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THE INTENTIONAL BIASES

Overview of components and features of appraisal forms, determining overall rating, who should provide performance information, understanding intentional rating distortion, challenges and tools for open-ended comments sections, appraisal period and number of meetings, and types of formal meetings.

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Added on  2022-08-27

THE INTENTIONAL BIASES

Overview of components and features of appraisal forms, determining overall rating, who should provide performance information, understanding intentional rating distortion, challenges and tools for open-ended comments sections, appraisal period and number of meetings, and types of formal meetings.

   Added on 2022-08-27

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Running head: INTENTIONAL BIASES
Intentional Biases
Name of the Student
Name of the University
Author Note
THE       INTENTIONAL       BIASES_1
INTENTIONAL BIASES1
Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Background Information related to the present scenario of Expert Engineering
Incorporation..........................................................................................................................3
Intentional rating distortion factors that may come into play in the situation of the company
................................................................................................................................................4
Halo effect..........................................................................................................................4
Horns Effect.......................................................................................................................4
Central Tendency Bias.......................................................................................................5
Leniency Bias.....................................................................................................................5
Strictness bias.....................................................................................................................5
Similar to me effect............................................................................................................5
Recommendations of interventions for minimizing the intentional rating distortion................5
Conclusion..................................................................................................................................6
References..................................................................................................................................7
THE       INTENTIONAL       BIASES_2
INTENTIONAL BIASES2
Introduction
Intentional biases refer to a situation wherein a group or a person alters the data or is
influenced by his own perceptions for changing the results of a study or experimentation.
This bias directs the information in a predetermined particular direction. The only difference
between an intentional and an unintentional bias is that in case of an intentional bias, the data
or information is altered deliberately (Can, 2018). There can be a number of intentional
biases such as horns effect, halo effect, similar to me effect, strictness effect, Leniency effect
and others. The main aim of the paper is to identify the intentional biases and recommend
different interventions for overcoming the same. The paper will discuss about the intentional
biases and the interventions for overcoming the same.
Discussion
Background Information related to the present scenario of Expert
Engineering Incorporation
Demetri a veteran engineer who had been working with the Expert Engineering
Incorporation for the last 15 years has recently been promoted to the position of principal in
the engineering firm. The company has been known for its unique performance evaluation
process that includes- evaluation of engineers by the principals as the founders believed in
evaluation based on multiple sources and feedback to prevent any kind of favouritism.
Moreover the company has also been engaged unique performance appraisal for the purpose
of ensuring accurate performance evaluations. However recently, the company initiated a big
hiring initiative for doze new engineers, nine out of whom are the graduates of the same
university to which the principal belongs that is Demetri University. It was Demetri who was
active in moving the initiave forward (Jha & Singh, 2017). Therefore the other principals are
afraid that unchecked favouritism, unfair promotion and biased performance rating nay
THE       INTENTIONAL       BIASES_3

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