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helpful to an employee who may or may not be aware of their performance shortcomings. Tom also had the right view, accuracy is a top priority in a performance appraisal, and true feedback isthe most honest and efficient way to help an employee. Feedback should be utilized to help an employee know where they stand in their work performance, in doing so it can help them in decisions regarding their future in the current position or whether it’s time to consider another. Max described using inflated ratings as a tool to get rid of a poor performer, as Tom and Lynne pointed out, doing so could backfire. A poor performer could interpret these ratings as a reason toseek employment elsewhere- believe they have the tools to success only to find out they are actually ill equipped for the position. All based on an inflated rating designed to remove them. From another point of view, Lynne also is creating complacency amongst his employees by giving boots in performance ratings for encouragement. Encouragement is something that shouldbe offered in a more informal feedback session. Jim and Max, in terms of the expectancy theory are seemingly with intentions of attempting to create an environment that promotes the rewards system.