![]() ![]() This may explain, in part, how individuals who use unethical, abusive, or disrespectful interpersonal behaviors may receive positive performance evaluation reviews. Indeed, in profit-oriented organizations, negative behaviors that would normally decrease performance appraisal results will be disregarded if the employee or manager contributes to the organization’s profitability. In an organization driven by profit, performance appraisal systems will be biased toward individuals who bring in a lot of business or are goal-oriented. Within an organization, I would say that social desirability becomes “organizational desirability,” which refers to behaviors and results that are in-line with an organization’s values. We have talked about external cues and personality traits socially associated with success and how they influence decisions and behaviors toward individuals who display them. Indeed, supervisors conducting employee performance appraisals are as strongly influenced by socially desirable traits and cues as professionals in charge of employee selection. “The devil is more devilish when respected,” a quote from Elizabeth Barrett Browning is associated with the notion of social desirability bias. This phenomenon is not only based on social desirability, but it is also based on profit desirability. Further, the authors found that the leniency in the treatment of unethical acts for employees achieving top sales remains even in the presence of a pattern of previous unethical behaviors and an explicit organizational policy proscribing these unethical acts. Bellizzi & Bristol (2005) report that sales managers are more lenient in disciplining sales representatives’ ethical infractions when representatives achieved top sales. For example, if a manager is extremely goal-oriented, his or her superior may give him/her higher scores on interpersonal leadership behaviors than they should as they are influenced by the fact that the manager is able to bring in contracts and create profit, thereby achieving desired task-related goals. ![]() Social desirability bias in selection or performance assessment is the tendency to rate employees according to socially (or in this case organizationally) desired achievements or traits instead of using objective performance criteria. Cynthia Mathieu, in Dark Personalities in the Workplace, 2021 Social desirability bias ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |