Strengths One of the strengths of the company’s appraisal system is the motivation and encouragement effect it has on employees. Since the objectives to be achieved are set prior to beginning of the employment, the employee is able to use them as a driving force while doing his job. Thus, the strength of the method is manifested by the fact that employees are motivated with the knowledge that they will be rewarded if they achieve the set goals. This also is an advantage to the company since in the long term it will end up achieving its targets and goals (Kantola, Armstrong & Conley, 2003). The appraisal method applied by Mills Company also aids the company to identify under performers and eliminate them. An employee like Carpenter who is always showed such poor performance might not have been identified had it not been for the appraisal method. With the appraisal method, the company was able to know that Carpenter was not achieving the objectives set for him. This is an advantage to both the company and the employee since any possible losses by the company are minimized. On the other hand, the employee is able to note his or her weak points and find ways of improving on them (Smither, 1998). The appraisal method also facilitates employee growth and development. The Mills Company sets and outlines the expectations and objectives of positions into an agreement before commencement of employment. This can be a growth and development factor as it helps employees strive to reach their full potential. This is a positive implication for both the employee and employer since the former develops professionally while the latter succeeds in its general plan and objectives. Weaknesses In my opinion, one of the main weaknesses the approach has is discouragement of employees. While some other employees might be encouraged to work more and more to achieve their goals, others like Carpenter might just end up being discouraged due the unpleasant experience of having to be supervised always and being forced to work hard to achieve set objectives. This is due to the fact that some employees just like dong their job at their own peace and pleasure, which is very harmful to the company’s performance. Discouragement can also be very harmful to the company because with discouraged employees the company is sure to have poor performance, just like the case in Mills Company. In my opinion, the company’s approach might also have created a stressful environment for some of the employees, like Carpenter. With every time being reminded that he still wasn’t improving in his work and having a negative report being produced about him every time and again might also have contributed to his poor performance. Mill Company’s approach is subject to biasness to the fact that it is based on human assessment. Take for example Carpenter’s supervisors, Henry and Crane. The two, with no other consultation, prepared all Carpenter’s reports and assessments. Though not necessary, the supervisors might just have been biased towards Carpenter. This is a very serious weakness of the system since it can lead to lay off innocent employees. The approach is also time consuming and tedious, a feature that reduces its