Performance appraisals generally fulfill two functions. The first is to identify individual strengths and weaknesses and to develop action plans for improving performance. The second involves salary or merit adjustments. Why should these two functions be addressed at different times?

Question $41$ options:

It is too much information to discuss at once.

Employees are so eager to learn about a potential raise that they tend to tune out constructive feedback.

Managers tend to spend too much time talking about how the employee can improve his or her performance and not on justifying the salary adjustment.

If employees are upset over a salary adjustment, they will be more willing to listening to ways they can improve.

If the manager is giving employees good news regarding their salary adjustment, they will not have to discuss the employees' strengths and weaknesses.