Many managers describe performance appraisal as the responsibility that they like least. Why is this so? What could be done to improve the situation?

Many managers describe performance appraisal as the responsibility that they like least. Why is this so?

it might be so because managers may feel that performance appraisal is not as productive as other activities, or because they lack the personal skills, or the motivation, to engage in that activity.

What could be done to improve the situation?

Managers should be taught that performance appraisal can be a very effective and productive method for the firm. When workers are praised for their work (when they deserve it), they are likely to be happier in the workplace, and it has been shown by countless studies that happier workers are also more productive.

answer; /// the above statement is (true);

i think the answer to your question is b. directive