A Comparison of Two Behaviorally Based Performance Appraisal Systems
Abstract
Formal performance appraisal systems are becoming increasingly common in organizations today. Many companies have abandoned informal and subjective evaluation systems because of the legal risks posed should the company be taken to court of the Equal Employment Opportunity Commission (EEOC). The 1978 Uniform Guidelines, developed by the EEOC, state that any tests in an organization that adversely affect people in a protected class must be shown to be valid. Their definition of test is broad enough to included unstandardized, informal and unscored appraisal procedures, which may be difficult, if not impossible, to validate. In addition, the courts have taken a dim view of appraisal techniques that depend heavily on subjective evaluation, and have specifically condemned procedures based on trait scales (Latham & Wexley, 1981).
Notes
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Graduation Date
1988
Semester
Spring
Advisor
Turnage, Janet
Degree
Master of Science (M.S.)
College
College of Arts and Sciences
Department
Psychology
Degree Program
Industrial Psychology
Format
Language
English
Length of Campus-only Access
None
Access Status
Masters Thesis (Open Access)
Identifier
DP0026653
STARS Citation
Bucklan, Mary Ann Kutcher, "A Comparison of Two Behaviorally Based Performance Appraisal Systems" (1988). Retrospective Theses and Dissertations. 5156.
https://stars.library.ucf.edu/rtd/5156