A. additional B. affect C. aptly D. assimilate
E. circulation F. closely G. consistent H. enthusiasm
I. identify J. impact K. penalty L. reward
M. simplifying N. suspending O. vulnerable
Some performance evaluations require supervisors to take action. Employees who receive a very favorable evaluation may deserve some type of recognition or even a promotion. If supervisors do not acknowledge such outstanding performance, employees may either lose their
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and reduce their effort or search for a new job at a firm that will
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them for high performance. Supervisors should acknowledge high performance so that the employee will continue to perform well in the future.
Employees who receive unfavorable evaluations must also be given attention. Supervisors must
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the reasons for poor performance. Some reasons, such as a family illness, may have a temporary adverse
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on performance and can be corrected. Other reasons, such as a bad attitude, may not be temporary. When supervisors give employees an unfavorable evaluation, they must decide whether to take any
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actions. If the employees were unaware of their own deficiencies, the unfavorable evaluation can
pinpoint
(指出) the deficiencies that employees must correct. In this case, the supervisor may simply need to monitor the employees
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and ensure that the deficiencies are corrected.
If the employees were already aware of their deficiencies before the evaluation period, however, they may be unable or unwilling to correct them. This situation is more serious, and the supervisor may need to take action. The action should be
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with the firm"s guidelines and may include reassigning the employees to new jobs,
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them temporarily, or firing them. A supervisor"s action toward a poorly performing worker can
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the attitudes of other employees. If no
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is imposed on an employee for poor performance, other employees may react by reducing their productivity as well.