Final answer:
Performance appraisals are meetings where supervisors discuss employee performance, with the goal of improvement and reinforcement. Criticisms include a lack of interactive feedback. The effectiveness of these appraisals is debated, but they play a significant role in employee motivation and development. e) Strongly Disagree
Step-by-step explanation:
Performance evaluations, also known as performance appraisals, are a staple within organizations for assessing an employee's job performance. They are documented meetings where supervisors communicate concerns about performance but also positively reinforce good performance. Performance appraisals typically include setting goals and can lead to discussions about performance rewards or consequences. However, a common criticism of this process is that it does not allow for feedback during the evaluation process.
The effectiveness of performance appraisals can be influenced by an organization's culture and the method of appraisal. The 360-degree feedback appraisal is one such method, where an employee is rated not only by their supervisor but also by peers, direct reports, and sometimes customers. Studies like those by DeNisi & Kluger and Fletcher indicate that there is mixed reliability in these appraisals and that they can be improved.
An essential function of these evaluations is to motivate employees to improve performance and competence. Ideal performance appraisals provide opportunities for open dialogue, feedback, and plans for future work. However, the perception that evaluations do not allow interactive feedback could reflect a misuse of the system or a mismatch with the organizational culture. There are suggestions for employees to take initiative in soliciting feedback and using it to improve professionally.