2. 外语
  3. According to Scott Adams, creator of the comic strip(系列漫画)Dilbert, the annual performance review is "one of the most frightening

According to Scott Adams, creator of the comic strip(系列漫画)Dilbert, the annual performance review is "one of the most frightening

admin2013-02-16  100
问题     According to Scott Adams, creator of the comic strip(系列漫画)Dilbert, the annual performance review is "one of the most frightening and weakening experiences in every employee’s life", Adams’ stories and comic figures poke fun at the workplace, but his characterization of people’s feelings about the annual performance review has its serious side. Although a recent study of 437 companies indicates that effective annual performance reviews can help raise profits, most employees of those companies hate them.
    In theory, annual performance reviews are constructive and positive interactions between managers and employees working together to attain maximum performance and strengthen the organization. In reality, they often create division, undermine morale, and spar anger and jealousy. Thus, although the object of the annual performance review is to improve performance, it often has the opposite result. A programmer at an IT firm was stunned to learn at her annual performance review that she was denied a promotion because she wasn’t a "team player". What were the data used to make this judgment? She didn’t smile in the company photo.
    Although this story might sound as if it came straight out of Dilbert, it is a true account of one woman’s experience. By following a few ideas and guidelines from industry analysis, this kind of ordeal can be avoided.
    To end the year with a positive and useful performance review, managers and employees must start the year by working together to establish clear goals and expectations.
    It may be helpful to allow employees to propose a list of people associated with the company who will be in a good position to assess their performance at the end of the year, these people may be co-workers, suppliers, or even customer.
    Goals should be measurable but flexible, and everyone should sign off on the plan.
    By checking employees’ progress at about nine months, managers can give them a chance to correct mistakes and provide guidance to those who need it before the year is out.
    When conducting the reviews, managers should highlight strengths and weaknesses during the past year and discuss future responsibilities, avoiding punishment or blame.
    In short, when employees leave their performance reviews, they should be focusing on what they can do better in the year ahead, not worrying about what went into their files about the past.
The word "ordeal" in Para. 3 probably refers to______.
选项 A、likelihood of promotion
B、depressive experience
C、poor performance
D、unrealistic expectation
答案B
解析 本题为词义分析题。根据第二段和第三段可知，某一女士没有升职，是因为年终评估说她不具有团队精神，依据就是她在拍全体员工合照时，没有笑。而这真实地发生在某位妇女身上。由此可知，这是一种非常糟糕的事情。这句话说“应该避免发生此类ordeal”。A选项为“晋升的可能性”，C选项为“糟糕的业绩”，D选项为“不切实际的期待”，均与原文意思不符。B选项为“令人压抑的经历”符合原文逻辑分析。此外，ordeal意思为“折磨，痛苦的经验”，更验证了以上分析。因此，B选项为正确选项。
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