Minimizing Distortions in Performance Data at Expert Engineering, Inc.
Under various engineer titles,veteranengineer Demetri worked for Expert Engineering, Inc. for almost 15 years. He has recently been promoted
to the position of Principal at the engineering firm . The firm’s performance evaluation history is both unique and long. All principals are involved in evaluating engineers because the founders of the firm believed in multiple source evaluation and feedback to prevent favoritism and promote a merit-based culture. At the same time, the firm has a long history of using quality performance appraisal forms and review meetings to better ensure accurate performance evaluations. Several months ago, however, the firm initiated a big hiring initiative of a dozen new engineers, nine of w hom turn out to be graduates from Purdue University, which is
the same university from which Demetri graduated. Indeed, Demetri was active in moving forward the hiring initiative. There is tension and discontent among the other principals, who fear that a time ofunchecked favoritism, biased performance ratings, and unfair promotion decisions is on the rise.
1. Provide a detailed discussion of the intentional rating distortion factors that may come into play in this situation.