What can be a result of a lack of structured criteria in performance appraisals?

What can be a result of a lack of structured criteria in performance appraisals?

• A. Increased clarity and fairness for employees
• B. Enhanced employee motivation
• C. Potential bias and inconsistency in evaluations
• D. Improved organizational culture

Answer: (C)

A lack of structured criteria in performance appraisals can indeed lead to potential bias and inconsistency in evaluations. When clear, objective standards are absent, evaluators may rely on subjective judgments influenced by personal feelings or unfounded assumptions about an employee's performance. This inconsistency undermines the reliability of the appraisal process, making it difficult to ensure that all employees are evaluated on the same basis. Consequently, some employees may be unfairly favored or penalized based on factors unrelated to their actual job performance. Structured criteria are essential to create a more equitable appraisal process, allowing for fair comparisons and objectives in ratings, which directly supports the principle of meritocracy in the workplace.

A lack of structured criteria in performance appraisals can indeed lead to potential bias and inconsistency in evaluations. When clear, objective standards are absent, evaluators may rely on subjective judgments influenced by personal feelings or unfounded assumptions about an employee's performance. This inconsistency undermines the reliability of the appraisal process, making it difficult to ensure that all employees are evaluated on the same basis. Consequently, some employees may be unfairly favored or penalized based on factors unrelated to their actual job performance. Structured criteria are essential to create a more equitable appraisal process, allowing for fair comparisons and objectives in ratings, which directly supports the principle of meritocracy in the workplace.