Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from CSU-Global online library or the Internet, and provide the full citation at the end. Use APA guidelines to format your references.

1. What are the principal components of an effective performance appraisal system?

2. How can a performance appraisal system effectively address employee-related challenges in the workplace such as performance problems, unsatisfactory conduct, and/or violations of policies?

Review the  Performance Review Process answer the following two questions using the question and answer (Q&A) format; in other words, include the original question along with your response.

– Suppose you’re an employee who’s just been told by your boss that it’s time for your annual review. Suddenly, you’re overcome with a deep sense of dread and foreboding. You think you’ve had a pretty good year but suppose the boss doesn’t see things the way you do.More importantly, how will the boss’s judgment affect the pay raise you’re expecting? If pay for performance means anything, it means that there needs to be some judgment by a person in authority about your performance so they can tie that judgment to decisions about pay.

So I want to help you understand how organizations link pay to performance through performance reviews. In the US, about 90% of all organizations use performance reviews as a basis for pay decisions yet over the last decade, there have been vast changes in how reviews are done and how frequently they are done. At a general level, reviews serve as a basis for management decisions such as whom to promote, whom to let go or how to make adjustments in pay and to provide constructive feedback to help employees improve their performance.