Rater Bias And Halo Effect

Using the forced-ranking system allowed the DaVita Dialysis organization to improve upon the method used to evaluate the actual performance of recruiters and recruited employees. This is the second step to the control process, in which the actual performance is measured with enough accuracy to differentiate between the reality and the original plan (Lombardi, 2007). Management must evaluate others on an individual bases and compare the results to the evaluations of other employees (Lombardi, 2007).

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

When the people hear the word war they think of guns, soldiers, and death. The world war 1 was a total war for North Carolina, even before the United States declared war on Germany in April 1917. When America entered the conflict, there was a good outburst of patriotism. The response to the patriotism, the American’s went for the military service. America’s numbers however were to small to build the army that they needed to fight in the war. In this essay about the steps America took on the homefront to prepare to fight World War 1, you will learn about the drafts, the raise in the army with the public and how they got their men. The last thing you will learn about in this essay is about the Zimmerman Telegram.

Known as one of psychology oldest phenomena, the Halo Effect is a study that can have a variety of outcomes depending on a person's judgement. It is considered a phenomena that many have used on a daily basis without realizing it in terms views of politicians and celebrities. Developed by Edward Thorndike in 1920, the main concept of the Halo Effect is how a person's see an idea, person, or thing firsthand. Also known as the "physical attractiveness stereotype", the Halo Effect is the tendency for someone to favor another person based on physical appearance than overall personality (Standing, 2004). A relatable example of the Halo Effect in terms of Standing's definition can be the typical High School Football's star.

The annual turnover rate among health care employees is startling. Some turnover is unavoidable: people get married, move away, go back to school or retire. However, other types of turnover are preventable. According to the Human Resource Management Association, 20.4 percent of health care employees (one in five) quit their jobs every year. The number easily exceeds the

For example, they could be motivated to come to work because there is no bias. However, if he doesn’t hire Dr. Soysa, the staff would feel discouraged to work. Since they are being judged a lot by the way they appear. They would get the message that in order to achieve more in this hospital I would need to look great for the public eyes. In addition, they would feel that there is no measure to judge their performance and credentials. Employees would feel that there is no diverse body of talent in the workplace.

There is a potential for bias with the appraisal system if the expectations of the appraisal are not understood or communicated clearly by the supervisor and the employee. In addition, if the appraisal system is not used in a fair, consistent manner, from year to year, or from employee to employee, this will lead to resentment between employees, low morale and decreased performance. All employees must be treated fairly and equally in the appraisal process. Supervisors must use a uniform appraisal system and apply it consistently over time.

There are many common errors in judgements, but a few that I have the most experience with are stereotyping, the “halo effect”, and snap judgements (Bethel University, 2013). I think when it comes to stereotyping, we are all guilty of it at some point in our lives. I can remember one time in particular, when I was about 14 years old, that stereotyping actually caused me quite a bit of embarrassment. My friend and I stopped at a gas station one evening, and we saw a man who appeared to be homeless. He was dirty, wearing dingy, old, torn clothes, and digging through a trash can. My friend and I instantly assumed he was homeless, hungry, and looking for something to eat. As we made our way into the store, we decided to buy him a few things to eat. We bought the items, and left the store. The man was still outside, leaned against the side of the building. We walked over to him, handed the bag of snacks to him, and said something to the extent of we’d keep him in our prayers. The gentleman looked a little dumbfounded, and then started to laugh. He handed us the bag of food back, and explained to us that he was not homeless, nor hungry. He had just gotten off of work, and had mistakenly threw something into the garbage can, while waiting on his ride to get there. We were incredibly embarrassed.

Some managers were reluctant in differentiating between their employees and allow any unfamiliar person to evaluate them. Because of this true performer might miss his/her rewards and incentives.

One HR issue this article can be applied to is ineffective performance reviews and training for management. Many companies base their performance reviews around what a manager is doing wrong, but creating a more evidence-based survey focused around specific strengths a manger should excel in helps the corporation to be future-based. Like Google, the company can identify eight characteristics of good mangers and create the survey based around those eight pillars. If a manger is deficient in a certain category they can take classes to strengthen that specific characteristics rather than have to sit through a general training highlighting things they are already good at.

Nisbett and Timothy DeCamp Wilson (1977) in efforts to add supporting evidence to an ideal similar to the Halo Effect. They staged two interviews with participants where the interview in both was a man that had a distinct accent (Nisbett & Wilson,1977). The interviewer in one group was as charming as he could be in his “appearance and mannerisms and accent” (Nisbett & Wilson, 1977). In the other, he was instructed to basically act more strict and harsh to the subjects. The resulting difference in ratings of the interviewer’s personality and other factors by the participants spoke to how people immediately judge someone based on how they presented themselves through multiple characteristics.

The employee turnover in health care industry is very high. In fact in some of the US states, it is double the national average of 15.6%. The statistics related to employee turnover rate are highly alarming and are growing even worse day by day. While on the one hands it would appear that the chief reason behind this phenomenon is the relatively short supply of talented individuals or workers(Jones, 2000). But over time research has identified another important factor behind this phenomenon which is the mismanagement of human resources in health care sector. Limited talent supply coupled with poor human resource management have led to compounding the problem. Due to poor health care workforce management the turnover rate in this sector has remained high. An aging talent pool which is not being replaced at the rate it is depleting has compounded the problems being faced by the health care industry.

Research suggests the “…Halo error inflates within-rater observed correlations between dimensions because the idiosyncratic part of a rater’s overall impression (the halo error) affects ratings on all other rating dimensions” (Viswesvaran, Schmidet & Ones, 2005, p. 111). For example, the avalanche of resumes received at Worldwide Panel LLC for vacancies officials rejected several applicants just by asking them “What is your greatest weakness?”(Kreitner & Kinicki, 2013, p. 202). Another clear example is when one applicant answer was “I’m a perfectionist”, this made interviewers think he was not a good enough delegator and another applicant was too confident in his ability to get the job done well, so they were not chosen for the position (Kreitner

It the most common learner-related issue in reliability is caused by temporary illness, fatigue, a bad day, anxiety, and other physical or psychological factors. These factors may cause an inaccurate measure of the test making as it is not true the ability of the student since he/she is not performing at his/her best.

Job analysis can provide a realistic job preview about what the job will be and therefore reduces early employee dissatisfaction and turnover (Fisher et al., 2003). Job analysis is also important for the assessment of job performance in for example 360 degree feedback since a job analysis can set performance criteria. In this feedback subjective measures are used which are vulnerable to measurement rating errors like halo-effects (Viswesvaran, Schmidt & Ones, 2005). Nevertheless, subjective measures might be very useful to assess organizational effectiveness, especially in relation to HR practices since subjective measures are mainly used to assess HR or organizational outcomes which are more directly related to HR practices (Dyer & Reeves, 1995). Objective measures involve actual percentage figures for sales growth or profitability which measure financial and capital market outcomes and these are more distal and indirectly related outcomes (Dyer & Reeves, 1995).