1. Even employees who are rated highly believe that performance appraisals are arbitrary and capricious. How might the typical organization respond to this charge? How might the review process be altered to increase its fairness?
2. In evaluating an employee's poor performance, what is likely to be the manager's first impression about the cause of the poor performance? What factors might lead the manager to adjust this evaluation?
3. How might a manager go about structuring an employee's workday to improve his or her performance?