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,PattiCumbest,andMichaelJenkinsTheperfor manceappraisalprocessis anintegralpartof most,if notall,manager' employeeperformanceevaluationis to enhancetheutilizationof (ligen,Fisher,&Taylor,1979),A studybyLockerandTeel(1977)indicatesthato ver90%oforganizationsreportusingsometype of morerecentstudysuggeststhatformalapprais alsystemsarebecomingincreasinglypopular( CampbellandBarron,1982).Unfortunately,th oughmoreandmoreorganizationsareadoptingf ormalappraisalprocesses,themajorityof thereasonthatavailableperformanceinforma tionis oftennotfedbackto theemployee(Cascio,1987).Moreover,theann ualperformancereviewis oneof themostdreadedtasksbylinemanagersandis oftentreatedasa necessaryevil(BernardinandBeatty,1984).T hedilemmaof managersfeelingthenecessityof preparation,andfewerstillhaveanytraining in ,manymanagers,aswellasemployees, anantagonisticrelationshipbetweenmanagem entandstaff,whichis farfromthedesiredeffectof ,in part,fromtryingtoachievetwofundamentally conflictingfunctionsin a aneffortto combinethesetwofunctions,mostcompaniesan dindividualmanagersstressadministratived ecisionsandneglectemployeedevelopment(Bu shardt,Fowler,andDehnath,1985).

Performance Appraisal: Enhancing Employee Development Through Interpersonal Feedback Stephen C. Bushardt, Patti Cumbest, and Michael Jenkins The performance appraisal process is an integral part of most, if not all, manager's

  Development, Performance, Employee, Through, Appraisal, Performance appraisal, Interpersonal, Enhancing, Enhancing employee development, Enhancing employee development through interpersonal

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