Management of Performance | Case Study | Report
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Running head: MANAGEMENT OF PERFORMANCE
Management of Performance
Name of the Student
Name of the University
Author Note
Management of Performance
Name of the Student
Name of the University
Author Note
MANAGEMENT OF PERFORMANCE1
According to the comments of Jenter and Kanaan, (2015), the performance evaluation
of the employees is one of the important aspect of the human resource interventions from the
part of the modern business organizations. The concept of performance evaluation terms it to
be an approach that effectively evaluates the performance of the modern professionals in the
organizational context in meeting the desired quality of the services and the performances in
a professional manner (Feitelson, 2015). The study is based on a company named as Expert
Engineering Inc. The study identifies the possible intentional rating distortions that can affect
the success of the managers in evaluating the performances of the subordinate employees.
Other than this, the study provides a brief overview of the organizational situation at the
Expert Engineering Inc. In addition that, the study formulates precise interventions for
tackling the intentional rating distortion factors so that the performance of the employees gets
evaluated in a professional manner.
Organizational Overview:
Expert Engineering Inc. is the top most engineering firms across the globe. With a
detailed consideration towards the human resource management activities or more
specifically the performance management activities of the company, it is evident that the
company employs a handsome number of principals for the management of the performance
evaluation activities of their employees. The main reason behind the development of such a
performance evaluation policy is to ensure an unbiased and 360 degree evaluation of the
performance of their employees (Hosain, 2016). The policy is of great significance for the
success of the company in establishing a professional performance management system for
their employees. Having said that the company was involved in a recruitment drive where
they selected 9 graduate engineers from Purdue University And coincidentally the university
was the same university from which Demetri completed her graduation. Demetri was a
veteran engineer who was serving the organization for 15 years and at the same time, he was
According to the comments of Jenter and Kanaan, (2015), the performance evaluation
of the employees is one of the important aspect of the human resource interventions from the
part of the modern business organizations. The concept of performance evaluation terms it to
be an approach that effectively evaluates the performance of the modern professionals in the
organizational context in meeting the desired quality of the services and the performances in
a professional manner (Feitelson, 2015). The study is based on a company named as Expert
Engineering Inc. The study identifies the possible intentional rating distortions that can affect
the success of the managers in evaluating the performances of the subordinate employees.
Other than this, the study provides a brief overview of the organizational situation at the
Expert Engineering Inc. In addition that, the study formulates precise interventions for
tackling the intentional rating distortion factors so that the performance of the employees gets
evaluated in a professional manner.
Organizational Overview:
Expert Engineering Inc. is the top most engineering firms across the globe. With a
detailed consideration towards the human resource management activities or more
specifically the performance management activities of the company, it is evident that the
company employs a handsome number of principals for the management of the performance
evaluation activities of their employees. The main reason behind the development of such a
performance evaluation policy is to ensure an unbiased and 360 degree evaluation of the
performance of their employees (Hosain, 2016). The policy is of great significance for the
success of the company in establishing a professional performance management system for
their employees. Having said that the company was involved in a recruitment drive where
they selected 9 graduate engineers from Purdue University And coincidentally the university
was the same university from which Demetri completed her graduation. Demetri was a
veteran engineer who was serving the organization for 15 years and at the same time, he was
MANAGEMENT OF PERFORMANCE2
currently one of the principals appointed by the senior management of the company for the
purpose of performance evaluation of the employees. In such situation, the other principals
appointed for the management of the Performance evaluation at the organisation are fearing
the possibility of unchecked favouritism, unfair promotion related decisions along with the
performance ratings that are expected to be biased.
Intentional rating distortion factors:
According to the comments of Cheng, Hui and Cascio (2017), the leniency bias is one
of the primary rating distortions that affect the performance evaluation of the managers.
Considering the performance evaluation activities of the principals operating at Expert
Engineering Inc, it is understandable that the principals have the possibility of being lenient
positively and negatively. The positive leniency of the appraisers overstates the performance
of an employee and on the other hand, the negative leniency of the appraisers has the
tendency of understating the performance of an employee. Other than this, Pitsakis, Souitaris
and Nicolaou (2015), mentioned that one of the widely visible rater bias in the modern world
if business is seen to be the halo effect. The halo effect is a phenomenon where the overall
positive or negative impression of the rater towards an employee influences his or her rating
in each and every rating aspects for that particular employee.
As per the comments of Pitsakis, Souitaris and Nicolaou (2015), this creates a
situation where the principals responsible for the purpose of performance evaluation, have
certain liking or disliking over an employee and that personal feelings of the rater towards
that particular employee influences his or her rating for that individual. Hence, it is visible
that the principals appointed for the performance management and evaluation in the above
mentioned organization, have the possibility of getting affected by Halo effect. Apart from
that, Allred et al., (2016), claimed that central tendency is also a significant rater bias that
currently one of the principals appointed by the senior management of the company for the
purpose of performance evaluation of the employees. In such situation, the other principals
appointed for the management of the Performance evaluation at the organisation are fearing
the possibility of unchecked favouritism, unfair promotion related decisions along with the
performance ratings that are expected to be biased.
Intentional rating distortion factors:
According to the comments of Cheng, Hui and Cascio (2017), the leniency bias is one
of the primary rating distortions that affect the performance evaluation of the managers.
Considering the performance evaluation activities of the principals operating at Expert
Engineering Inc, it is understandable that the principals have the possibility of being lenient
positively and negatively. The positive leniency of the appraisers overstates the performance
of an employee and on the other hand, the negative leniency of the appraisers has the
tendency of understating the performance of an employee. Other than this, Pitsakis, Souitaris
and Nicolaou (2015), mentioned that one of the widely visible rater bias in the modern world
if business is seen to be the halo effect. The halo effect is a phenomenon where the overall
positive or negative impression of the rater towards an employee influences his or her rating
in each and every rating aspects for that particular employee.
As per the comments of Pitsakis, Souitaris and Nicolaou (2015), this creates a
situation where the principals responsible for the purpose of performance evaluation, have
certain liking or disliking over an employee and that personal feelings of the rater towards
that particular employee influences his or her rating for that individual. Hence, it is visible
that the principals appointed for the performance management and evaluation in the above
mentioned organization, have the possibility of getting affected by Halo effect. Apart from
that, Allred et al., (2016), claimed that central tendency is also a significant rater bias that
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