Abstract by author:
The first hypothesis is that the employees whose performance appraisal results are communicated to them are more satisfied with their job, than those who are not. The second is, in organizations where performance appraisal results are communicated to employees, the productivity will be better than organizations that do not communicate appraisal results. These hypothesizes were tested by 82 participants in Windhoek. Seventy-six participants were given questionnaires to fill out and seven were interviewed on the effects of communicating appraisal results to employee with regards to productivity and job satisfaction in organizations. Nevertheless, the results indicated that employees whose appraisal results were communicated to them were to a larger degree satisfied with their jobs and that, organizations that communicate their employees' appraisal results experience productivity more. The limitations and implications of this study will be discussed
Key Words: Performance Appraisal, Communication, Job Satisfaction and Productivity
