What is the halo effect in performance ratings?
Explanation
The halo effect is a common rater error where a single positive or negative trait of an employee, such as their friendliness, disproportionately influences the ratings of all their other, unrelated traits, leading to an inaccurate overall assessment.
Other questions
According to the text, what are the three steps of the performance appraisal cycle?
Which of the following is NOT listed in Chapter 8 as a primary reason to appraise a subordinate's performance?
According to the 'HR IN PRACTICE' feature on setting effective goals, which type of goal setting does not consistently result in higher performance than the alternative?
Who is typically at the heart of most appraisal processes, being in the best position to observe and evaluate a subordinate's performance?
What is 360-degree feedback?
What is the primary advantage of the graphic rating scale method of appraisal?
What is the forced distribution method of performance appraisal?
What is the main advantage of the critical incident method?
A Behaviorally Anchored Rating Scale (BARS) combines the benefits of which two appraisal methods?
Which rater error occurs when a supervisor has a tendency to rate all employees as being about average?
What is the primary difference between performance management and performance appraisal?
What are the six basic elements of performance management listed in the chapter?
In the context of talent management, what does segmenting employees based on a strategic role assessment matrix, like Accenture's, involve?
According to the 'HR IN PRACTICE' feature on making appraisals legally defensible, what should performance appraisal criteria be based on?
In the study of 252 managers undergoing upward feedback over five years, what action led to greater improvement in manager ratings?
What is a major drawback of the forced distribution appraisal method according to a survey mentioned in the chapter?
What percentage of employees in one study placed themselves in the top 10 percent of job performance?
At Lending Tree, the forced distribution system categorizes the middle performance group, comprising 75 percent of employees, with what designation?
What is the primary aim of the appraisal interview?
When an employee is accused of poor performance, what is described as their usual first reaction?
What is the main purpose of the alternation ranking method?
According to the chapter, what is the 'paired comparison method'?
What does a study on rater personality suggest about those who score higher on 'conscientiousness'?
According to the 'HR as a Profit Center' feature on Ball Corporation, what was the return-on-investment after implementing a new performance goal-setting process?
What is a key feature of electronic performance monitoring (EPM) systems?
What is the primary risk of having unclear standards on a graphic rating scale, as shown in Figure 10?
What is the 'strictness/leniency' problem in performance appraisal?
One study found that rater idiosyncratic biases account for the largest percentage of observed variance in performance ratings. What does this imply?
What is the first step in the Management by Objectives (MBO) method?
What is a 'rating committee' in the context of performance appraisal?
What is a major advantage of using multiple raters in a performance appraisal?
What is the primary problem associated with employees' self-ratings?
At what point in the appraisal interview should a supervisor get agreement from a subordinate on how things will improve?
What is the concept of 'strategic congruence' in performance management?
In Accenture's strategic role assessment matrix (Figure 12), what two dimensions are used to plot employees?
In the example of the Paired Comparison Method shown in Figure 6, which employee ranked highest for 'quality of work'?
What is the purpose of the 'SMART' acronym in goal setting?
In the BARS example for an automobile salesperson (Figure 7), what behavior corresponds to the lowest performance rating (a 2)?
What is the most effective way to handle defensiveness, such as denial, from an employee during an appraisal interview?
An estimated 60 percent of Fortune 500 firms use which appraisal method in some form?
In a study of peer evaluations, raters who scored higher on 'agreeableness' had what tendency?
In the case where a 62-year-old subordinate was terminated by a 36-year-old supervisor, what was the basis for the court's concern?
Which of the following is a key reason for using peer appraisals, especially in the context of self-managing teams?
What is the definition of performance management provided in the chapter?
In the 'HR as a Profit Center' feature, Ball Corporation reduced customer complaints by what percentage after instituting a new goal-setting process?
In the context of the appraisal interview, what is the best way to be 'direct and specific'?
What is one reason that a manager should prepare for an appraisal interview by reviewing the employee's previous appraisals?
What is the primary purpose of using an 'appeals mechanism' in an appraisal process?
What is a key difference between 'direction sharing' and 'goal alignment' as elements of performance management?