| Popis: |
The aim of this review is to stimulate discussion about a state-of-the-art understanding of per- 26 formance evaluation: namely, the taken-for-granted benefit of maximal reliable performance 27 evaluation, that is, the benefit of evaluating employees’ performance with high reliability 28 (i.e., large (vs. small) samples of performance observations). So far, the management disci- 29 pline has ignored the evidence-based view that one’s performance is better under unreliable 30 compared to reliable performance evaluation. Drawing on tournament theory, behavioral re- 31 search and real-world sport data, we argue that while reliable performance evaluation boosts 32 only superior employees, unreliable performance evaluation boosts all employees. The mech- 33 anisms that drive inferior and superior employees to perform better when evaluated unrelia- 34 bly substantiate that psychological insight is essential for efficient performance management. 35 Overall, we complement the predominant thinking of performance management by offering 36 innovative insights and implications that are significant for academics as well as for employ- 37 ees and employers. |
