An important part of performance management is evaluating performance. When properly executed, performance evaluation helps to increase employee motivation and goal achievement. In reality, performance evaluations can be wrought with error due to evaluators' personal attributions and perceptions. This activity is important because understanding the most common perceptual errors in performance evaluations will help you to minimize their influence on your own evaluations of others' performance, thereby increasing the accuracy, and usefulness, of your evaluations. The goal of this exercise is to demonstrate your understanding of common perceptual errors and how they are exemplified in the workplace Definitions First, read through the common perceptual errors. Then, click and drag each of the definitions of perceptual errors to the correct error. Finally, click and drag each example to the error it best exemplifies. Tendency to provide average ratings Definition Common Perceptual Errors Example Tendency to rely heavily on newest information Consistent tendency to evaluato positively Halo Tendency to evaluate by comparison Leniency Tendency to evaluate specific aspects of performance based on overall impressions Central Tendency Examples Rating an employee's performance Foung Definition Common Perceptual Errors Example Tendency to rely heavily on newest information Consistent tendency to evaluate positively Halo Tendency to evaluate by comparison Leniency Tendency to evaluate specific aspects of performance based on overall impressions Examples Central Tendency Recency Effects Rating an employee's performance too low because the previous person you evaluated was a stellar performer Glying high performance ratings to an employee because you like them Rating all employees performance at or around 3 out of 5 Contrast Effects Rating all employees performance at or above 4,5 out of 5 Basing an employee's annual rating on the previous month's performance Roset