a) Central tendency error - Superiors have been found to rate most of their employees
within a narrow range. The superiors fail to distinguish significant differences between group
members and lumps everyone together in an average or above average category.
b) Strictness/Leniency error - Some superiors may be by nature overly strict or overly
lenient and this form biases in the appraisal activity.
c) Recency error - In an annual evaluation a supervisor may give undue emphasis to
performance during the past 2 or 3 months and ignore performance levels prior to this. This leads
to uneven performance as well as contributing to the "playing the game" attitude where
employees relax in the initial months and then work very hard just before the evaluation period.
d) Personal biases - Personal biases can exist in the form of racialism, sex, background etc.
An evaluator may have preconceived ideas about people of a certain sex, age or race and thus
evaluate them in the light of his preconceived opinions. Here also the effects of stereotypes come
into play during evaluation.
Kavungya answered the question on May 18, 2019 at 06:51
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