In an organisation, one manager often accuses his colleagues of ‘favouritism and discrimination’ especially during the period of their annual performance appraisal. You learned that these could be classified as errors in performance appraisal. To advise them, your task is to discuss any five (5) of these errors likely to occur in performance appraisal, and how these errors can affect the objectives of any performance appraisal system in organisations
A performance appraisal is a consistent review of a worker’s job performance and overall involvement in an organization. However, the process is prone to the following errors.
The error of favoritism during performance appraisal will shrinkage team member morale, leadership, and initiative thus leading to poor performance in an organization.
The error of discrimination results in negative firm and employee outcomes, namely lowers job satisfaction, reduces firm commitment, and reduces job performance, diminishes helping behaviors, and amplified turnover.
Biases and judgment errors of various kinds do hinder the performance appraisal process. Bias entails inaccurate and falsification of a dimension. Thus, leading to a general lower rating than may be justified.
Guilt by association error occurs when rating a member of a company on the foundation of the firm they keep, rather than on the work they do thus hindering the process of performance appraisal.
Lastly, a Recency error occurs when rating only the latest performance, on either good or bad. These errors will hinder the process of performance appraisal. Therefore, to eliminate this error, data ought to be representative of the entire evaluation period.