Differences over a person's race can distort a performance appraisal process as it is not free of race stereotype. However, the race issue in our country has significantly reduced except by a few managers who are really racist and having racial prejudice embedded in their soul.
There are 2 main elements to the birth of racial bias in performance appraisal i.e. race discrimination and secondly, due to perception. Both of these elements are a major challenge in any organisation.
Appraiser tend to think or percieved that workers of their own race are good and deserve high rating than the other races whether or not their thinking are right or wrong. However racial discrimination is more intentional and pretty dangerous.
Race discrimination is where the minority is controlling the power over the majority. There is a tendency that the minority will use performance appraisal as a mean to maintain their existing power in an organisation. The employees of the same feather will definitely get higher ratings than the others. Nepotism, racial prejudice and cronyism are another form of race bias.
In certain organization, reviewers behaving beyond their powers by dictating the managers what rate to give the which staff but giving freedom and autonomy to individual whom they favour. Under the pretext of complying the bell-curved, the reviewer or appraisers exceeded his powers to exploit, dominate, give orders and exerted influence over the appraisers or subordinates. This action created anarchy, chaos, disorder, tension and uncertainty in an organisation.
There is a tendency that some of the staff will be alienated or even prepared to take bold action as a result of injustice in performance appraisal.
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