Rating Errors in Performance Evaluation

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Questions and Answers

What is the primary purpose of establishing rapport at the beginning of an interview?

To make the candidate feel comfortable and engage them (correct)

To assess the candidate’s qualifications

To eliminate candidates based on knockout factors

To determine the candidate's work experience

Which factor does NOT influence the overall rating of a candidate due to the halo effect?

The candidate's level of experience (correct)

Perceived similarity to the interviewer

The candidate's physical appearance

Stereotypes based on gender

What is a defining characteristic of a PAST-FOCUSED question in an interview?

It asks about how a candidate would handle future scenarios.

It assesses skills through hypothetical situations.

It is used to determine technical job competencies.

It requires the interviewee to reflect on their previous experiences. (correct)

What is the main downside of conducting interviews at inconvenient times, such as Mondays or early mornings?

It may lead to biased evaluations based on interviewer's mood Signup and view all the answers

How can open-ended questions enhance an interview process?

They compel interviewers to listen more actively Signup and view all the answers

Which of the following questions is legally permissible to ask in an interview?

Have you ever held a job in your field of interest? Signup and view all the answers

Which option best represents a knockout factor in the interview process?

The candidate's ability to complete tasks related to the job Signup and view all the answers

What is the primary purpose of an aptitude test?

To assess specific skills relevant to a job. Signup and view all the answers

What inappropriate assumption may lead to inaccurate evaluations during an interview?

Making assumptions based on non-verbal cues of the candidate Signup and view all the answers

Which limitation of psychological tests refers to the potential for individuals to misrepresent their abilities?

Faking responses Signup and view all the answers

Which type of test is most suited for evaluating a large number of candidates swiftly?

Group Speed Test Signup and view all the answers

Which is an appropriate follow-up technique if an interviewer does not fully understand a candidate's response?

Ask a clarifying question Signup and view all the answers

What is a rating error that occurs when a supervisor focuses on a single aspect to judge an employee's overall performance?

Halo effect Signup and view all the answers

What are the BIG FIVE PERSONALITY FACTORS often abbreviated as O.C.E.A.N.?

Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism Signup and view all the answers

How does the contrast effect potentially affect candidate evaluations?

It may cause a candidate to appear worse or better based on the previous candidate interviewed Signup and view all the answers

Which of the following best describes the concept of 'contrast effect' in performance evaluations?

Comparing an employee’s performance against the strongest performer. Signup and view all the answers

What is an objective test characterized by?

Multiple choice and true/false formats Signup and view all the answers

Which of the following is an identified base of power in organizational behavior?

Expert Signup and view all the answers

What do intelligence tests primarily evaluate?

Cognitive ability Signup and view all the answers

What is the purpose of frame of reference training in performance evaluations?

To standardize evaluations based on job analysis findings. Signup and view all the answers

Which of the following is NOT a recognized rating error in performance evaluations by supervisors?

Self-assessment Signup and view all the answers

What is the primary purpose of the Test-Retest Method in test reliability?

To assess the correlation of test scores from the same group at different times Signup and view all the answers

Which method assesses the correlation of two different forms of a test given to the same participants?

Parallel Forms/Equivalent Forms Signup and view all the answers

What distinguishes Predictive Validity from Concurrent Validity?

Predictive Validity assesses future performance through current scores while Concurrent Validity does this at the same time Signup and view all the answers

What aspect of test measurement does Face Validity focus on?

The perceived relevance of the test content by the test taker Signup and view all the answers

Which of the following is NOT included in the APA guidelines on how tests should be used?

Ensuring testers are unaware of the test content Signup and view all the answers

What calculation defines the Selection Ratio in the context of job hiring?

The total number of applicants divided by the total number of job openings Signup and view all the answers

What is the primary implication of the PETER PRINCIPLE in organizational settings?

Individuals are often promoted based on performance without regard for future competency. Signup and view all the answers

What does the degree of Content Validity measure in a testing scenario?

The representation of the test questions in relation to the intended topic Signup and view all the answers

What does the term MULTIPLE REGRESSION refer to in the context of employee selection instruments?

A statistical technique to estimate the forecast of job performance using a series of tests Signup and view all the answers

Which of the following statements accurately describes the concept of MULTIPLE HURDLES?

