As a Manager for a company, Ali was generally well regarded by most of his work. Ali was an easygoingindividual who tried to help his employees in any way he could. If a worker needed a small loan untilpayday, he would dig into his pocket with no questions asked. Should an employee need some time off toattend to a personal problem, Ali would not dock the individual's pay; rather, he would take up the slackhimself until the worker returned. Everything had been going smoothly, at least until the last performance appraisal period. One of Ali'sworkers, Bill, had been experiencing a large number of personal problems for the past year. Bill's wifehad been sick much of the time and her medical expenses were high. Bill's son had a speech impedimentand the doctors had recommended a special clinic. Bill, who had already borrowed the limit the bankwould loan, he had become upset and despondent over his general circumstances. When it was time for Bill's annual performance appraisal, Ali decided, as much as possible to helpBill. Although Bill could not be considered more than an average worker, Ali rated him outstanding invirtually every category. Because the firm's compensation system was heavily tied to performanceappraisal, Bill would be eligible for a merit increase of 10 percent in addition to a regular cost-of-livingraise. Ali explained to Bill why he was giving him such ratings, and Bill acknowledged that his performancehad really been no better than average. Bill was very grateful and expressed this to Ali. As Bill left theoffice, he was excitedly looking forward to telling his friends about what a wonderful boss he had. SeeingBill smile as he left gave Ali a warm feeling.

Discuss case study:

1. agree with Ali's way of evaluating Bill? Why or why not- p?

2. advice Ali to do instead? 3 recommendations to helpAli, improve his evaluation of Bill .

3. From company standpoint, what difficulties might Ali's performance appraisal practices create? 3 difficulties based on this case .

4. Ali do now to reduce the negative impact of his evaluation of Bill?

5. you like working in a company with this sort of performance system? Why or why not?

6. managers required to provide quarterly coaching sessions? Isn't a once-a-year system enough?

7.goal setting will increase employee motivation and performance?

8. consequences Ali's appraisal?

9. five different performance appraisal methods.

10. expectancy theory with regards to the case study.