Q Performance appraisals do not always accurately reflect an employee’s actual abilities and behaviors. The lecture slides highlight potential problems raters might unconsciously make in the rating process (e.g., availability effect, halo effect, distributional errors, etc.). Aside from these, what are some reasons appraisals may be intentionally inflated or deflated? (In other words, when might the rater decide to purposely give an employee a higher or lower score than deserved?)
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