Psychology 2660A/B Lecture Notes - Lecture 12: Performance Appraisal, Observer-Expectancy Effect
7 Oct 2015
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Document Summary
Errors in subjective evaluations: distributional errors, leniency, severity, central tendency, halo error (vs. true halo, manifests itself when the rater develops a general impression, like distributional errors, halo error is largely unconscious, attribution errors (e. g. , fundamental attributional error, focuses on a particular events, also known as observer bias, observer is likely to attribute negative events or poor performance to something about the actor, creates a dilemma when employers are getting feedback, temporal errors (primacy; recency, primacy: remember things they do early, recency: what they did in the last 2 weeks vs. last 6 months, contrast errors, tendency to inflate or deflate a rating due to comparisons, personal biases (e. g. , age, race, gender, similar to me) Types of appraisal form: narrative evaluation raters provide a written review of the employee"s strengths and weaknesses, strengths. Potential solutions: work analysis (clear criteria, use of logbooks (to aid memory, multiple observers/raters (e. g. , 360 feedback, unambiguous rating forms, training.
