Question

Lora is a middle manager and has been tasked with completing performance appraisals for her supervisees. One employee in particular produces very high-quality work in a timely fashion and can always be counted on to help others facing tight deadlines. However, his peers see him as abrasive and difficult to work with. When Lora rates this employee, she gives him uniformly high ratings, even in categories related to interactions with other employees. What type of error has Lora made?

Answer 1

The correct answer to this ope question is the following.

The type of error that Lora has made is "the halo effect."

The halo effect is the type of bias that makes our overall impression of an individual, influence the way we perceived other traits of this person. For instance, if he/she has the looks, we tend to consider the other traits of the person as positive, although they are probably not.

In this case, Lora is biased for the productive work this employee performs, and that is why she positively evaluates the other employee's traits in the same way, although the other employees think otherwise.

Answer 2

The correct answer is Leniency or Strictness Error

Step-by-step explanation:

When we talk about Managerial problems in performance appraisal, one error raters should fall into is the Leniency or Strictness Error. It implies giving employees an average rating unusually high or unusually low. Besides, in the case, Lora made the mistake of making a Subjective rating on the employee referred because of the dependability of him at work. Lora dismissed the comments on him not being pleasant to work with. Though, she gave him a high rate.