Which error occurs when supervisors rate employees they personally favor higher than warranted?

The error that occurs when supervisors rate employees they personally favor higher than warranted is known as the error of bias. This type of bias in performance evaluation happens when an evaluator's preferences, opinions, or relationships with individuals affect their judgments, leading them to assign scores that are not reflective of the true performance or merit of the employee.

This error highlights the importance of objectivity and fairness in performance evaluations, as personal feelings can skew the assessment, resulting in unfair advantages and diminishing morale among other employees who may not receive favoritism.

While the halo effect also involves bias, it specifically refers to situations where a positive impression in one area leads to inflated ratings in other unrelated areas. The error of central tendency occurs when supervisors rate all employees in the middle range to avoid extremes, whereas the error of leniency involves rating all employees more favorably than their performance warrants. Recognizing and addressing the error of bias is crucial for effective supervision and performance management, as it fosters a more equitable environment for all employees.