Final answer:
Reflected appraisals are focused on perception because they involve how individuals perceive others' views, affecting their reactions and emotions. They are shaped by self-concept and influence responses to feedback in performance appraisals.
Step-by-step explanation:
Reflected appraisals are focused on perception instead of reality because they are rooted in how an individual perceives others' views of them, rather than actual viewpoints. These appraisals are personal interpretations and are influenced by an individual's self-concept and self-esteem. Performance evaluations in organizations are often subject to this phenomenon where feedback effectiveness and reactions to evaluations are shaped by the employees' perceptions, as noted by DeNisi & Kluger (2000). Moreover, 360-degree feedback appraisals can feature a variety of perspectives that may not accurately reflect reality but do contribute to the subjective understanding of performance by both the employee and their peers, as described by Tornow (1993b).
Magda Arnold's appraisal theory also underscores the significance of cognitive appraisals prior to experiencing emotions. How an individual assesses a situation cognitively influences their emotional response and this applies to performance appraisals. A positive perception of feedback can lead to positive emotions and motivation, while a negative perception may lead to stress or demotivation, regardless of the objective truth of the evaluation.