Respond in 3-6 sentences to at least two of your colleagues’ postings in one or more of the following ways:
- Ask a follow-up question relevant to your colleague’s post.
- Suggest an alternate method of communicating performance appraisal results.
- Further explain the benefits or pitfalls of communicating results in the way your colleague described.
- References
Barr, M. A., & Raju, N. S. (2003). IRT-based assessments of rater effects in multiple-source feedback instruments. Organizational Research Methods, 6(1), 15–43.
DeNisi, A. S., & Kluger, A. N. (2000). Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129–139.
Naquin, C. E., & Tynan, R. O. (2003). The team halo effect: Why teams are not blamed for their failures. Journal of Applied Psychology, 88(2), 332–340.
Rynes, S. L., Gerhart, B., & Parks, L. (2005). Personnel psychology: Performance evaluation and pay for performance. Annual Review of Psychology, 56, 571–600
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