Tests are administered in sequence, requiring passing scores on each to proceed. Signup and view all the answers

What is a common criticism that employees have regarding PERFORMANCE EVALUATIONS?

They feel evaluations are too standardized and do not reflect their individual performance. Signup and view all the answers

What is the primary purpose of conducting a PERFORMANCE EVALUATION?

To validate hiring practices and document decisions regarding employment outcomes. Signup and view all the answers

What is the LIKERT SCALE primarily used for?

Evaluating job performance based on qualitative and subjective responses. Signup and view all the answers

In the context of PERFORMANCE EVALUATION, what does the FORCED DISTRIBUTION METHOD entail?

Categorizing employees into performance tiers defined by senior management. Signup and view all the answers

How do the MULTIPLE CUTOFFS differ from the MULTIPLE HURDLES approach?

Multiple cutoffs require passing scores for each test without order considerations. Signup and view all the answers

What is the use of Taylor-Russell Tables in testing?

To assess the utility of a test that is reliable and valid Signup and view all the answers

Study Notes

Rating Errors

Halo Effect: A rater focuses on one aspect of a person to form a judgement about their overall performance. This can be positive or negative. For example, if someone is perceived as physically attractive it could lead to an overestimation of their performance.
Leniency: Raters consistently rate employees more favorably than they deserve.
Central Tendency: Raters tend to rate most employees in the middle of the scale, avoiding extreme ratings.
Strictness: Raters consistently rate employees more harshly than they deserve.
Most Recent: Raters give more weight to recent performance, ignoring past performance.
Inadequate Information: Raters lack sufficient information about an employee's performance, so they rate them in the middle of the scale.
Contrast Effect: A rater's perception of an employee is influenced by the performance of other employees they have recently assessed. For example, if a rater has just assessed a high-performing employee, the next employee may seem less competent in comparison.

Frame of Reference Training

To ensure fairness and consistency in performance evaluations, supervisors should be trained on how to conduct effective reviews.
Training should cover a clear understanding of the job requirements and the knowledge, skills, abilities, and other characteristics (KSAOs) needed for successful performance.

Bases of Power

In 1959, social psychologists John French and Bertram Raven identified five bases of power:
- Legitimate: Power derived from a person's formal position within an organization.
- Reward: Power based on the ability to provide rewards to others.
- Expert: Power based on specialized knowledge or expertise in a particular area.
- Referent: Power based on the respect and admiration others have for a person.
- Coercive: Power based on the ability to punish others.

Interviewing

Opening the Interview: The first step in the selection interview is to establish rapport with the candidate, set the structure of the interview, and check for knockout factors (questions or criteria that immediately eliminate candidates from consideration).
Halo Effect in Interviews: The halo effect occurs when an interviewer allows one aspect of the candidate's appearance or background to influence their overall rating of the person. For example, physical attributes, perceived similarity, stereotypes, and incorrect assumptions about nonverbal behavior.
Factors Influencing Evaluation: Factors that can influence an interviewer's evaluation include the time of day, the day of the week, how the interviewee is feeling, and knockout factors (questions that determine if the candidate is qualified for the job).
Expanding Talk in Interviews: When an interviewer hasn't heard, listened, or understood something, they should follow up with clarifying questions. Straightforward probes can be brief, such as "How so?", "In what way?", "Tell me more about it.", "Go on.", or "And then what happened?"

Question Types in Interviews

Open-Ended Questions: These put the burden of carrying the conversation on the interviewee, reduce the number of questions the interviewer has to ask, are difficult to answer with pat responses, and allow the interviewee to choose the specifics of what to talk about.
Clarifier Questions: These help to clarify information provided by the interviewee, such as "What is the XYZ Company?"
Disqualifier Questions: These relate to the specific duties and responsibilities of the job, the requirements to handle the job, and determine if the candidate meets the basic qualifications. Examples include: "Do you have a license?", "Are you able to carry 50 lbs from point A to point B?"
Past-/Future-Focused Questions: These either target past experiences or potential future actions. For example, "If you had to discipline employees in the past, how did you go about it?" (Past-focused). Or, "How would you handle a situation where an African American shopper comes up to you, the store manager, and says that he is being followed around the store by the security manager (racial profiling)?" (Future-focused)
Illegal Interview Questions: Questions that are discriminatory and illegal to ask in an interview include:
- Maiden name of a married woman
- If you have ever worked under another name, state name and dates
- Original name of an applicant whose name has changed by court order or otherwise
- Names, addresses, ages, number or other information concerning applicant's spouse, children, or other relatives NOT EMPLOYED by the company
- Of what country are you a citizen?

