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Ans:- Lets understand the same step by step & please upvote for the efforts. Ans:- 1 In the appraisal process, international rating errors are factors that lead us astray or blind us. "Appraisers must be on the lookout for anything that distorts reality, either favorably or unfavorably," Armstrong warned. These are the ten most common rating errors. Managers and other raters are most likely to get off track in these areas.  Central inclination It's simple, but it's incorrect, to group everyone in the middle performance categories to avoid extremes of good or bad performance. This isn't fair to employees who are putting forth a genuine effort, and it can be discouraging.  Favoritism. Favored or "nice" employees, especially those whom everyone likes, have flaws that are overlooked.  Grouping. Allowing for subpar performance because it is common; "It's something that everyone does."  By association, you are guilty. Someone's worth is determined by the company they keep rather than the work they produce.  The halo phenomenon Allowing one positive work factor to influence your overall performance evaluation.  Having an unforgivable resentment

This is a risky indulgence that could land you in court. Never try to make employees pay for their actions in the past.  The effect of the horns The halo effect is the opposite of the halo effect, which is when you let one negative work factor or behavior color your opinion of others.  Bias Allowing your personal bias to affect the rating. Attitudes and opinions about race, national origin, sex, religion, age, veterans' status, disability, hair color, weight, height, intelligence, and other factors can all contribute to bias.  Recency Only give positive or negative feedback on recent performance. The data should be representative of the entire time period under consideration. You might not remember the entire period if you don't take good notes. "You want to make sure, again, that you're keeping records so that you can adequately describe performance over the course of a performance period," Armstrong said.  The effect of the sunflower To make yourself look good or to be able to give more compensation, give everyone a high rating regardless of performance. _________________________________________________________________ how to minimize international rating distortion Ans:- 1. Raise Rater Bias Awareness Everyone is affected by rater bias, but it usually happens on an unconscious level. This

means that the majority of employees will be unaware of their biases, even if they are having a significant impact on how they rate their coworkers. When it's time for performance reviews, devote some time to educating your employees about the most common rater biases. The first step in reducing bias is to make employees aware of it. 2. Use objective ratings rather than subjective ones. Choose question anchors that ask about observable, objective behaviors when creating your performance review questions. "Rarely or never misses deadlines," for example, is a good example of a top rating. This is more objective and clear than simply saying "Meets Expectations" or "Exceeds Expectations." 3. Lessen Your Reliance on Memory We like to imagine our memory as a museum full of well-preserved accounts of past events. Unfortunately, memory research consistently demonstrates that our memories aren't always accurate, particularly when emotions are involved. The more memory- based performance ratings are used, and the longer back raters must think, the less accurate performance evaluations become. 4. Make 360-degree feedback systems a reality. Even with the techniques described above, there is no way to completely eliminate bias. As a result, relying on a single rater for employee evaluations is never a good idea. Instead, it is best to collect performance ratings from a variety of sources. This provides a more accurate picture of actual performance while reducing the impact of any rater's bias. 5. Keep a close eye on performance feedback data.  By carefully examining performance feedback data, it is often possible to detect rater bias. Keep an eye out for signs of bias when using performance management software. Keep an eye out for:

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 Outliers. Rater bias could be the culprit if an employee's ratings are mostly consistent, except for a single rater who gives much higher or lower ratings. Outliers should be interpreted with extreme caution.  There is little variation in the ratings. Consider whether the strictness, leniency, or central tendency bias is at work if a single rater appears to have the same ratings for everyone he or she reviews.

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