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  3. Read the following article about the importance of appraising employee performance in a downsized organisation and the questions

Read the following article about the importance of appraising employee performance in a downsized organisation and the questions

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问题     Read the following article about the importance of appraising employee performance in a downsized organisation and the questions on the opposite page.
    For each question(15-20), mark one letter(A, B. C or D)on your Answer Sheet.
                 The Importance of Appraising Employee
                Performance in a Downsized Organisation
    The experts call it "ghost work"; it’s what’s left for the survivors to do when layoffs have cut an organisation’s staff to a bare-bones minimum. Work that still has to get done is reassigned to people who may not have the skills—and certainly don’t have the time— to do it. The strain of "ghost work," the specter of more downsizing and restructuring, the disappointing news that raises and bonuses have been reduced or eliminated this year— they all can combine to make performance-appraisal season particularly stressful for employees and managers alike.
    But even though managers may be tempted to avoid performance appraisals, it’s no time to back away. Done right, performance appraisals can give employees a better understanding of the new and different demands of their jobs in the context of the company’s changing needs. Don’t duck the tough issues, say the experts, but don’t overlook the opportunity to emphasise the future, either. The performance appraisal is a great opportunity to emphasise that employees have a stake in reengineering work processes and helping the company stay competitive in tough times.
    "It’s important in the appraisal process that we let employees know that our dreams for them and for the company aren’t being abandoned; rather, they are being postponed until the company finds a way to adapt to the new circumstances it faces," says Dale Furtwengler, author of The 10-Minute Guide to Performance Appraisals(Mac-millan, 2000)and president of the St. Louis-based consulting firm Furtwengler & Associates. "That way", he says, "we can refocus their talents and energy toward finding solutions."
    No matter what challenges confront the company or the business unit, a manager must avoid the temptation to give all her reports a good review. Malachi O’Connor, vice president of the Centre for Applied Research(CFAR), a management consulting firm with offices in Philadelphia and Boston, believes that managers who give all their reports positive reviews just to avoid trouble are in fact creating it for themselves. Especially if the unit’s results are average or worse, others in the company will know not to trust the consistently good assessments that manager gives. "We know many cases where the evaluations in a person’s file are filled with’ exceeds expectations,’ but they’re not being promoted. It’s because of the more realistic conversation about that person that takes place outside of the evalua-tions," O’Connor says. "That does a disservice to everyone, especially the people not getting the feedback they deserve."
    Performance appraisals can strengthen the organisation. In a downturn, employees’ concern about their own performance is greater than ever, even among the star performers, says Lila Booth, a Philadelphia-area management consultant. In the face of silence about performance, she warns, people are apt to think, "I’m next in line for the ax." Employees need ongoing feedback on performance and on the financial state of the company, she says, to avoid "the fear and fury" such anxiety can cause.
    Patty Hargrave, a human resources specialist at Admini-staff, in Kennesaw, Georgia, agrees. "Especially now during this economic crisis, businesses are scrutinizing what is important and what is not," she writes in a recent blog post. And, while companies may want to weigh the costs versus the benefits of employee performance appraisals, "when appraisals are done correctly—meaning fairly and consistently and for the right reasons—the benefits can be well worth the efforts." Hargrave stresses the importance of keeping the appraisal a two-way conversation. "Employees need to be considered as equal participants in the process, and managers need to place an emphasis on coaching or counseling in order to inspire improvements."
Managers should face performance-appraisals not because
选项 A、it enables the employees to know better of their jobs.
B、it enables the employees to understand the new demands of their jobs.
C、it helps the employees know pay raises in the future work.
D、it helps the employees stay competitive in tough times.
答案D
解析 第二段讲述了公司的经理不管多么不愿意也不应该躲避绩效评估。因为绩效评估可以让员工结合公司需求的变化更好地了解现在的工作与以往的要求有哪些不同，有哪些新要求。绩效评估还可以使员工认识到在重新设置工作的过程中可以获得利益，帮助公司在艰难时期仍保持竞争力。由此可知，A项它使员工更了解自己的工作，正确；B项它使员工了解工作的新要求，正确；C项它使员工知道将来工作中会加薪，由have a stake可知C项也正确；D项它使员工在艰难时刻保持竞争力，与原文表述不符，错误。故应选D项。
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