In performance appraisals, what does the term 'bias' typically refer to?

In performance appraisals, the term 'bias' typically refers to the application of personal prejudices during evaluation. This highlights how an evaluator's subjective opinions, preferences, or stereotypes can influence their assessments of an employee's performance. Bias can manifest in various ways, such as favoring certain individuals based on similarities in background or personal beliefs, which may lead to unfair evaluations. Recognizing and mitigating bias is crucial for ensuring a fair and objective appraisal process, as it can significantly affect employee morale and development.

The other options relate to different aspects of performance evaluation but do not directly define bias. For instance, using numerical scores only pertains to a measurement technique rather than to the subjective nature of bias. Consistency in rating methods addresses the reliability of the appraisal process but does not tackle the influence of personal prejudices. Lastly, focusing on team performance over individual accomplishments shifts the evaluation criteria without addressing the potential for biased judgments. Thus, the correct understanding of bias in this context centers on the personal prejudices that can distort the evaluation process.