In class, we talked about types of performances measurement rating errors. Such as contrast error, and distributional error to mention some. Contrast error is when a rater compares an individual against other employees. Distributional errors tend to use only one part of the rating. Either employees rate high, meddle, or low to the people he or she is rating.
It can be a problem when there is only a few options to choose and you have to rate other people. When there are few options, it forces the employee to give a rate that does not truly reflect the true behavior or measure of work. Sometimes these types of rating do not give enough information regarding how well the people are doing. Hopefully, companies do not rely only on these ratings because it can cause problems between employees.
I think it is sad to know that when people rate you and only have few options to choose from, it makes the whole point of ratings not worth keeping the information. Because it is hard to rate people when there is a limit number of options.
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You gave some great points. I would not like to belong to a company that rated comparatively to other people. No one person is the same and everyone has different talents and abilities. It doesn't show what a person has really done. I would want to be rated on what I accomplished.
ReplyDeleteGreat job on your blog!