please i need answer with points - answer all questions - i need too much information and details !!!

"There, at last it's finished," thought John Armour, as he laid aside the last of 12 performance appraisal forms. It had been a busy week for John , who supervises a road maintenance crew for the Utah's Department of Highways. 3. In passing through John 's district a few days earlier, the governor had complained to the area superintendent that repairs were needed on several of the highways. Because of this, the superintendent assigned John's crew an unusually heavy workload. In addition, John received a call from the human resource office that week telling him that the performance appraisals were late. John explained his predicament, but the HR specialist insisted that the forms be completed right away. Looking over the appraisals again, John thought about several of the workers. The performance appraisal form had places for marking quantity of work, quality of work, and cooperativeness. For each characteristic, the worker could be graded outstanding, good, average, below average, or unsatisfactory. As John 's crew had completed all of the extra work assigned for that week, he marked every worker outstanding in quantity of work. He marked Mike Blau average in cooperativeness because Mike had questioned one of his decisions that week. John had decided to patch a pothole in one of the roads, and Mike thought the small section of road surface ought to be broken out and replaced. John didn't include this in the remarks section of the form, though. As a matter of fact, he wrote no remarks on any of the forms. John felt a twinge of guilt as he thought about Ricky Big. He knew that Ricky had been goofing off, and the other workers had been carrying him for quite some time. He also knew that Ricky would be upset if he found that he had been marked lower than the other workers. Consequently, he marked Ricky the same to avoid a confrontation. Anyway," John thought, these things are a pain, and I really shouldn't have to bother with them." As John folded up the performance appraisals and put them in the envelope for mailing, he smiled. He was glad he would not have to think about performance appraisals for another six months. What weaknesses do you see in John 's performance appraisals? What are evaluation problems or errors? If you were a HR specialist for that company what would you do to prevent such problems and weaknesses during evaluation? (30 points)