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In evaluating an employee's performance, it is very common for the rater (manager or supervisor) to make mistakes in their assessment of the employee's performance. Raters make mistakes in judgment because they are human. And also because we are prone to perceptual biases in looking at the data of performance, and the actual behavior of the employee over time.
Your text explains various definitions of a varierty of rater errors. Examples include halo effect, central tendency, latest effect, contrast effect, performance dimension order, status effect and a number of others.
a) Identify 3 of these rater errors and provide a brief definition for each
b) Explain one (1) effective way to minimize or reduce rater errors in performance appraisals
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