Match the type of problems (1 – 8) associated with performance appraisals to its related term (a – h): Problems:

1. This type of problem is generated by supervisors who offer a variety of excuses as to why performance appraisals do not work. They do not understand that the purpose of a performance appraisal is not perfection but rather growth and development.

2. This problem arises when the supervisor rates their employee’s actions and performance during the final few months of the rating period.

3. In this type of problem, supervisors allow an employee’s high performance in one area to unduly affect all areas of their overall evaluation.

4. In this type of problem, supervisors allow an employee’s negative performance in one area to unduly affect all areas of their overall evaluation.

5. In this type of problem, supervisors are not really tasked with knowing or detailing what their employees have accomplished during the rating period.

6. In this type of problem, supervisors use a sliding scale to rate their employee. This results in skewed ratings as all employees are generally grouped together.

7. In this type of problem supervisors, tend to rate their employees by using their opinion based on a single experience with that employee.

8. In this type of problem, supervisors may evaluate their employee based on education, race, gender or other factors not necessarily attributed to performance.

Terms:

a. Horn effect

b. Unfair percentage rating

c. Rater bias

d. Inaccurate numerical or forced-choice method

e. Halo effect

f. Rating personality not performance

g. Lack of Faith

h. Late Inning effect