Sexual relationships can impact how people perceive fairness in performance evaluations due to emotions and biases that arise from these relationships. This can lead to unfair outcomes for employees who do not have similar relationships with their supervisors.
The influence of sexual relationships can be seen in various ways when it comes to evaluation processes.
If an employee is having a relationship with his/her superior, they may feel more motivated to perform well since there is a personal connection between them. They might also feel less pressure from the boss because they know each other's personal lives outside work. On the other hand, non-sexually involved employees may feel like they are being treated differently or given unequal opportunities based on the same criteria used to evaluate all workers.
Another factor that affects perceptions of fairness is the existence of favoritism towards one party over another during evaluation time. If one person has a better relationship than others at work due to intimacy, this could cause feelings of resentment among those who don't enjoy such closeness.
Some individuals may experience jealousy as they compare themselves against colleagues who receive preferential treatment due to their bonding activities.
Studies show that managers tend to give higher marks to subordinates whom they find attractive or have had romantic involvement beforehand. In contrast, those without such connections usually end up getting lower grades even though they achieve similar results compared to others. The bias towards certain people makes things unfair when considering promotion decisions and salary increases.
Organizations must take steps to ensure that performance evaluations are objective and fair regardless of interpersonal relations within teams so everyone receives equal opportunities despite any preconceived notions regarding individual relationships or attractions among coworkers.
How might sexual relationships affect perceptions of fairness in performance evaluations?
Sexual relationships within workplace settings may influence individuals' perceptions of fairness in performance evaluations due to various factors such as favoritism, bias, and power dynamics. Favoritism can occur when an employee is given preferential treatment based on their relationship status with the supervisor or manager. This may result in other employees feeling that they are not being treated fairly if they do not have similar access to special privileges.