Which of the following is not a purpose of performance appraisal?
A. Punish employees who are underperforming
B. Help supervisors guide employees to improving performance and advancing in the organization
C. Resolve any ambiguity about job expectations
D. Assure employees that their contributions are noticed
A?
Yes, A.
To determine which option is not a purpose of performance appraisal, let's analyze each choice and eliminate the one that does not align with the typical objectives of performance appraisal:
A. Punish employees who are underperforming: Performance appraisal is not primarily intended as a punitive measure. While it may involve addressing underperformance issues, the main goal is to identify areas for improvement and provide feedback and guidance to help employees enhance their performance.
B. Help supervisors guide employees to improving performance and advancing in the organization: This is a common purpose of performance appraisal. It aims to ensure that supervisors provide constructive feedback and support to help employees improve their performance and potentially progress in their careers within the organization.
C. Resolve any ambiguity about job expectations: Clear communication of job expectations is an essential part of performance appraisal. It helps employees understand what is expected of them and reduces any ambiguity that could hinder their performance.
D. Assure employees that their contributions are noticed: Recognizing and acknowledging employees' contributions is an essential purpose of performance appraisal. It helps motivate employees, boost their morale, and reinforce a positive work environment.
Based on the analysis, the option that does not align with the typical purposes of performance appraisal is A. Therefore, A is the correct answer: "Punish employees who are underperforming" is not a purpose of performance appraisal.