| BIG TEN Sports |
Memo
To: Linda Wang, VP of HR
From: Section 10: Group 2
CC: Alex Jiao, Caroline Willett, Chris Flanagan, Scott Kiriazis, and Sarah Holden
Date: 2/14/14
Re: Case 2 Submission:
1a) Explain why to much contamination and deficiency will reduce the validity of the measure.
Why is reduced validity a problem?
Validity measure.

If we have too much contamination that means we have too much noise in our measure, which means we are wasting our time evaluating unnecessary and irrelevant information. The less noise contained within the measure, the less contamination the measure has. If we have too much deficiency, that means we will be leaving out necessary performance evaluations. We will be leaving out things that actually determine how well we perform. The more dimensions of performance considered in the evaluation, the less deficiency the measure has. Validity is the degree to which our measure assesses all relevant and only relevant aspects of performance, if we have reduced validity, we will not be assessing the job performance of the employees correctly.

1b) Why is important for measures of performance to be specific?
Would a measure that lacks specificity reduce the effectiveness of a performance appraisal?
As a manager how can you tell that a performance instrument is sufficiently specific?

Measures of performance must be specific because they are the degree to which we measure performance. Without specific guidelines the behavioral expectations will not be clear. Also they must be specific because it encourages employees on how they can improve their job performance and it makes it easier to understand how to improve.

If we are not specific in the way we evaluate performance, then the effectiveness of the performance appraisal would not me as accurate as it could be. If we don't use the proper level of specificity, our