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Unformatted text preview: The primary goals of performance reviews are to identify individual strengths and weaknesses and develop action plans for improving performance. In contrast, pay reviews assess performance to determine salary or merit adjustments. If performance and pay reviews aren’t separated, employees may tune out constructive feedback on performance improvement in their eagerness to find out how much pay they will receive. Similarly, managers may be “more concerned with justifying their decision than engaging in a meaningful discussion on how the employee can improve his or her performance” (p. 481)....
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This note was uploaded on 06/15/2011 for the course CIS 550 taught by Professor Teller during the Summer '11 term at CSU Dominguez Hills.
- Summer '11