What type of performance management error involves judges favoring one extreme in their evaluations?

The type of performance management error characterized by judges favoring one extreme in their evaluations is leniency. This occurs when evaluators give consistently high ratings to employees, even when their performance does not warrant such high scores. This bias skews the overall performance assessments and does not accurately reflect an employee's actual contributions or effectiveness.

Leniency can create a host of problems within an organization by masking underperformance and failing to motivate employees to improve. It can lead to dissatisfaction among those who perform well but receive ratings similar to those who do not meet expectations, ultimately undermining the performance management system's purpose.

Understanding leniency helps in designing effective performance evaluations by emphasizing the importance of fair and balanced assessments that reflect true performance levels. This ensures that management decisions, such as promotions and training opportunities, are based on accurate data, fostering a culture of accountability and continuous improvement.