Katsiaryna is a middle manager in a large company. She was just passed over for promotion and could not understand why. On a scale from 0 to 100, her overall performance score over the last three years has been 89. In her company, the performance appraisal system defines outstanding performance at 90 or above, very good at 80 or above, good at 70 or above, average at 60 or above, and unacceptable as anything below 60. Katsiaryna found out that the average score for middle managers in her company is 91. What is the major appraisal problem in this case?

a) Inappropriate substitutes for performanceb) Inflationary pressuresc) Central tendency errord) Halo errore) Similarity error

Question

Shelby Abbott

Business

1 January, 07:06

Katsiaryna is a middle manager in a large company. She was just passed over for promotion and could not understand why. On a scale from 0 to 100, her overall performance score over the last three years has been 89. In her company, the performance appraisal system defines outstanding performance at 90 or above, very good at 80 or above, good at 70 or above, average at 60 or above, and unacceptable as anything below 60. Katsiaryna found out that the average score for middle managers in her company is 91. What is the major appraisal problem in this case?

a) Inappropriate substitutes for performanceb) Inflationary pressuresc) Central tendency errord) Halo errore) Similarity error

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Answers (1)

Know the Answer?

Francesca Boyd · Answer 1

B) Inflationary pressures

Explanation:

When HR evaluate the employees' performance they might have a tendency to be "nice" with the employees and be less rigorous with the evaluations. Many times the negative factors will be downweighted and the evaluations will be upgraded. The problem with this nice person approach is that a lot of people will get very high evaluations and comparing them may lead to problems. For example, if everyone is considered a good or excellent employee, how do you know who will be promoted or who can be fired.