Minimizing Basis In Performance Evaluation

Running head: MINIMIZING BIASES IN PERFORMANCE EVALUATION
MINIMIZING BIASES IN PERFORMANCE EVALUATION
Name of the Student:
Name of the University:
Author Note:

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Provide a detailed discussion of the intentional rating distortion factors that may come into
play in this situation.
Considering the case study, there can be a number of factors that can impact upon the
rating system of the firm for the new hirings. Therefore, in the following some of the conscious
and unconscious factors have been documented which can lead to the distortion of the rating
system.
Leniency Factor:
Leniency factors refer to the biasness in the rating system which is reacted to the value
ideology of the rater. It is often seen that if the contestant and the rater has a similar value
system, then it is likely that there can be a biasness in the rating (Venclová, Salková, &
Kolácková, 2013).
Halo Error:
Halo error to the distortion in the rating system based on the impression of the candidate
upon the rater. A negative impression can lead to a negative rating (Venclová, Salková, &
Kolácková, 2013).
Similarity Error:
This refers to the factors when the rater is trying to find similarities among the
candidates, which they themselves possess. The raters often try to include employees who share
a similar characteristic (Venclová, Salková, & Kolácková, 2013).
Low Appraiser Motivation:

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Often the raters consider the future of the candidates, and therefore rate according to that.
For example, when the recruiter knows that a poor rating system can impact upon the future of
the candidates, both negatively and positively, they often manipulate the rating system (Spence,
& Keeping, 2013).
Central Tendency:
The central tendency error refers to the raters who have a tendency to mark everyone as
average performer. This also affects the rating system (Spence, & Keeping, 2011).
The above mentioned distortions are intentional distortion done by the raters. There are
certain unconscious factors as well.
First, the Recency bias, which refers to an affected memory of the rater which influences
the rating activity. They tend to forget the performances of the candidates (Borman, 2017).
Secondly, the negativity bias. This refers to the reviews that are collected by the raters
while rating the candidates. The negative reviews about the candidates have a huge impact upon
the rating system (Borman, 2017).
Now, considering the case study, it can be stated that the current principle of the
organization is likely to fall upon the following biases or may take a part in the following rating
distortions. The Leniency factor, the Similarity factor and the Halo errors are the factors, which
the rater or the principle is likely to make. These are the conscious biasness that he is likely to
show. Along with this the recency factor and the negativity impact are the unconscious biasness
that he may uphold. The negativity bias is very common. All the organizations conduct a
background check before hiring an employee, and a negative impression or a negative review