Central Tendency Effect-An employee is consistently rated at or near the midpoint of the scales regardless of the actual level of performance the problem:
a)there is organizationally no differentiation between good and bad performers.
b)damage arises to high achievers because of lack of realistic appraisal Negative or Positive Leniency- Employee is rated to hard to too lenient Halo Effect- Generalizing(positively) from one aspect of performance to all aspects of performance. Halo Effect- Generalizing (positively) from one aspect of performance to all aspects of performance. Devil Effect-Opposite of Halo Effect, generalizing from one or two negative aspects to performance and becoming bling to the positive aspects. Similar-to-me-Effect- Tendency to judge more favorably those people who you like or find comfort with. Appraise performance and behaviors, not personality or background similar to supervisor.
Negative or Positive Leniency- Employee is rated to hard to too lenient
Halo Effect- Generalizing(positively) from one aspect of performance to all aspects of performance.
Halo Effect- Generalizing (positively) from one aspect of performance to all aspects of performance.
Devil Effect-Opposite of Halo Effect, generalizing from one or two negative aspects to performance and becoming bling to the positive aspects.
Similar-to-me-Effect- Tendency to judge more favorably those people who you like or find comfort with. Appraise performance and behaviors, not personality or background similar to supervisor.