CHAPTER 6 Appraising and Promoting Office Personnel

Performance reviews are typically conducted annually in most modern organizations.

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One of the uses of appraising office workers is to strengthen communication between supervisors and subordinates.

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Performance appraisals should only be conducted by the highest level of management.

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A major promotion involves an employee moving to a different level within the same job title.

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Recency bias is when a manager evaluates an employee based on their most recent performance rather than the entire review period.

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The halo effect occurs when a manager allows one positive trait of an employee to overshadow all other aspects of their performance.

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Central tendency bias results in giving employees extreme ratings, either very high or very low, regardless of their actual performance.

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Leniency bias can occur when a manager gives higher ratings due to sympathy for an employee's personal circumstances.

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Primacy bias involves making performance judgments based on the first impression of an employee.

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Reducing bias in appraisals can be achieved by holding frequent meetings with employees.

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