Final answer:
A supervisor is most likely to introduce bias during performance evaluation, due to subjective judgements influenced by personal opinions and feelings. The 360-degree performance appraisals highlight this potential for bias. Strategies to mitigate bias include using objective metrics and maintaining open communication.
Step-by-step explanation:
The supervisor is most likely to introduce his/her own bias during c) Performance evaluation. Performance evaluations often involve subjective judgements about an employee's work, which can be influenced by the supervisor's personal feelings and opinions. Factors such as work overload, difficult work relationships, and ambiguity in role definition can exacerbate this bias. Moreover, assessments such as the 360-degree performance appraisal are subject to biases where ratings can be affected by how employees perceive themselves or how they are perceived by others, causing supervisors to underrate employees with modest feedback ratings. In contrast, task delegation, conflict resolution, and team coordination generally involve more objective criteria and direct outcomes, thus are less prone to supervisor biases.
It's crucial for supervisors to be aware of potential biases such as the actor-observer bias or the team halo effect, which can influence their evaluations. The bias can also stem from the manager's overall style, whether they are bureaucratic, overwhelmed, or consultative. This can possibly affect how they view and assess their team's performance. Strategies to reduce bias include using objective performance metrics wherever possible and engaging in open, two-way communication with team members to ensure a fair assessment.