CASE STUDY 6-4 Minimizing Biases in Performance Evaluation at Expert Engineering, Inc. Under various engineer titles, veteran engineer Demetri University, which is the same university from which Demetri worked for Expert Engineering, Inc., for almost 15 years. The graduated. Indeed, Demetri was active in moving forward firm’s performance evaluation history is both unique and the hiring initiative. There is tension and discontent among long. He has recently been promoted to the position of the other principals, who fear that a time of unchecked Principal at the engineering firm. All principals are involved favoritism, biased performance ratings, and unfair promotion in evaluating engineers because the founders of the firm decisions is on the rise. believed in multiple source evaluation and feedback to prevent favoritism and promote a merit-based culture. At the same 1. Provide a detailed discussion of the intentional and time, the firm has a long history of using quality performance unintentional rating distortion factors that may come appraisal forms and review meetings to better ensure accu into play in this situation rate performance evaluations. Several months ago, however, 2. Evaluate the kinds of training programs that could the firm initiated a big hiring initiative of a dozen new engi minimize the factors you have described. What do you neers, nine of whom turned out to be graduates from Purdue recommend and why?