PSYC 361 Lecture Notes - Lecture 13: Interpersonal Relationship, Impression Management, Transactional Leadership
29 Mar 2017
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Document Summary
Generic cognitive processing model of performance evaluation: observe behavior. Rater observes and/or witnesses performance behaviors of employee: encode information about behavior, store information, retrieve information. Rater categorizes or interprets the meaning of employee performance behavior. Rater memorizes information about performance behaviors of employee. Rater recalls performance behavior information to use in employee evaluation: integrate information rater uses performance behavior information to make a judgment about employee. Miss important behaviors ( you only see when i mess up") See what they want to see (personal biases) Make decision using incomplete information or irrelevant information. Ratings are holistic, and rating on one dimension may bleed into other dimensions. Effect person receives higher ratings than they should. Effect person receives lower ratings than they should. Rater wants to motivate employees - in practice, can actually be demotivating. Rater wants to set a baseline" for improvement - don"t let employees think this is the best they can do and get complacent.
