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  3. Remote work is about more than just working from home—it means working differently. Organizations should reconsider the appropri

Remote work is about more than just working from home—it means working differently. Organizations should reconsider the appropri

admin2022-10-27  93
问题     Remote work is about more than just working from home—it means working differently. Organizations should reconsider the appropriateness of their performance evaluation procedures in light of the shift to remote work. This requires a fundamental rethinking of what organizations expect from employees and what companies would look for in a model employee in a remote work context.
    It is likely that the "first to arrive and last to leave" mentality is no longer relevant, but should be replaced by a regard for the quality of an employee’s contribution to the organization. This means that work should be measured in terms of the quality of the work, not just the quality of the process. As remote work is largely unobservable to supervisors, employers need to think about how they can objectively measure the quality of work in a way that is consistent for employees of similar rank.
    Focusing on output alone can have unintended consequences. Employers should think instead about the values and soft skills they want to emphasize in a remote work environment. Qualities like flexibility and the ability to work under minimal supervision might become critical.
    Much has been written about the importance of timely feedback. In the context of a global pandemic (大流行病) , firms may want to provide additional support to employees by providing more frequent communication. This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how employees are adapting to their new work environment.
    Compensation also needs to be revisited. The purpose of performance evaluation is ultimately to determine how to reward employees for their work. This means that pay structures need to adapt to the reality of working from home. However, organizations also need to be honest with employees about the financial impact of COVID-19.
    For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of non-financial ways to reward employees, like unpaid time off or flexible work schedules. Employers can also consider how to bundle different types of compensation to help employees cope with their unique situations.
What is the author’s suggestion to employers who experience the financial impact of the pandemic?
选项 A、Urging their employees to adapt to the new situation.
B、Rewarding their employees in unconventional ways.
C、Identifying employees who make little contribution.
D、Allowing their employees to look for part-time jobs.
答案B
解析 根据题干关键词employers who experience the financial impact of the pandemic可以将答案定位到最后一段第一句。原文中的struggled to keep the lights on due to the pandemic和题干关键词属于同义替换。最后一段第一句指出，对于因这次疫情而难以维持正常运转的公司而言，这可能意味着要考虑以非财务的方式奖励员工，例如无薪休假或灵活的工作时间安排。也就是说，受疫情影响财务状况不佳的公司可以采取非常规的方式奖励员工，故选项B正确。其他三项原文均没有提及，故排除。
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