I need a response for the following -

Major point of the story/lesson to be learned While there are many lessons to be realized from such a situation, what stood out was that relationships and feedback between employee and supervisor are based on more than tangible and measurable work done by the employee. Intangible factors just as personal bias and background profoundly affect the dynamic between these two parties. The lesson that supervisor Wood can learn is that none of these points listed about her employee, Leslie, should affect how Wood views her job performance. How theory helps explain what is going on There are a few theories that can help explain what is going on here, the first known as Similarity Bias. This is something that an employer can be guilty of when they grade an employee more positively based on how similar they are to themselves or if the employee has similar beliefs. This theory is an issue as while this may be a useful tactic when choosing friends, the place to base similarities and differences is not on one's employees. As I have discussed in the past, a variety of cultures and differences can help to make the workplace a better and more efficient place. The second theory which could be causing Wood to judge Leslie as such is what is know as the Primacy Effect, which is when a person is rated based on something that happened early on, and the employer cannot get rid of this idea about them, although proof shows otherwise. The last theory is the Idiosyncratic Rater Bias. This is when a manager rates their employee highly on skill which they themselves are not good at, and lower on skills they themselves believe they are very good at. (Dynamic Transitions LLP , 2023) As we discussed in Week 2, this is a perfect example of why Self Awareness is crucial to every employee or supervisor in the workforce. The theory of implicit bias, a concept that has been researched and studied for decades and is still being understood and also plays a role here. The former would suggest that people, no matter their background or how aware they are of this concept, act with prejudice or can stereotype others without the intention or awareness of doing so. Their responses can be attributed to many factors. This can be attributed to many factors, as painted in the following example. In 1995 , the "sequential priming" experiment was done in order to evaluate this theory. Subjects were more likely to answer stereotypically about the question asked when they were shown a paper with a word as alluding to what they were about to be asked. Researchers were able to tell what the subject was thinking unconsciously, without having to ask them specifically (Brownstein, 2019). What personal experiences relate While I thankfully do not have a negative personal experience with performance reviews, I have been in a scenario where a co- worker in a higher position then I had an issue with my job performance for reasons of which I was unaware. They would take work that was assigned to me and complete it or make comments regarding how I was an unfit employee for this specific job. While this person was not my manager, disregarding her behavior and comments were sufficient in this area. However, I realize that it is very possible that she may have had some implicit bias towards me that even she herself was not References Brownstein, M. (2019, July 31). Implicit Bias. Retrieved from Stanford Encyclopedia of Philosophy: https://plato.stanford.edu/entries/implicit-bias/\#ImplMeas Dynamic Transitions LLP . (2023). Bias in Performance Review and How To Avoid It. Retrieved from dynamictransitionsllp.com: https://www.dynamictransitionsllp.com/biasin-performance-review-and-how-to-avoid-it/