Category Archive

One of the components of performance appraisals is the rating part. People are usually rated based on how well they performed their tasks. Companies usually forget the fact that in order for a person to be rated, the manager should understand how much the system influences the performance of the person. Can managers actually know this? Let´s analyze the equation … Read More

Hi guys, the objective of this post is to discuss the utility of Performance Appraisals as a Rating Device. I will use four other blogs posts to justify how problematic is the use of Performance Appraisals as rating device. Traditionally, companies think that objective measurement can happen within an appraisal process, but is this really true? Tom and Mary in … Read More

Hi guys, this blog post is part of a four blog post series that talk about the problem of Performance Appraisals as a Rating Device. All series can be found here. This post will discuss how People Favouritism can affect Performance Appraisals. The “People-I-Like Favoritism” is quite common in our companies. I am sure everyone saw these kind of problems. … Read More

Hi guys, this blog post is part of a four posts series that talk about the problem of Performance Appraisals as a Rating Device. All series can be found here. This time I will discuss how Categorization and Stereotype can affect Performance Appraisals. Based on wikipedia definition, Categorization is the process in which ideas and objects are recognized, differentiated, and … Read More