"Performance appraisal too often degenerates into a dishonest annual rituals," who stated this?

Correct option is A

The statement "Performance appraisal too often degenerates into a dishonest annual ritual" was made by Michael Armstrong and Angela Murlis in their work on performance management. They argued that traditional performance appraisals often fail to serve their intended purpose, as they become routine exercises rather than meaningful evaluations.

According to Armstrong and Murlis, the flaws in performance appraisal systems arise due to:

• Lack of authenticity – Many performance reviews are conducted just to fulfill HR requirements rather than to assess real progress.

• Bias and subjectivity – Managers may rate employees based on personal opinions rather than objective performance.

• Lack of follow-up – Employees rarely receive continuous feedback, making annual reviews ineffective.

• Demotivation – Employees may feel disengaged if they perceive the process as unfair or insincere.

They advocated for a more dynamic approach to performance management, suggesting that organizations should shift towards continuous feedback, goal alignment, and employee development rather than relying on outdated annual performance reviews.

Information Booster:

• Michael Armstrong is a leading HR professional and author of books on performance management and reward systems.

• Angela Murlis is an expert in strategic HR and compensation management.

• Their work in reward and performance management has shaped modern HR practices.

• They promoted real-time feedback mechanisms over the traditional annual performance reviews.

• Their research influenced the development of competency-based performance models.

• Many organizations have replaced annual appraisals with quarterly or monthly feedback sessions based on their findings.

Additional Knowledge:

1. Newton and Findlay –

   • These researchers specialize in organizational psychology and HR management.

   • They studied employee motivation and workplace behaviors.

   • However, they did not specifically critique performance appraisals as "dishonest annual rituals."

2. Barlow –

   • Barlow has contributed to HR and employee performance studies.

   • His research covers workplace culture and employee engagement.

   • He did not make the statement regarding the dishonesty of annual appraisals.

3. Grint –

   • Keith Grint is an expert in leadership and organizational behavior.

   • He has written about the inefficiencies of hierarchical performance reviews.

   • While he has criticized performance appraisal systems, this particular statement was not made by him.​