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Intentional error/ Rating errors
Leniency/Strictness Error
Central Tendency
Recency Error
Unintentional error
Appraiser discomfort
HALO & HORN EFFECTS
Recent Behavior Bias
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Continue.
stereotyping
Manipulating the evaluation
EVALUATOR PREJUDICE
CONTRAST EFFECT
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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
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Performance-rating error in
which all employees are rated
about average.
Error occurs when employeesare incorrectly rated near
average or middle of scale
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Performance-rating error in which the
appraiser tends to give employees
either unusually high or unusually
low ratings.
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Performance-rating error in
which the appraisal is based
largely on the employees most
recent behavior rather than onbehavior throughout the
appraisal period.
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Appraiser Discomfort:
Performance appraisal process cuts intomanagers time
Experience can be unpleasant whenemployee has not performed well
Halo/Horn Error :
Halo error- Occurs when manager
generalizes onepositive performance feature
or incident to all aspects of employee
performance resulting in higher rating
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Horn error - Evaluation error occurs whenmanager generalizes one negativeperformance feature or incident to all aspectsof employee performance resulting in lower
rating
Recent Behavior Bias:
Employees behavior often improves and
productivity tends to rise several days or weeksbefore scheduled evaluation
Only natural for rater to remember recent behavior
more clearly than actions from more distant past
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Personal Bias (Stereotyping)
Managers allow individual differences suchas gender, race or age to affect ratings theygive
Effects of cultural bias, or stereotyping, caninfluence appraisals
Manipulating the Evaluation
Sometimes, managers control virtually everyaspect of appraisal process and are in
position to manipulate system
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EVALUATOR PREJUDICE:
Evaluator can sometimes be prejudiced and discriminatebetween the employees of the organization whilemeasuring and rating there performance, and can show
results based on his prejudiceContrast effect
In interview or performance
appraisalprocess, error caused by the effect of
previously interviewed or appraised applicants on theinterviewer. It results in a conscious or subconscious
comparison of one applicant with another, and tends
to exaggerate the differences between the two.
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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
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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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