Despite peer evaluation being one of the most popular evaluation processes, it faces the following biases.
In inflation bias, the rater may likely balloon the performance of ratee. The rater distorts his rating because of either fear of conflict or empathetic buffering. The rater will not wish to have an interpersonal conflict with his workmate, and he feels difficult to convey negative news. To avoid this bias, a score should be provided for each level of performance (Thompson, 2014, pg 62).
Extrinsic Incentive Bias
The rater is likely to have a negative perception of the ratee’s motivation towards the job. It is likely for the rater to gauge the ratee poorly when it comes to appraising on a pillar of self-motivation. The rater perceives the ratee as an employee motivated by the salary and bonus expected from the company. To reduce the bias, all workers should be trained on how to carry out peers’ evaluation (Thompson, 2014, pg 62).…show more content… In this case, they rate them poorly on the pillar of self motivation. Intrinsic bias can be avoided if all workers are trained on how to be objective in appraising their peers (Thompson, 2014, pg 66).
A peer rater is likely to overrate a workmate whom they have similar traits more positively than a collogue whom they have different traits. To avoid this bias, peers who are so close to each other should not be allowed to rate each other (Thompson, 2014, pg 64).
When a rater knows one positive or negative trait about a ratee, it influences the overall perception of performance. Thus, the rater may not be objective in carrying out an appraisal. To avoid halo, bias a clear score should be provided to guide the rating process (Thompson, 2014, pg