Sunrise System is a large, multi-specialty provider of health services. Employees in some areas of the organization, includingseveral in HIM, work remotely; coding work is outsourced to a vendor firm. Based on review of quality indicators, Sunrise executive management has announced a strategic initiative to assess and improve teamwork across the organization. In the current performance appraisal system, immediate supervisors rate individual employees annually using a graphic rafing scale; items such as attitude, quality of work, productivity, attention to detail, job knowledge, and attendance are scored. You are part of an appointed task force of unit managers and supervisors charged with providing recommendations for redesign of the current employee performance appraisal system in order to better assess teamwork across the workforce. Read Real-World Case 20.2 in Chapter 20 and answer the two questions below. Real-World Case 20.2 Discussion Questions (2 Questions) 1. Critique the role of immediate supervisor as the sole source of employee performance appraisal data. What, if any, other source(s) would you recommend be included in the redesigned appraisal system to better assess team performance? Justify your recommendation. 2. Given the description of staffing at Sunrise, what challenge(s) do you foresee in training appraisers on use of the redesigned performance appraisal system? Suggest a strategy to address each training challenge you identify