Ratings accuracy can be affected by Select one: a. Sample size of work product b. Contrast error c. Recency and primacy effects d. None of the options e. All of the above Errors to Avoid Varying standards: employees performing the same or similar jobs should be rated using the same standards. Recency and Primacy Effects: recency effect involves giving more welght to incidents (good or bad) that happened closest to the appraisal date, while the primacy effect involves giving more weight to older events or the first data gathered on an employee. Central Tendency/Leniency/Strictness central tendency involves a tendency to rate all employees as average, while leniency involves rating all employees at the high end of the scale (above average), and strictness involves rating all employees at the low end of the scale (below average) Rater bias: blas of a rater towards or against a specific group distorts ratings Halo/horns effect: a rater scores a candidate high or low in all areas, based on their performance in one area. Contrast erroremployees are compared to each other when the supervisor is rating, rather than being compared to the established standards Similarity/Difference error ratings affected by how similar the employee is to the rater (for example, a rater with an MBA might rate an employee with an MBA higher than an employee without one, even though the education levet isn't an established rating standard.) Sampling error if ratings are being done on a very small sample of an employee's work, a sampling error may occur. For example, an employee's reports maybe 95% satisfactory, but it the sample the supervisor pulled to evaluate all had errors, the rating might be negative for that function, when in reality, the work was almost 100% accurate