error in the performance appraisal process
Posted by zonan | Posted in
1. Managers act is their traditional role of judge rather then set performance goals together and then evaluate subordinate progress toward the set goals
2. Shifting standards – some managers rate each subordinate by different standards and expectations.
3. Rater bias – personal bias regarding sex, race, color, religion, style of clothing or political viewpoint can distort ratings
4. The halo effect – there is tendency for managers to rate subordinates high or low on all performance measures based on one of their characteristics.
5. Different rater patterns – managers differ in their rating styles. Some managers rate harshly others easily.
2. Shifting standards – some managers rate each subordinate by different standards and expectations.
3. Rater bias – personal bias regarding sex, race, color, religion, style of clothing or political viewpoint can distort ratings
4. The halo effect – there is tendency for managers to rate subordinates high or low on all performance measures based on one of their characteristics.
5. Different rater patterns – managers differ in their rating styles. Some managers rate harshly others easily.
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