As the production supervisor for Sweeny Electronics, Nakeisha Joseph was generally wellregarded by most of her subordinates. Nakeisha was an easygoing individual who tried to helpher employees in any way she could. If a worker needed a small loan until payday, she would diginto her pocket with no questions asked. Should an employee need some time off to attend to apersonal problem, Nakeisha would not dock the individual's pay; rather, she would take up the

slack herself until the worker returned.Everything had been going smoothly, at least until the last performance appraisal period. Oneof Nakeisha's workers, Bill Overstreet, had been experiencing a large number of personalproblems for the past year. Bill's wife had been sick much of the time, and her medical expenseswere high. Bill's son had a speech impediment, and the doctors had recommended a specialclinic. Bill. who had already borrowed the limit the bank would loan, had become upset anddespondent over his circumstances.

When it was time for Bill's annual performance appraisal, Nakeisha decided she was going todo as much as possible to help him, Although Bill could not be considered more than an averageworker, Nakeisha rated him outstanding in virtually every category. Because the firm's com$-$pensation system was heavily tied to performance appraisal, Bill would be eligible for a meritincrease of $10$ percent in addition to a regular cost$-$of$-$living raise.Nakeisha explained to Bill why she was giving him such high ratings, and Bill acknowl$-$edged that his performance had really been no better than average. Bill was very grateful andexpressed this to Nakeisha. As Bill left the offce, he was excitedly looking forward to tellinghis work buddies about what a wonderful boss he had. Seeing Bill smile as he left gaveNakeisha a warm feeling.

Questions

$1.$ From Sweeny Electronics$$ standpoint, what difficulties might Nakeisha's performanceappraisal practices create?$2.$ What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?