Psychological Testing

Objective Tests: Multiple choice, true or false, and fill-in-the-blank tests.
Subjective Tests: Essay questions.
Group Speed Test: A test designed to be administered to a large group of people in a short amount of time.
Limitations of Psychological Tests:
- Sloppy test administration
- Unfair rejection of applicants
- Faking responses
- Over acceptance
- Conformity
Aptitude Tests: Measure specific capacities for acquiring particular knowledge or skills.
Intelligence Tests: Measure cognitive ability (intelligence), which is the general capacity for learning and problem solving.
Examples of Tests of Cognitive Ability:
- Group: Wonderlic Personnel Test (WPT)
- Individual:
  - Wechsler Adult Intelligence Scale (WAIS)
  - Stanford-Binet Intelligence Scale (SBIT)
Big Five Personality Factors (O.C.E.A.N.):
- Openness to experience
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism

Test Reliability

Test-Retest: The consistency of test scores over time. Administer a test, then re-administer it at a later point, and correlate the results.
Parallel Forms/Equivalent Forms: The consistency of scores on two different versions of the same test. Administer two forms of the test to a group, and correlate the results.
Internal Consistency/Split-Half Reliability: The degree to which different parts of a test measure the same construct. Administer a test and then divide it in half, and correlate the results.

Test Validity

Content Validity: How well the test covers the knowledge and skills needed for the job.
Predictive Validity: How well the test predicts future job performance. Administer the test to applicants, hire them, and then correlate their test scores with their performance.
Concurrent Validity: How well the test predicts current job performance. Administer the test to current employees and correlate their scores with their performance.
Face Validity: How relevant the test questions appear to the test takers.

Using Tests in Selection

Psychologists developed guidelines on how to ethically use tests in selection.
Tests should be used:
- To ensure that hiring is free of bias and adheres to standardized testing procedures
- With test questions and materials kept secure
- To only share scores with those qualified to interpret them
- With proper research backing up their use
Selection Ratio: The ratio of job openings to applicants (number of job openings divided by the number of applicants).
Taylor-Russell Tables: Used to estimate the percentage of future employees who will be successful on the job if an organization uses a particular selection instrument (test).
Multiple Regression: A statistical technique that uses a series of tests to predict job performance.
Multiple Cutoffs: Each test has a passing score. Applicants must meet or exceed the cutoff scores to be considered for the job.
Multiple Hurdles: Each test has a passing score, and they are administered in a specific order. Applicants must meet or exceed the cutoff scores to proceed to the next test.

Performance Evaluation

Purposes of Performance Evaluations:
- Identify employee training and development needs
- Validate the selection process
- Make and document decisions regarding pay, promotion, demotion, transfer, layoff, or firing
Employee Criticism of Performance Evaluations:
- Employees often prefer not to be told of deficiencies
- Managers sometimes dislike the role of evaluator and are often poorly trained, leading to inaccurate evaluations
- Unions may prefer decisions to be based solely on seniority.
Likert Scale: A rating scale with five or more points, where each option represents a different level of agreement or disagreement. This is very common in business settings.
Forced Choice Method: Raters must choose between two statements that describe an employee, forcing them to make a decision even if they don't strongly agree with either option.
Forced Distribution Method: Employees are ranked into predetermined performance categories, typically with a bell-shaped curve distribution.
Paired Comparisons: Employees are evaluated in pairs. For example, if there are 10 employees, the supervisor would have to make 45 paired comparisons.

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Description

This quiz explores various rating errors that can occur during performance evaluations. Understanding concepts such as the halo effect, leniency, strictness, and more can help improve the accuracy of performance ratings. Test your knowledge on these common biases and enhance your evaluation skills.