2. You are the immediate supervisor of an employee who takes her job seriously, delivers work of exceptional quality that way surpasses that of her peers, and has never disappointed in relation to deadlines set for specific work output. She even supports other members of staff in their deliverables and ensures that her knowledge in work-related areas is always current. A challenge with this employee, however, is that she is habitually late for reporting to work. In her performance appraisal by her supervisor, she is given an overall "Box 2," which is a score below the Excellent Box. She responds to her supervisor's rating by promising to withhold enthusiasm, and work at the level of other members of staff unless her rating is improved. As the senior HR manager, you overturn the supervisor's decision, and provide her with the Box 1.

(a) Based on your understanding of best practices in performance management, provide four (4) reasons to support your course of action. (8 marks)

(b) Discuss the usefulness of an understanding of the concepts of goal-setting, control, and self-efficacy judgments towards the practice of performance management (6 marks)

(c) Discuss any three commonly made rater errors (i.e. define and illustrate with an appropriate example), and share how you would go about avoiding such errors in conducting a performance appraisal. (6 marks)