind, the Behavioral Observation Scale can be accepted as a valid measurement scale of work performance and can thus be applied as a performance appraisal instrument. / Industrial and Organisational Psychology / M. Comm. (Industrial Psychology)