Directions:Read the following text. Choose the best word
(s) for each numbered blank and mark A, B, C, D. In
theory, annual performance review are constructive and positive interactions
between managers and employees working together to attain
1 performance and strengthen the organization. In reality,
they often create division, 2 morale
(士气), and spark anger and jealousy. 3 ,
although the object of the annual performance review is to improve performance,
it often has the 4 result. A programmer
at a brokerage (经济) 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 sound 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 (准则) from
industry analysis, this kind of ordeal (厄运) 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 clear 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 is out. 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 ont. 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 in the year 20 , not worrying about what went into their
files about the past.