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A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
The horn effect, closely related to the halo effect, is a form of cognitive bias that causes one's perception of another to be unduly influenced by a single negative trait. [ 1 ] [ 2 ] [ 3 ] An example of the horn effect may be that an observer is more likely to assume a physically unattractive person is morally inferior to an attractive person ...
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Performance rating has become a continuous process by which an employer and employees attempt to understand company goals and how his or her progress toward contributing to them are measured. Performance measurement is an ongoing activity for all managers and their subordinates. [4] A performance measurement uses the following indicators:
The opposite of the halo is the horn effect, when "individuals believe (that negative) traits are inter-connected." [ 55 ] The term horn effect refers to Devil's horns . [ citation needed ] It works in a negative direction: if the observer dislikes one aspect of something, they will have a negative predisposition towards other aspects.
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A negative form of the halo effect, called the horn effect, the devil effect, or the reverse halo effect, allows one a disliked trait or aspect of a person or product to negatively influence globally. [36] Psychologists call it a "bias blind spot:" [61] "Individuals believe (that negative) traits are inter-connected."
Behaviorally anchored rating scales (BARS) are scales used to rate performance.BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.
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