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The reverse halo effect occurs when positive evaluations of an individual cause negative consequences. Rater errors pose special problems for the issues of "reliability and validity". [ 37 ] Furthermore, ratings that differ in time may accurately reflect a change in behavior even though this difference would demonstrate an artificial lack of ...
This behavior is only considered social undermining if the person's perceived action is intended to hinder their target. When social undermining is seen in the work environment the behavior is used to hinder the co-worker's ability to establish and maintain a positive interpersonal relationship, success and a good reputation. [2]
The faster the categorization occurs, the stronger the association is between words and/or images that are grouped together (ex. faster categorization of dogs when paired with positive rather than negative words), which would indicate an implicit attitude towards that object. [20]
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The concept of reactivity explains that evaluations meant to assess performance are often rendered futile because they affect employee performances. [2] In other words, many performance appraisals do not accurately measure performance because employees react to being observed and evaluated.
Alternatively, people are more likely to do the opposite when explaining the behavior of an out-group member (i.e., attribute positive behavior to situational factors and negative behavior to disposition). Essentially, group members' attributions tend to favor the in-group.
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