Stereotype error. Stereotype error occurs when a supervisor has an oversimplifie

Question

Stereotype error. Stereotype error occurs when a supervisor has an oversimplified view of individuals based on group membership. That is, a supervisor may have a belief that certain groups of employees (e.g., women) are unassertive in their communication style. In rating women, therefore, he may automatically describe communication as being “unassertive” without actually having any behavioral evidence to support the rating.13 This type of error can also lead to biased evaluations of performance when an individual (e.g., woman) violates stereotypical norms by working in an occupation that does not fit the stereotype (e.g., assembly of airplane parts).14 This type of error can also result in consistently lower performance ratings for members of certain groups. For example, a study including an identical sample of black and white workers found that white supervisors gave higher ratings to white workers relative to black workers than did black supervisors. In other words, if a white worker is rated, then it does not really matter whether the supervisor is black or white; however, if a black worker is rated, the supervisor’s ethnicity matters because this worker is likely to receive a higher rating from a black supervisor than from a white supervisor.15

Explain Stereo Type Error and the consequences of that error. What training and/or systems would you put in place for the leadership of an organization in order to reduce the impact of that Rater Error on performance management?

Explanation / Answer

The stereotype can be considered as the psychological factor in which an individual imposes certain characteristics into an individual which may be unreal. In a work place the stereotype exits. The leader or the peer team members can underestimate or oversimplify the employee that they are not capable to do any specific task or cannot communicate effectively etc. This can be considered as the stereotype errors.

The stereotype errors are very harmful for the workplace. some of its consequences are discussed.

In the performance management or in the performance appraisal Rater Error on performance management is one among the common errors which the leaders may face. Some of those errors are the Halo effect, leniency error, central tendency error, regency error etc.

Training can be given to the individuals in the leadership position in order to eliminate the rater errors. A standardized performance evaluation tool can be implemented and the leaders can be trained on it so as to evaluate the performed. Specific guidelines and standardization in the performance evaluation can avoid the rater errors.

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