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People Resourcing and Development

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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, i may result in dismalperformance due to misalignment of management duties. Fr instance, tme for overseeing of organizational functions may reduce, terefore exposing the organization to functional problems. Mnagers, wo are at some point classified as employees, my be demotivated rather than motivated by the task owing to its demand of time and other resources (Alexander 2006, p On may spend about an hour per employee’s performance appraisal.

Terefore for an organization with 100 employees, te manager has to dedicate an approximate 100 hours on the exercise only which may amount to weeks. B the end of the exercise, te manager(s) may be overly tired from the exercise, nt to mention that they are required to multi-task by performing other managerial tasks (Gikungu, Kranja, &hinguri 2014, p In the light of these, tey may dislike their positions as managers due to the stress that comes with being overworked.

overworked manager is likely to develop health complications such as depression or fatigue (Brown & Benson 2003, p In the event that such occurrences emerge, te effects are felt across the organization since alterations in management have to be done, o some functions may slow down. Gnerally, te average output of the organization goes down, ad unnecessary expenses may be incurred for treatment. I a manager suffers from job dissatisfaction caused by factors such as being overworked, tey may not perceive of the task as important and may execute poorly.

Cncisely, tey may end up doing it inconsistently. Fr instance, tey may decide to come up with the appraisals without keeping notes or taking accurate records about the employees as recommended (Durai 2010, p Additionally, tey may rush into the exercise without giving it the attention to details that it requires. Tis occurrence may have overly negative consequences to the manager, eployees, ad organization at large. Frst of all, te resulting performance appraisals may not be realistic and may see deserving employees demoted or undeserving ones (Rout &Omiko p Apart from individual. ..

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