Introduction to Decision Making
The most important idea or aim of the evaluation is to increase performance and consequently efficiency in the future. Performance reviews permit employees to understand where they are at regarding their job performance. Therefore, with that in mind supervisors can get constructive information from employees to help them make the employee's duties more prolific. Performance evaluation sound great in theory but the unusual thing is that evaluations often do not get done the right way. This in turn makes supervisors and employees dislike giving and receiving performance evaluations.
One frequent problem that can happen when supervisors do performance evaluations is something referred to as selective perception. Selective perception is when one’s perceptions are profoundly influenced by what he or she expects to comprehend (Plous, 1993, p.15). For instance, when a supervisor evaluates and does a performance review, he or she already has a mindset on what to expect. In addition, the supervisor may feel that the employee is not managing the job in the appropriate manner.
A second frequent problem could be the hostile media effect. Hostile media effect happens when the supervisor may have heard something about an employee that was not favorable on that particular employee. In other words it is when biased because of something someone has said about someone or something else without first checking the facts out first (Plous, 1993, p.20). With that being said, the supervisor did not check out to determine if the source was reliable, the supervisor accepts what he or she has heard from another individual, which leads the supervisor to have negative view about how the employee may be doing the duties assigned to him.
An example of hostile media effect is that of a waitress and the restaurant manager at a local restaurant did not get along. The waitress was efficient in her work, her...