题目

PART ONE
Questions 1 – 8

Look at the sentences below and at the five extracts from a book about staff appraisals and feedback on the opposite page .
Which new item (A, B, C ,D or E) dose each statement 1 – 8 refer to ?
For each statement 1 – 8 , make one letter(A, B, C ,D or E) on your Answer Sheet .
You will need to use some of these letters more than once .

Example :
0 Someone has left a competitor to join this company.

0 A B C D E

1 Genuine feedback would release resources to be used elsewhere.
2 Managers are expected to enable their staff to work effectively.
3 Experts are unlikely to facilitate a move to genuine feedback.
4 There are benefits when methods of evaluating performance have been negotiated.
5 Appraisals tend to focus on the nature of the face-to-face relationship between employees and their line managers.
6 The idea that employees are responsible for what they do seems reasonable.
7 Despite experts’ assertion, management structures prevent genuine feedback
8 An increasing amount of effort is being dedicated to the appraisal process.

A
Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking performance. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgement. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates.

B
The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong. Contrary to assumptions appraisal is not an effective means of performance improvement- it is judgement imposed rather than feedback, a judgement imposed by the hierarchy. Useful feedback , on the other hand, would be information that told both the manager and worker how well the work system functioned, and suggested ways to make it better.

C
Within the production system at the car manufacturer Toyota, there is nothing that is recognizable as performance appraisal. Every operation in the system has an associated measure. The measure has been worked out between the operators and their manager. In every case, the measure is related to the purpose of the work. That measure is the basis of feedback to the manager and worker alike. Toyota’s basic idea is expressed in the axiom “bad news first” . Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.

D
In many companies , performance appraisal springs from misguided as assumptions. To judge achievement, managers use date about each worker’s activity, not an evaluation of the process or system’s achievement of purpose. The result is that performance appraisal involves managers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, determining who is “in” and who is “ out”.

E
When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business. No time will be wasted in appraisal . This requires a fundamental shift in the way we think about the organization of performance appraisals, which almost certainly will not be forthcoming from the human resources profession.

答案及讲解

1-5 E C E C D
6-8 B A A

让我们先看一下1到8在说什么。

1.原始性的反馈将会释放出一些对其他地方有用的资源。
2.期望经理们能够使员工们的工作更高效。
3.专家们不可能促使大家由判断转向原始性的反馈。
4.如果能够协商评估工作表现的办法，将会很有益处。
5.评估倾向于集中在雇员和生产线经理满对面的关系上。
6.雇员对自己的所作所为负责的想法看上去是合理的。
7.尽管专家曾经提出主张，但是管理结构仍然使得原始性的反馈难以实现。
8.为评估过程所做的努力不断增加。

然后到A到G之间去寻找相关信息。

1.应该选择E。看开头一句讲：When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business.如果能用真实的反馈取代判断，公司和组织会有更多的时间用在顾客和生意上。
2.应该选G。看最后一句：It is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.管理层的责任是确保员工在表现良好。
3.E。从第一句可以看出，现在暂时还不能。
4.C Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. 经理和员工都明白，是体系，而不是工人直接影响工作表现。
5.D。The result is that performance appraisal involves managers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, determining who is “in” and who is “ out”.结果造成员工表现评估主要考虑经理对员工的判断，而忽略了对表现的真实影像。所以，评估过程变成取悦老板的过程，尤其是见面的时候……
6.B.The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong.从这一句可以看出。
7.A. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates.从这一句里可以找出线索。
8.A.Performance appraisal is on the up and up.Now the practice is even more frequent.从这两句可以看出。