Dilemma in Employee Performance Appraisal

Doing accurate assessment steps and procedures, is quite difficult as it involves some sort of judgments about the employee’s behavior and performance evaluation, so for have an appropriate assessment process with the new method and best way by least adverse effect is an important and vital subject for all organizations (Asadi, 2017: p33). My company has  appraisal can also lead to negative outcomes, leaving people feeling ‘bitter, crushed, bruised, battered, desolate, despondent, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior’.

Following are several difficulties with a performance appraisal that managers regularly find.

Halo/Horn Effect

Hallo is a tendency to let our assessment of an individual on one trait influence our evaluation of that person on other specific traits also managers often do this when they have a generally good relationship with the person they are rating and do not want to be too harsh or when they really like an employee and, thus, allow their personal feelings about this employee to influence their performance ratings (Javidmehr and Mehrdad, 2015, p.290)

Stereotyping

Stereotyping is a way of representing and judging other people in fixed, unyielding terms further these revolve around an alleged characteristic of the category to which they are assigned (Michael P. 2015). Moreover, stereotypes change in the US, Jews were stereotyped as religious and uneducated at the beginning of the 20th century, and as high achievers at the beginning of the 21st (Pedro et al, 2015).

Leniency and Severity Errors

A leniency effect is a type of rating error, where ratings are skewed so that the average rating given is significantly more than the intermediate point of the rating scale (Raveendra P. et.al., 2018). Leniency or severity error is defined as the rater having the tendency to assign a higher or lower rating to an individual than is warranted by the ratee’s behavior (David, 2003).

The Recency Effect

The original explanation of the recency effect was that items first reside in a capacity-limited short-term buffer from which the items are immediately retrieved. Subsequent retrieval of earlier items is recalled from a more permanent long-term memory store (Sverker, 2006). Thus, recency effects are not solely due to limited memory but stem from some other form of cognitive constraints (Drew and Alexander, 2013)

Attribution Error

The fundamental attribution error refers to an individual's tendency to attribute another's actions to their character or personality, while attributing their behavior to external situational factors outside of their control (Patrick, 2017). The core of Attribution Theory revolves around the question of how people explain to themselves what they or others encounter (Ross, 2018).

Reference List

Asadi, R. (2017) The Challenges of Employee’s Evaluation in Organizations   Vol 07. International Journal of Academic Research in Business and Social Sciences.

David, L. (2003) Recency effect in university student evaluation of faculty. Department of Curriculum Studies and Educational Leadership College of Professional Studies.

Drew, F. and Alexander P., (2013). Recency, Records and Recaps. Department of Psychology, Yale University, New Haven.

Javidmehr and Mehrdad, (2015) Performance appraisal bias and errors: The influences and consequences. International Journal of Organizational Leadership.

Michael, P. (2015) stereotyping and stereotypes. Loughborough University

Patrick, H. (2017) The fundamental attribution error: What it is and how to avoid it. [online] Harvard Business school. Available from: https://online.hbs.edu [Accessed 16 December 2021]

Pedro, B., Katherine, C., Nicola, G. and Andrei, S. (2015) Royal Holloway University of London.

Raveendra, P., Rizwana, M., Padmalini, S., Santhosh, K. and Vijaya, k. (2018) Performance Appraisal Biases and Behavioral Biases in Decision Making. International Journal of Mechanical Engineering and Technology (IJMET)

Ross, L. (2018). The fundamental attribution error to the truly fundamental attribution error and beyond. Perspectives on Psychological Science, 13(6), 750-769.

Sverker,  S. (2006) The Isolation, Primacy, and Recency Effects Predicted by an Adaptive LTD/LTP Threshold in Postsynaptic Cells. 6 Cognitive Science Society, Inc.