Respuesta :
Answer: In summary, using multiple raters, providing training, and emphasizing data-driven evaluation are effective ways to mitigate the halo effect in performance appraisal.
Explanation:
To control the halo effect in performance appraisal, consider the following methods:
1. Using Multiple Raters to Assess Each Employee:
- Advantage: Having multiple raters reduces the impact of individual biases.
- Explanation: Different perspectives help balance out any halo effect created by a single rater's positive or negative bias.
- Impact: It ensures a more comprehensive and fair evaluation.
2. Providing Training to Raters on Evaluation Techniques:
- Advantage: Educated raters make more informed assessments.
- Explanation: Training helps raters recognize and avoid halo effects, ensuring they evaluate based on specific performance criteria.
- Impact: Improved accuracy in performance ratings.
3. Relying Solely on Gut Instincts of the Rater:
- Disadvantage: Gut instincts can lead to biases.
- Explanation: Raters may unconsciously let positive or negative impressions influence their overall assessment.
- Impact: Increases the likelihood of halo effects.
4. Ignoring Employee Performance Data:
- Disadvantage: Lack of data-driven evaluation.
- Explanation: Ignoring performance data allows subjective biases to dominate.
- Impact: Reinforces halo effects and undermines objective assessment.
In summary, using multiple raters, providing training, and emphasizing data-driven evaluation are effective ways to mitigate the halo effect in performance appraisal.
