Beruflich Dokumente
Kultur Dokumente
OR
upervisors
elf appraisal
Conducted informally
Carried out systematically at regular intervals, sticking to a definite
plan
ach employee is compared with all the others in pairs one at a time. he
number of times an employee is judged better than the others determines
his rank.
N (N-1) / 2,
endency to rate high or low on all factors due to the impression of a high or
low rating on some specific factor.
A method to counter the problem, which can be used where there is more
than one person to be evaluated, is to have the evaluator appraise all
employees on each dimension before going on the next dimension.
3)IMILARIY RROR
valuators rate people in the same way that the evaluators perceive
themselves.
xample- he evaluator who perceives himself as aggressive may evaluate
others by looking for aggressiveness. hose who demonstrate this
characteristic tend to benefit, while others are penalized.
his error would tend to wash out if the same evaluator appraised all the
people in the organization.
4)LO APPRAIR MOI AION
If the evaluator knows that a poor appraisal could significantly hurt the
employees promotion or a salary increase, the evaluator may be
reluctant to give a realistic appraisal.
It is more difficult to obtain accurate appraisals when important rewards
depend on the results.
5)CNRAL N[NCY