1. Halo Effect
The rater may base of operations the total appraisal on the solid soil or 1 positive character which was constitute out earlier. For e.g. If a mortal is evaluated on 1 character i.e. emotional stability in addition to if he scores really high inwards the example of emotional stability, in addition to therefore the rater may also attain him high scores (marks or grades) for other qualities such equally intelligence, inventiveness etc., fifty-fifty without judging these characteristics.
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2. Problem of Leniency or Strictness
Many raters are also lenient (not strict) inwards their ratings. High scores may live on given to all employees, fifty-fifty if they own got no merit. Also a contrary province of affairs may own got place, where all employees are rated really strictly in addition to really depression scores are given.
3. Central Tendency
Sometimes a rater gives alone middle attain scores to all individuals. Extremely high or depression scores are avoided. This is called Central Tendency.
4. Personal Bias
Performance appriasal is affected past times personal bias of the rater. If the rater has proficient relations amongst the ratee (an employee who is getting rated), he may attain higher scores to the ratee, fifty-fifty though the ratee does non deserve such high scores. So personal bias may Pb to favoured handling for roughly employees, in addition to bad handling to others.
5. Paper Work
Some supervisors complain that performance appraisal is pointless newspaper work. They complain because many times, performance appraisal reports are constitute alone inwards the files. It does non serve whatever practical purpose. In other words, the performance appraisal reports are non used past times roughly organisations. They are conducted simply equally a formality or for the cite sake.
6. Fear of Spoiling Relations
Performance appraisal may also comport upon superior-subordinate relations. An appraisal makes the superior to a greater extent than of a guess than a coach. So, the subordinate may own got a feeling of suspicion in addition to mistrust, virtually the superior.
7. Evaluate performance non person
The rater should evaluate the performance, i.e. output, novel ideas, extraordinary efforts, etc. in addition to non the person. In reality, the mortal is evaluated in addition to non his performance. It should live on noted that failure is an lawsuit in addition to a non a person.
8. Horn Effect
Sometimes the raters may evaluate on the solid soil of 1 negative quality. This results inwards overall lower rating of the item employee. For e.g. "He does non shave regularly. Therefore, he must live on lazy at work."
9. Spillover Effect
In this case, the acquaint performance appraisal is greatly influenced past times past performance. Influenza A virus subtype H5N1 mortal who has non done a proficient project inwards the past times is considered (assumed) to live on bad for doing acquaint work.
10. Latest Behaviour Effect
The rating is also influenced past times the most recent behaviour. The rater may ignore an average deportment during the total appraisal period.
