rater errors
Respond to one of the questions posted and write a minimum of 250 words for this question with a minimum of one source for the response. Please use apa format and make sure sources are cited with scholarly sources. Question 2, Please respond to one classmate’s postings with a minimum of 100 words per post. Please use a reference source for each response.
1. Please describe types of rater errors. Identify what can be done to combat these errors.
Please respond to student with 100 word count or more.
2.Bradley
Performance management is a vital tool for organizations, and something needs to be done correctly throughout an organization because if not done correctly it can have adverse effects for an organization. A lot of times the performance management process is done incorrectly for a variety of reasons including lack of training for raters, biases throughout the organization, rating errors and many others.
The rater can cause errors as well they are called rater errors. The four types of rater errors include the halo error, recency error, leniency error, and a stereotypical error. A halo error is a rater error that tends to happen quite frequently, this occurs when a rater’s overall feeling or impressions about the person being rated influences the ratings that person receives especially in specific attributes (Nathan & Tippins, 1990). Recency errors occur when the rater tends to focus more on the most recent behavior whether negative or positive which can cause the overall rating to be skewed due to the rater not considering all of the information and focusing on only parts of it (Mount & Thompson,1987). I have personally seen this occur and seen people get evaluations that did not deserve in most cases at least I have seen the negative aspect tends to outweigh the positives as far as the recency errors I have seen. Leniency error is a rater error that occurs mostly to avoid conflict during the performance review because neither party likes giving or receiving negative feedback, so this results in evaluation that is not necessarily a true evaluation of the individual (Aguinis, 2013). The stereotype error is another rater error that occurs when the rater based upon such things as race, gender, religion, or other attribute rates the individual based upon that instead of their actual performance (Aguinis, 2013). The main way to combat these types of errors for an organization is to ensure that the staff is properly trained and has proper guidelines to follow to ensure that the performance management process is performed correctly. This training should include making the raters aware of some of these errors that can occur through this process.
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