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In theory, annual performance reviews ar

Freeti2020-05-20  407
问题 In theory, annual performance reviews are constructive and positive interactions between managers and employees working together to attain  1 performances and strengthen the organization. In reality, they often create division,  2 morale, and spark anger and jealousy.  3 , although the object of the annual performance review is to improve performance, it often has the  4 results. A programmer at a brokerage firm was  5 to learn at her annual performance review that she was denied a promotion  6 she wasn’t a “team player” What were the data used to make this  7 . She didn’t smile in the company photo.     8 this story might as if it came straight out of a comic strip, it is a true  9 of one woman’s experience. By  10  a few tips and guidelines from industry analysis, this kind of ordeal can be avoided.   To end the year  11  a positive and useful performance review, managers and employees must start the year by working together to  12 dear goals and expectations.   It may be helpful to allow employees to submit a list of people  13 with the company who will be in a good position to  14 their performance at the end of the year; these people may be coworkers, suppliers, or even customers.   By checking  15 progress at about nine months, managers can give them a chance to correct mistakes and provide  16 to those who need it before the year is out. When conducting the review, managers should  17 strengths and weaknesses during the past year and discuss future responsibilities, avoiding punishment or blame.    18 , when employees leave their performance reviews, they should be focusing on  19 they can do better in the year  20 , not worrying about what went into their files about the past.
选项 2.______ A.heighten B.undermine C.stimulate D.hinder
答案B
解析从上下文可知，这里是将年度绩效评估的理论效果和实际效果进行比较。由create division“制造分裂”和spark anger and jealousy“挑起愤怒和嫉妒”可以看出现实中的年度绩效评估所带来的影响是消极的，故选项A、C排除。hinder“阻碍”，不能与morale搭配使用。因此答案是undermine“逐渐削弱，破坏”。
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