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  3. According to Scott Adams, creator of the comic strip(系列漫画)Dilbert, the annua

According to Scott Adams, creator of the comic strip(系列漫画)Dilbert, the annua

游客2025-04-19  21
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. [br] The annual performance reviews, to be effective, must focus on______.
选项 A、making employees aware of their company’s future goal
B、involving employees in assessing their own performance
C、encouraging employees to achieve better future performance
D、highlighting what responsibilities employees have failed in
答案 C
解析 本题为细节分析题。根据最后一段“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 aboutthe past．”可知，在进行年终业绩考核时，关注重点应是如何让员工在来年做得更好，而不是担心他们过去做得怎样。C选项符合原文意思，D选项与原文意思正好相反。根据第四段“To end the year with a positive and useful performance review，managers and employees must start the year by working together to establish clear goalsand expectations．”可知，为了使年底的业绩评估是一个正面有用的结果，必须让员工树立清楚的目标和预期，A选项符合这个意思。B选项文中并未提及，为干扰项。因此，C选项正确。
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