Bikini waxing is the removal of pubic hair using a special wax, which can be hot or cold, that adheres to hairs and pulls them out when the wax is removed quickly from the skin, usually with a cloth strip. While the practice is mainly associated with women, male waxing is sometimes done to remove men's pubic hair.[1]

A bikini line is the area of the upper leg and inner thigh in which pubic hair grows that is normally not covered by the bottom part of a swimsuit.[2] In some cultures, visible pubic hair in this region is disliked and/or considered embarrassing and so it is sometimes removed.[2] However, some people remove pubic hair that will not be exposed for reasons like aesthetics, personal grooming and hygiene, culture, religion or fashion.

First, appraisal interviews should be well structured and premeditated rather than being looked at as an organizational procedure. As realized in the course of this study, an affective appraisal interview needs adequate planning. Proper planning helps the management formulate good questions to be used during the appraisal interview. When appraisal is taken as a mere procedure, organizations may not take enough time to structure the targets that it needs to attain. As such, organizations are likely to spend many resources on planning the interview and conducting it without much benefit.

Secondly, organizations should use the appraisal interview questions that are clear and objective. The questions should be easy to understand so that appraisees can understand them without any clarifications. The questions should be focused on finding the answers to issues that are relevant to the employee's job responsibility so that the responses received can be used to improve the organization's performance. Personal questions should be minimized and only used only when they can help in generating essential information.

Appraisers should have emotional control so that they can develop good relationship with the appraisees. Emotional interference in the interview process impedes a successful exchange of information between the participants of the interview. The interaction should be based on a mutual understanding, where the social distance between the appraiser and the appraisee is limited. Under normal circumstances, the managers and employees have positive and negative feelings. The measure of an effective communicator is judged based on their ability to control their emotions no matter how much they may be aggrieved with each other.

It is also necessary to set the interview on a date that is favorable to both the employee and the management or the appraiser to give room for adequate and uninterrupted time for the interaction. Employees may have some busy working days that should not be interrupted. Similarly, the appraiser must check his or her schedule to ensure that the interview is set on a date that the participants will fully participate. Organizations should also inform the employee to be interviewed in advance so that he or she is adequately prepared for the interview. Preparation involves brainstorming on the topics that the employee may wish to discuss. The topics normally focus on the employees' career objectives.

Lastly, organizations should ensure that they encourage free and open discussions during the appraisal interview. Open discussions serve as a motivator. It encourages employees to share their challenges and achievements in the organization.

According to the findings of this research, there are three main principles for an effective appraisal interview that clearly come out. First, it is essential to ensure that everything that is written down in the process of the interview is shown to the appraisee and shared in details. The principle is based on the understanding that people receive secrecy with much suspicion. Suspicion should never exist in the course of an interview process as it hinders open discussion between the appraiser and the appraisee. Sharing the recorded information establishes mutual trust among appraisees in the interview process. Appraisees' contribution in discussing the way forward is in itself the essence of the interview. Secondly, it is important for the appraisal report to be finalized in the presence of the appraisee. It enables the appraisees to be a part of the decision-making process as the management charts a way forward. The third requirement is met through provision of room for the self-appraisal. This is the need to have employees given ample time to contribute to the appraisal process not only as a respondent but also as an evaluator and a decision maker.

An organization that considers the key aspects of the interview process that are discussed in this research work is obviously set for good results. The successful appraisal interview is evident from the outcome of the process. The success does not require much effort to assess as it evidently presents itself through an improved performance of the appraisee. The appraisal interview also helps in boosting the relationship between an organization's management and the appraisee. It offers an opportunity for the future consultations in case an employee is exposed to a challenging task. As discussed in this research work, an appraisal interview should benefit the appraisee just as it benefits the organization. This objective is only achieved by use of appropriate skills in the interview process.

General Recommendation for the Future Business Research

Competition remains stiff among organizations as each of them strives for popularity in the market. An organization's relevance will mainly be dependent on its ability to produce goods and services that satisfy its customers' needs. It is necessary for more research to be done on the introduction of technological changes and its impacts on the employees' performance. This is necessary due to the fact that some employees' level of production could be influenced by the emergence of a new technology, with which they are unfamiliar. If that happens to be the case, organizations should consider job rotation and job enrichment as a way of boosting the employee performance.

Organizations should also research on the impacts of job environment on the employees' performance during the appraisal process. Generally, the environment affects the employees' motivation and efficiency at work significantly.