APPRAISALS Errors

Types of Rating Errors

Intentional error/ Rating errors Leniency/Strictness Error Central Tendency Recency Error Unintentional error
Appraiser discomfort
HALO & HORN EFFECTS

Recent Behavior Bias

Types of Rating Errors

Continue. stereotyping Manipulating the evaluation
EVALUATOR PREJUDICE CONTRAST EFFECT

Types of Rating Errors

Leniency/Strictness Error
Define Anchors (Dimensions) Force A Curve

Central Tendency
Reluctant to Give High/Low Explain Need for Variability

Recency Error
Last Action Halo Encourage Frequent Evaluation

Error of Central Tendency

Performance-rating error in which all employees are rated about average. Error occurs when employees are incorrectly rated near average or middle of scale

Leniency or Strictness Error

Performance-rating error in which the appraiser tends to give employees either unusually high or unusually low ratings.

Recency Error
Performance-rating error in which the appraisal is based largely on the employees most recent behavior rather than on behavior throughout the appraisal period.

Unintentional errors
Appraiser Discomfort: Performance appraisal process cuts into managers time Experience can be unpleasant when employee has not performed well Halo/Horn Error : Halo error - Occurs when manager generalizes one positive performance feature or incident to all aspects of employee performance resulting in higher rating

Unintentional errors
Horn error - Evaluation error occurs when

manager generalizes one negative performance feature or incident to all aspects of employee performance resulting in lower rating Recent Behavior Bias:
Employees behavior often improves and productivity tends to rise several days or weeks before scheduled evaluation Only natural for rater to remember recent behavior more clearly than actions from more distant past

Unintentional errors
Personal Bias (Stereotyping) Managers allow individual differences such as gender, race or age to affect ratings they give Effects of cultural bias, or stereotyping, can influence appraisals Manipulating the Evaluation Sometimes, managers control virtually every aspect of appraisal process and are in position to manipulate system

Unintentional errors
EVALUATOR PREJUDICE: Evaluator can sometimes be prejudiced and discriminate between the employees of the organization while measuring and rating there performance, and can show results based on his prejudice Contrast effect In interview or performance appraisal process, error caused by the effect of previously interviewed or appraised applicants on the interviewer. It results in a conscious or subconscious comparison of one applicant with another, and tends to exaggerate the differences between the two.

Reasons for Intentionally Inflating Ratings

Maximum merit Encourage employees Avoid creating written record Promote desired employee out of unit Avoid confronting with employee Make employee look good at times to his or her superior

Reasons for Intentionally deflating Ratings

Shock employees Teach a lesson Send a massage to employees Build a written record of employees Encourage problem employee to quit.

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