Vi contrast effects in individual evaluation

Info icon This preview shows pages 4–6. Sign up to view the full content.

View Full Document Right Arrow Icon
VI. Contrast effects In individual evaluation techniques each employee is supposed to be rated without any regard to another employee’s performance. Some evidences however show that supervisors have very difficult time doing this. If the supervisor lets an employee’s performance is rated based on the ratings that are given to someone else, it is said that a contrast effect has occurred. Supervisors who rate their employees should take the greatest care in evaluating workers separately based on independent performance. VII. Personal bias error A personal bias rating error is an error related to a personal bias held by a supervisor. There are several kinds of personal bias errors; some can be conscious such as discrimination against someone because of the appraiser’s personal characteristics like age, sex and race. Some supervisors might try to “play favorites” and rate the people they like better than people they do not like. Other personal bias errors occur when a rater gives a higher rate because the worker has qualities or characteristics similar to the rater. . IX. Problem with the appraised For a system of performance appraisal to function well, it is important that employees regard it as potentially valuable to improve their competence and to achieve organizational goals successfully. However, most efforts of performance evaluation are narrowly focused and oversimplified that they give little regards to the favorable perception of employees. A substantial amount of employee’s negative attitude tow ards appraisal results from their doubt about the validity and reliability, and performance feedback or ratings presented by their appraisers. Employees often question appraisers’ competence in appraisal, and consequently tend to lose trust and confidence in their appraisers and often resist accepting performance ratings.
Image of page 4

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Another appraisal problem often realized is employees’ reaction to appraisal result of low ratings. Most employees have difficulty in facing appraisal results involving negative feedback about their performance. Such a feedback often develops in employees a sense of tension, friction, insecurity, embarrassment, frustration, anger, resentment, and anti- feelings and action. Performance appraisal may be less effective than expected if the employee is not work- oriented and if he sees work only as a means of personal satisfaction. Such an employee may see an appraisal program as only a system of paper work , unless the appraisal results is so negative that the employee fears termination of his employment. In sum, for performance appraisal to work well, the employee must understand it, must feel that it is fair, and must be work oriented. One way to foster this understanding is for the employees to participate in the design and operation of the system and to train them to some extent in performance appraisal. In general, there are problems with performance appraisal: with the appraisers, and with the employees. It is, however, believed that the suggestions presented hereunder may improve the system of performance appraisal.
Image of page 5
Image of page 6
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern