Editing Performance appraisal (section)

===Potential benefits===
There are a number of potential benefits of organizational performance management conducting formal performance appraisals (PAs). There has been a general consensus in the belief that PAs lead to positive implications of organizations.<ref name="Pettijohn">{{cite journal |last1=Pettijohn |first1=Linda S. |last2=Stephen Parker |first2=R. |last3=Pettijohn |first3=Charles E. |last4=Kent |first4=John L. |title=Performance appraisals: usage, criteria and observations |journal=Journal of Management Development |date=November 2001 |volume=20 |issue=9 |pages=754–771 |doi=10.1108/EUM0000000006159 }}</ref> Furthermore, PAs can benefit an organization's effectiveness.<ref name="Spinks">{{cite journal |last1=Spinks |first1=Nelda |last2=Wells |first2=Barron |last3=Meche |first3=Melanie |title=Appraising the appraisals: computerized performance appraisal systems |journal=Career Development International |date=April 1999 |volume=4 |issue=2 |pages=94–100 |doi=10.1108/13620439910254713 }}</ref> One way is PAs can often lead to giving individual workers feedback about their job performance.<ref name="Performance appraisal and performance management: 100 years of progress?">{{cite journal |last1=DeNisi, A. S., & Murphy, K. R. |journal=Journal of Applied Psychology |date=2017 |pages=102(3), 421–433}}</ref><ref name="Schraeder"/> From this may spawn several potential benefits such as the individual workers becoming more productive.<ref name="Jenks">{{cite journal |id={{Gale|A10830893}} {{ProQuest|206694339}} |last1=Jenks |first1=James M. |title=Do your performance appraisals boost productivity? |journal=Management Review |date=June 1991 |volume=80 |issue=6 |pages=45–48 }}</ref>

Other potential benefits include:

*Facilitation of communication: communication in organizations is considered an essential function of worker motivation.<ref name="Schraeder"/> It has been proposed that feedback from PAs aid in minimizing employees' [[perception]]s of uncertainty.<ref name="Spinks"/> Fundamentally, feedback and management-employee communication can serve as a guide in job performance.<ref name="Schraeder"/>
*Enhancement of employee focus through promoting trust: behaviors, thoughts, or other issues may distract employees from their work, and trust issues may be among these distracting factors.<ref name="Kanfer">{{cite journal |last1=Kanfer |first1=Ruth |last2=Ackerman |first2=Phillip L. |title=Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. |journal=Journal of Applied Psychology |date=August 1989 |volume=74 |issue=4 |pages=657–690 |id={{ProQuest|614301202}} |doi=10.1037/0021-9010.74.4.657 }}</ref> Such factors that consume [[psychological energy]] can lower job performance and cause workers to lose sight of organizational goals.<ref name="Schraeder"/>  Properly constructed and utilized PAs have the ability to lower distracting factors and encourage trust within the organization.<ref name="Mayer">{{cite journal |last1=Mayer |first1=Roger C. |last2=Gavin |first2=Mark B. |title=Trust in Management and Performance: Who Minds the Shop While the Employees Watch the Boss? |journal=Academy of Management Journal |date=October 2005 |volume=48 |issue=5 |pages=874–888 |doi=10.5465/amj.2005.18803928 }}</ref>
*[[Goal setting]] and desired performance reinforcement: organizations find it efficient to match individual worker's goals and performance with organizational goals.<ref name="Schraeder"/> PAs provide room for discussion in the collaboration of these individual and organizational goals.<ref name="Kikoski">{{cite journal |last1=Kikoski |first1=John F. |title=Effective Communication in the Performance Appraisal Interview: Face-To-Face Communication for Public Managers in the Culturally Diverse Workplace |journal=Public Personnel Management |date=December 1998 |volume=27 |issue=4 |pages=491–513 |doi=10.1177/009102609802700405 }}</ref> Collaboration can also be advantageous by resulting in employee acceptance and satisfaction of appraisal results.<ref name="Cawley">{{cite journal |last1=Cawley |first1=Brian D. |last2=Keeping |first2=Lisa M. |last3=Levy |first3=Paul E. |title=Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations. |journal=Journal of Applied Psychology |date=August 1998 |volume=83 |issue=4 |pages=615–633 |id={{ProQuest|614338480}} |doi=10.1037/0021-9010.83.4.615 }}</ref>
*Performance improvement: well constructed PAs can be valuable tools for communication with employees as pertaining to how their job performance stands with organizational expectations.<ref name="Spinks"/> "At the organizational level, numerous studies have reported positive relationships between human resource management (HRM) practices"<ref name="Schraeder"/> and performance improvement at both the individual and organizational levels.
*Determination of training needs: "Employee training and development are crucial components in helping an organization achieve strategic initiatives".<ref name="Schraeder"/><ref name="Twomey">{{cite journal |last1=Twomey |first1=Daniel F. |last2=Harris |first2=Drew L. |title=From strategy to corporate outcomes: Aligning human resource management systems with entrepreneurial intent |journal=International Journal of Commerce and Management |date=March 2000 |volume=10 |issue=3/4 |pages=43–55 |id={{Gale|A78789240}} |doi=10.1108/eb047408 }}</ref> It has been argued that for PAs to truly be effective, post-appraisal opportunities for training and development in problem areas, as determined by the appraisal, must be offered.<ref name="Selden">{{cite journal |last1=Selden |first1=Sally Coleman |last2=Ingraham |first2=Patricia Wallace |last3=Jacobson |first3=Willow |title=Human Resource Practices in State Government: Findings from a National Survey |journal=Public Administration Review |date=September 2001 |volume=61 |issue=5 |pages=598–607 |doi=10.1111/0033-3352.00130 }}</ref> PAs can be especially instrumental for identifying training needs of new employees.<ref name="Broady"/> Finally, PAs can help in the establishment and supervision of employees' career goals.<ref name="Spinks"/>