PSYC 178 Lecture Notes - Lecture 8: Job Analysis, 360-Degree Feedback, Yelp
Document Summary
Drawbacks to performance appraisal: may be not specific enough, not perceived as fair- graded on different scales, affects motivation and way they take the feedback, interaction- appraiser might not be good at giving feedback. May be good scientist or be knowledgeable, but not good managers. Best managers can deal with technical and interactions: person doesn"t have input on the appraisal, not transparent- hidden motives. Yelp- is it reliable, valid: companies have to pay to keep their positive reviews, can"t get rid of negative reviews, potential bias, some companies are starting to use yelp as part of performance review. Forced methods/ranking- put people in buckets (top 10%, middle 80%, bottom 10%) Companies usually argue that there is a normal distribution, so distinguishing between top and bottom employees is justified. If they do not know the job well, employees won"t take feedback seriously: peers. More likely to know about a worker"s typical performance.