What problem does strictness/leniency refer to in appraisals?

The concept of strictness/leniency in appraisals refers to the tendency of evaluators to apply their personal biases when rating employee performance. This can manifest as being overly critical of all subordinates, leading to a general tendency to assess employees harshly, which may not accurately reflect their actual performance.

This behavior can undermine the validity of performance appraisals, as it can create a distorted view of employee capabilities and contributions within the organization. For instance, an appraiser who is excessively strict might overlook positive attributes and accomplishments of their team members, resulting in low morale and potential disengagement.

In contrast, the other options highlight different facets of appraisal issues. Consistently high ratings to all employees indicates a leniency bias, while inconsistency in applying performance standards reflects a lack of objectivity. Finally, missing the long-term view of performance is more about a narrow focus on immediate outcomes rather than strictness or leniency in evaluations. Each of these elements has its implications for performance management, but strictness specifically pertains to the tendency to critically assess all employees without considering their individual contributions fairly.