Performance Management

Running Head: Performance Management
Performance Management
Name of the Student:
Name of the University:
Author’s Note

1PERFORMANCE MANAGEMENT
Introduction
Performance Management can be defined as the constant process of the communication
behavior between the employee and the supervisor which occurs during the year in comparison
to the accomplishment of the strategic objectives of the organization (Ahmed et al., 2016). The
aim of the assignment is to state the intentional and unintentional rating of the distortion factors
that fits the situation mentioned in the case study of Minimizing Biases in Performing Evaluation
at Expert Engineering, Inc. The last phase of the assignment is to evaluate the kinds of training
program which Demetri can formulate in reducing the distortion factors.
Intentional and unintentional rating distortion factors
As per Demetri the distorting factors in this sector is considered to be the ratio which
gives an effective value of the residue of waves after eliminating the fundamental values from
the original wave (Razzaq et al., 2016). Some of the intentional and unintentional ratings of
distorting factors are:
 Leniency error: the evaluators in the engineering sector have their own value of system
which acts against the appraisals. It is relative to the true performance which an
individual can exhibits or evaluators can rank on the basis of high or low.
 Low appraiser motivation: if the evaluator or the recruiter of the organisation does not
rate or appraise on a good marking the employee may tend to be insensitive. Whereas the
evaluator may be resultant to give a realistic appraisal.
 Negativity bias: the process of feedback is beneficial for the employee working in the
organization. When the employees are used to receive feedback they tend to know and