Why might managers resist performance appraisal systems?

Managers may resist performance appraisal systems primarily because they are unwilling to criticize subordinates. This reluctance often stems from a desire to maintain positive relationships with their team members. Many managers find it challenging to deliver critical feedback, fearing that it may create tension or conflict. This hesitation can lead them to avoid engaging fully in the appraisal process, impacting the effectiveness of performance evaluations.

In contrast, the other options present scenarios that typically encourage participation in performance appraisals. For instance, managers who wish to provide feedback, promote employee growth, or guide employees are likely to see appraisal systems as valuable tools for achieving these objectives. Hence, these attitudes are generally associated with a more supportive approach to employee development rather than resistance.