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The purpose of this paper is to introduce, discuss, and analyze the journal article "Behind the Mask: The Politics of Employee Appraisal," by Henry P. Sims Jr., Dennis A. Gioia, and Clinton O. Langenecker. Specifically, it will answer the question "Is it ever appropriate for manager to purposely distort an employee performance appraisal?"
Creating an effective employee performance appraisal often places great stress on a manager, partly because of the politics involved. Managers know they must evaluate the person realistically, and yet, there are certain results from appraisals that can color the employee/manager relationship forever if they come into play. For example, a manager must continue to work with an employee, unless they rate them so poorly they fire the employee, and as such, they must create an ongoing relationship with the employee. If they rate the employee extremely poorly in an area, they may actually alienate the employee, and create friction where there was none before the appraisal. Therefore, a slight distortion of the importance of the poor rating may be necessary to keep the relationship positive, while letting the employee know they have issues that must be addressed. Another problem regarding the appraisal is how it is often tied to ...

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