This fact portrays the curse part of performance appraisals in that managers are critical factors in organizations and if their time for important matters in diverted to lesser-deserving issues, it may result in dismalperformance due to misalignment of management duties. For instance, time for overseeing of organizational functions may reduce, therefore exposing the organization to functional problems.Managers, who are at some point classified as employees, may be demotivated rather than motivated by the task owing to its demand of time and other resources (Alexander 2006, p. On average, a manager may spend about an hour per employee’s performance appraisal. Therefore for an organization with 100 employees, the manager has to dedicate an approximate 100 hours on the exercise only which may amount to weeks. By the end of the exercise, the manager(s) may be overly tired from the exercise, not to mention that they are required to multi-task by performing other managerial tasks (Gikungu, Karanja, &Thinguri 2014, p. In the light of these, they may dislike their positions as managers due to the stress that comes with being overworked. A stressed or overworked manager is likely to develop health complications such as depression or fatigue (Brown & Benson 2003, p. In the event that such occurrences emerge, the effects are felt across the organization since alterations in management have to be done, or some functions may slow down. Generally, the average output of the organization goes down, and unnecessary expenses may be incurred for treatment.If a manager suffers from job dissatisfaction caused by factors such as being overworked, they may not perceive of the task as important and may therefore execute it poorly. Concisely, they may end up doing it inconsistently. For instance, they may decide to come up with the appraisals without keeping notes or taking accurate records about the employees as recommended (Durai 2010, p. Additionally, they may rush into the exercise without giving it the attention to details that it requires. This occurrence may have overly negative consequences to the manager, employees, and organization at large. First of all, the resulting performance appraisals may not be realistic and may see deserving employees demoted or undeserving ones exalted (Rout &Omiko 2007, p. Apart from individual
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