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  3. Performance Evaluation When we are introduced to someone for the first time, we automatically form an impression based on hi

Performance Evaluation When we are introduced to someone for the first time, we automatically form an impression based on hi

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问题                     Performance Evaluation
    When we are introduced to someone for the first time, we automatically form an impression based on his or her appearance, voice, and personality traits.  Right or wrong, these first impressions can be lasting ones. Sometimes we base our evaluations of other people on more substantial evidence—the way they perform their jobs or interact with their co-workers and superiors, for example. Although many of the evaluations we make on a daily basis are not conscious, they still have a significant impact on the way we view the people around us.
    If you’re a manager, your working day involves a series of appraisals. Perhaps you begin by making the rounds of various activities for which you are responsible,  checking on where major pieces of work stand. You chat briefly with your employees, find out what they’re doing.  (8)  .Back at your own desk,  you go through your mail, answering according to what you know about the person you’re addressing. The way you hand out work assignments is also based on what you know about individual employees. You provide instruction,  guidance, and coaching on the basis of each worker’s experience and maturity.
    If you have visitors during the day, you unconsciously size them up and adjust your speech and actions accordingly.  (9)  .If an employee is up for salary review, you decide whether or not he or she merits more money. If there is a vacancy in the department, you weigh the relative qualifications of the available candidates before making your decision.
    These are standard activities for any manager or supervisor, and yet each involves a deliberate act of appraisal. The point here is that performance appraisal is not an occasional or chance occurrence.  (10)  .
    Outside the work environment, of course, the evaluations we make of other may merely determine whether or not we choose them as our friends.  (11)  .These judgments may determine who gets a job, who is given an opportunity for additional training, who gets a raise or a promotion, who is transferred or reassigned, and who is terminated. This is one  reason why performance evaluation skills and techniques deserve the attention that is given.
    The purposes for which performance evaluation are conducted are almost as varied as the techniques that have been developed to gather the necessary data.  (12)  .For example,  employees could be motivated to improve their performance.
    A．In your contacts with your own boss, you organise your material and present your information in a way that will gain his or her approval.
    B．It is an integral part of the manager’s job as it is beneficial to both the one being evaluated and the company per se.
    C．On the basis of your knowledge of each of them, you decide whether or not a particular work item requires your attention.
    D．But there are some objectives that all evaluation systems share.
    E．Few managers would dispute that employees are the company’s most valuable asset.
    F．But the evaluation we make in the context of an employment relationship are far more crucial in terms of outcome.
选项
答案D
解析 前一句是说业绩评估的目的跟收集资料的方法一样不尽相同，而后一句则举出了一个例证。所缺句子应表达在不同中还有相同点。对应D项：但仍有一些目标是各种评估都需要达到的。
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