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– Nelson Mandela

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Troubles with Performance Appraisals

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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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It is a system of review and evaluation of the individuals as well as the team task performance. Some of the reason that led to the inflated or deflated appraisal are: Appraisal discomfort- Performance appraisal is often frustrating for the human resources manager, which often creates conflicts between the superior and the subordinate. Personal bias- some of the factors that the manager should avoid include age, gender, and race that are detrimental to employee morale. Discrimination in appraisal affects the process, and this cultural bias and stereotyping affect the appraisal process.