In the ‘recency error’ of performance appraisal, the rating manager gives?
Recency error is the rater’s tendency to allow more recent incidents (either effective or ineffective) of employee behavior to carry too much weight in evaluation of performance over an entire rating period. This can be extreme on both ends of the spectrum. Either an employee just finishing a major project successfully or an employee may have had a negative incident right before the performance appraisal process and it is on the forefront of the manager’s thoughts about that employee.
?= √(4 × ∛(16 × √(4 × ∛(16 ×…… ∝)) ) )
{(700 ÷ 20) × 40} – 30 × 18 = ?% of 1000
6 × 1.8 × 0.25 × 70 = ? + 9.5
5.45% of 1854 – 37.5% of 1096 = ? – 48% of 630
(3/7 )Of 3360 ÷ 240 + 30 = (?)²
32% of 4080 + 24% of 455 = x% of 4000
[(15)³ × (8)²] ÷ (90 × 6) = ?²
x= √(4 × ∛(16 × √(4 × ∛(16 ×…… ∝)) ) )
1120 / √x = 80 Then x = ?
(26)2 = {(20% of 40% of 18200) ÷ ?} × 1664 ÷ 128