Discuss what it means to be a leader, summarize what people want and what organizations need from their leaders, explain how a good vision helps you be a better leader, identify sources of power in organizations, list personal traits and skills of effective leaders,...
LECTURE: TWENTY ONE HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF Summary of Previous Lecture • REVISION; – FROM LECURE 11TH TO 20TH Agenda of Today’s Lecture • Rater Error Training (RET) • Possible Errors in Ratings – Similar to me Error – Contrast Error – Leniency Error – Severity Error – Central Tendency Error – Halo Error Agenda of Today’s Lecture (Contd.) • Possible Errors in Ratings – Primary Error – Recency Error – Negative Error – First Impression Error – Spillover Error – Stereotype Error – Attribution Error Rater error training • • Many performance management system are plagued with rater errors The goal of rater error training is to make raters aware of what rating errors they are likely to make and help them develop strategies to minimize those errors Rater error training (Contd.) • The goal of RET is to increase rating accuracy by making raters aware of unintentional errors they are likely to make Rater error training (Contd.) • • RET typically includes definition of the most typical errors and a description of possible causes for those errors Such programs also allow trainees to view examples of common errors and to review suggestions on how to avoid making errors Rater error training (Contd.) • This can be done by showing videotaped vignettes designed to elicit rating error and asking trainees to fill out appraisal forms regarding the situations that they observed on the videotapes Rater error training (Contd.) • • Finally, a comparison is made between the ratings provided by the trainees and the correct ratings The trainer then explain why the error took place, which specific errors were made, and ways to overcome the errors in the future Rater error training (Contd.) • • RET does not guarantee increased accuracy Raters become aware of the possible errors they can make but, because many of the errors are unintentional, simple awareness of the errors does not mean that errors will not be made 10 Negative Error (Contd.) • For example, – A rater may have observed one negative interaction between the employee and a customer and several positive interactions in which customers expectations were surpassed – The rater may focus on the one negative incident in rating the “customer service” dimension 29 First Impression Error • First impression error: – First impression error occurs when raters make an initial favorable or unfavorable judgment about an employee and then ignore subsequent information that does not support the initial impression 30 First Impression Error (Contd.) • This type of error can be confounded with the “similar to me error” because first impression are likely to be based on the degree of similarity; the more similar the person is to the supervisor, the more positive the first impression will be 31 Spillover Error • Spillover error: – Spillover error occurs when a scores from previous review periods unjustly influence current ratings 32 Spillover Error (Contd.) For example, • – A supervisor makes the assumption that an employee who has an excellent performer in the previous period ought to be an excellent performer also during the current period and provides performance ratings consistent with this belief 33 Stereotype Error • Stereotype error: – Stereotype error occurs when a supervisor has an oversimplified view of individuals based on group membership – That is, supervisor may have a belief the certain groups of employees are unassertive in their communication style 34 Stereotype Error (Contd.) – In rating women, therefore, he may automatically describe communication as being “unassertive” without actually having any behavioral evidence to support the rating 35 Stereotype Error (Contd.) • This type of error can also lead to biased evaluations of performance when an individual (e.g women) violates stereotypical norms by working in an occupation that does not fit the stereotype (e.g assembly of airplane parts) 36 Stereotype Error (Contd.) • This type of error can also lead to consistently lower performance ratings for members of certain groups 37 Stereotype Error (Contd.) • For example; – A study including an identical sample of black or white workers found that white supervisors gave superior ratings to white workers relative to black workers than did black supervisors 38 Attribution Error • Attribution error: – The attribution error takes place when a supervisor attributes poor performance to an employees dispositional tendencies instead of features of the situation – In other words, different supervisors may place different relative importance on the environment in which the employee works in making performance evaluations 39 Attribution Error (Contd.) • If supervisor make incorrect inferences about the employee’s dispositions and ignore situational characteristics, actions taken to improve performance may fail because the same situational constraints may still be present (e.g obsolete equipment) 40 Summary of Today’s Lecture • Rater Error Training (RET) • Possible Errors in Ratings – Similar to me Error – Contrast Error – Leniency Error – Severity Error – Central Tendency Error – Halo Error 41 Summary of Today’s Lecture (Contd.) • Possible Errors in Ratings – Primary Error – Recency Error – Negative Error – First Impression Error – Spillover Error – Stereotype Error – Attribution Error 42 Thank You 43 ... make performance based distinctions among employees rated by the same rater 21 Halo Error • Halo error: – Halo error occurs when raters fail to distinguish among the different aspects of performance. .. an individual of only average performance, the rating may actually be higher than deserved if other individuals rated by the same supervisor display substandard performance levels, the average...Summary of Previous Lecture • REVISION; – FROM LECURE 11TH TO 20TH Agenda of Today’s Lecture • Rater Error Training (RET) • Possible Errors in Ratings