QUESTION 1Based on your view of the objectives of performance appraisal, evaluate the perspectives on performance appraisal presented by managers. The evaluation process begins with assessment. After evaluation comes reward and encouragement for effort and ability. There are many problems in the evaluation system that have been presented by managers. The problem that arises is its ability to motivate, push an employee out of the company or simply maintain stability. Based on this case study, we can see that one of the flaws is that emotion can affect the evaluation process. If a manager has just had a problem with their employees, anger and frustration could cause a good employee to receive a poor rating on their evaluation. The evaluation process also allows dishonesty to enter. For this case study, Tom, one of the managers became angry with one of his colleagues and he still felt angry when he filled out the evaluation forms. His frustrations with this guy make him biased in the evaluation. In this case, a manager gave an employee a good rating even though her work was not up to par. His reasoning was that the employee was going through a difficult time and this note would help her get through it. Additionally, according to one study, when managers sit down to evaluate a person's performance over the past year, they will only be able to remember and actively use 15% of the performance actually observed. The evaluation is very important because it will become part of their permanent written record which will affect their career. I once worked for a company where I was evaluated by my supervisor. And one day we argue because he always asks me to do work that he can do himself, like photocopying documents. He is not responsible...... middle of paper ...... plus, performance reviews also create communication deficits. If low-performing employees are fired without giving them the opportunity to improve, it will be unfair. They can take legal action due to the dismissal. The other advantage of the system is to communicate a strategic vision. Employee goals should be the same and linked to the strategic goals of the organization. 1-506675.html http://www.termpaperwarehouse.com/essay-on/The-Politics-Of-Performance-Appraisal/45034http://www.le.ac.uk/oerresources/psychology/individualsatwork/unit5/page_02 .htm http://www.whatishumanresource.com/objectives-of-performance-appraisal https://www.mcc.edu/hr_protected/pdf/articles_performance_appraisals.pdfhttp://www.whatishumanresource.com/objectives-of-performance -assessment