Human Ressource Management
10 Personnel Evaluation
Question
Which psychological phenomena affect evaluations?
- Similarity (Bad news for diverstity)
- Leniency, strictness, central tendency, horns (different understanding of scales between managers: "everyone is average" or vice versa)
- Primacy effect / recency effect (last and first information is most influential, good performance at start and end of evaluation)
- Availability heuristic (some information is more available than others, people remember epic stuff but forget good constant performance)
- Attitude heuristic (If i like someone, i rate them well)
- Confirmation bias (I pick out the results that I expect)
- Self-fulfilling prophecies (I will help the person that i like because I expect them to do good)
- Contrast effect (Evaluation before effects the next one)
- The perserverance effect (False Rumours even though that are proven wrong stick "in jeder lüge steckt ein bisschen wahrheit")
- Halo effect and implicit personality theories (Our brain fills the information gaps, which is likely wrong)
- Susceptibility to impression management (Some employees are better at "faking" or projecting imges in evaluations, Verbal skills/attractiveness help here)
- Physical attractiveness (Being attractive may lead to higher scores)
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