Performance Appraisal Chapter 12: Rater Goals and Rating Distribution

Why are ratings inflated?

• to avoid confrontation with subs

• Desire to look like a good manager

• Reluctance to take time away from other tasks

• To motivate employees

What are rater goals?

• Task performance

• Interpersonal

• Self-serving

• Internalized

What are alternative goal taxonomies?

• harmony

• Fairness

• Identification

• Motivational

Socialization into an org involves learning what?

• Basic goals of the org

• Basic responsibilities

• Behavior patterns

• Set of rules

• Means by which goals should be attained

Org culture will most likely affect rater behavior when

• It includes beliefs and values directly related to appraisal

• These values and beliefs are strongly held

What is in-group?

Subordinates who are liked, trusted, and depended on for good perfjoamcne

What is out-group?

Subordinates with more distant relationships with supervisors

What are outcomes of accurate vs inflating ratings?

• Interpersonal consequences

• Systematic consequences

• Practical consequences

• Self-serving consequences

People are likely to choose a course of action if:

• This action is linked to valuable outcomes

• Links between choice and outcome are strong

Motivation to rate accurately comes from what three goals?

• Enhancing relationships with subs

• Improving the rater’s image

• Increasing the likelihood of achieving the goals

Distortion in rating is likely to help?

• Maintain a positive relationship with subs Improving

• Maintain image of success as a supervisor

Raters are most likely to distort their ratings if they?

• Depend on the cooperation and good will of their subs

• Haven’t established a strong and lasting image in the org