Question

Randy, the production manager at a computer hardware manufacturing company, is never satisfied with the productivity of his workers even when they meet or exceed production targets. Hence, he gives equally bad ratings to almost all the factory workers. In the context of performance appraisals, which of the following does this scenario best illustrate?A. Halo effectB. Affirmative actionC. Negative leniencyD. Employee separation

Answer 1

The given scenario clearly illustrates Negative leniency .

Option C

Explanation:

The performance appraisal is a routine analysis of the results of an individual and of a company's total commitment. A performance appraisal, also defined as an «yearly review», "performance review," or "individual appraisal," assesses the ability, success and progress of an employee or its lack of it.

The manager who is neither tough nor easy with rating employees is committed to negative and positive leniency misconceptions. In the performance evaluation process, the employee's unjustified expectations for increases, promotions or tough jobs can be increased by positive leniency.

The worker may be sick of hitting the head against a wall with excessive slowness or toughness/strictness because the manager can not be pleased despite how hard the person tries.

Answer 2

Answer:

Negative leniency

Explanation:

The practice where a manager rates all employees on a poor ratings is called Negative leniency.

This is caused because the manager's expectation of performance is always very high and in most cases unattainable and he also believes that there are always need for improvement.

It can be highly demotivating as employees come to a believe that the manager can never be satisfied no matter how hardworking they can be , and consequently stop giving in his best.