MGT 520 DeVry Expert Engineering Inc Intentional Rating Distortion Case Discussion

Module 09: Critical Thinking

Case Study (100 points)

There are a variety of techniques that can minimize performance rater biases. In your textbook, review “Case Study 6-2: Minimizing Biases in Performance Evaluation at Expert Engineering, Inc.” After reviewing the case and considering the course and textbook content, in a 4-5 page paper, not including the cover page and reference page, answer questions #1 and #2 (located at the end of the case study and as follows).

Question #1: Provide a detailed discussion of the intentional rating distortion factors that may come into play in this situation.

Question #2: Evaluate the kinds of interventions you could implement to minimize intentional rating distortion, and its reasons, that you have described. What do you recommend and why?

You will need to include a brief introduction of the case and critically evaluate the current situation of Expert Engineering Inc. It is important to present an in-depth analysis of the case and integrate sufficient support from scholarly resources throughout the assignment. Use suitable headings and subheadings to organize the work in an appropriate manner.

Be sure to support your statements with logic and argument, citing any sources referenced.

Your well-written paper should meet the following requirements:

  • Be 4-5 pages in length, which does not include the title page, abstract, or required reference page, which are never a part of the content minimum requirements.
  • Use Saudi Electronic University academic writing standards and APA style guidelines.
  • Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.
  • Review the grading rubric to see how you will be graded for this assignment.



Chapter 6 PowerPoint slides – Performance Management

Lin, Y.-C., & Kellough, J. E. (2019). Performance appraisal problems in the public sector: Examining supervisors’ perceptions. Public Personnel Management, 48(2), 179–202.

Nxumalo, N., Goudge, J., Gilson, J., & Eyles, J. (2018). Performance management in times of change: Experiences of implementing a performance assessment system in a district in South Africa. International Journal for Equity in Health.


Kwangsu Moon. (2019). Specificity of performance appraisal feedback, trust in manager, and job attitudes: A serial mediation model. Social Behavior & Personality: An International Journal, 47(6), 1–12.

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