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

PDF

Language

English

Length of Campus-only Access

None

Access Status

Masters Thesis (Open Access)

Identifier

DP0026653

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