Description
What are the key things to consider when rating employee behavior so as to avoid (or reduce) bias? Refer at least one outside source in addition to the Module Resources.
Guidelines for Submission: Submit assignment as a Word document with double spacing, 2 - 4 pages in length, 12-point Times New Roman font, and one-inch margins.
Explanation & Answer
Attached.
USING EMPLOYEE BEHAVIOR TO REDUCE BIAS
Using Employee Behavior to Reduce Bias
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USING EMPLOYEE BEHAVIOR TO REDUCE BIAS
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Introduction
Performance reviews at work are expected to give accurate data and information to
facilitate effective performance management. However, this becomes impossible due to the
inaccuracy of the data, thus causing rater bias. Biased performance reviews have become more
common in most organizations. Sometimes bias results from the managers or human resource
(HR) themselves. Such sloppy and unreliable performance reviews result in a reduction of
overall employee motivation, loss of good talent, reduction in engagement, and performance
level of individuals, teams, and the entire organization. On the other hand, a positive impact on
the business is created when the performance reviews are accurate and reliable. Most
organizations use data from performance reviews to make significant business decisions, such as
recruitment and retention, succession, and development initiatives (Ghauri et al., 2020). The
types of bias that need to be overcome when conducting performance reviews and ratings include
horns and halos effect, appraisal bias, purposeful bias, self-bias, and recency bias. This paper
aims to discuss the key factors that should be put into consideration in order to eliminate or
rather reduce bias when rating employees.
Factors to Co...
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