【正文】 results, only a subjective guess or feeling about performance. ② Irrelevant or subjective standards. Standards should be established by analyzing the job output to ensure that standards are job related. ③ Unrealistic standards. Standards are goals with motivating potential. Those that are reasonable but challenging have the most potential to motivate. ④ Poor measures of performance. Objectivity and parison require that progress toward standards or acplishment of standards be measurable. Example of measurable standards include quantifiable measures such as 10 rejects per 1,000 units or 10 sales per 100 calls, as well as qualitative measures, such as projects pleted or not pleted. ⑤ Rater errors. Rater errors include rater bias or prejudice, halo effect, constant error, central tendency, and fear of confrontation. ⑥ Poor feedback to employee. Standards and/or ratings must be municated to the employee in order for the performance evaluation to be effective. ⑦ Negative munications. The evaluation process is hindered by munication of negative attitudes, such as inflexibility, defensiveness, and a nondevelopmental approach. ⑧ Failure to apply evaluation data. Failure to use evaluations in personnel decision making and personnel development negates the primary purpose of performance evaluations. The use and weighting of multiple criteria as well as the frequency of evaluation also present problems. 1. In writing about the subject, the author of this passage apparently ___________ . ( A ) gloats over the errors of some supervisors ( B ) slyly introduces the fact that there is no necessity to appraise performance ( C ) wants to share his opinions on how to appraise performance effectively ( D ) remains cautiously optimistic about performance appraisals 2. According to this passage, we may conclude that to result in the success of performance appraisals ___________ . ( A ) supervisors and their subordinates should agree on duties and job standards of the employees ( B ) plans are made for any development that is required when defining the job ( C ) a supervisor might rate all subordinates “fair” ( D ) supervisors have to make decision whether or not they should let their subordinates know the standards of some appraisals 3. The author of this passage would probably agree with which of the following ? ( A ) The traits and degrees of merit must be open to interpretation in order to avoid unclear standards in performance appraisals ( B ) Different supervisors would probably define “quality of work ” differently ( C ) The best way to avoid unclear standards in performance appraisals is to rank employees instead of using a graphic rating scale ( D ) We don’t need to develop and include descriptive phrases to define each trait. 4. By “ halo effect ” the author means ___________ . ( A ) the tendency to allow individual differences to affect the appraisal rates employees receive ( B ) the problem that occurs when a supervisor has a tendency to rate all subordinates either high or low ( C ) the tendency to rate all employees average ( D ) the influence of a rater’s general impression on ratings of specific rate qualities 5. In this passage , the author implies all the following aspects which would probably present problems on performance appraisal except that ___________ . ( A ) some supervisors tend to rate all their subordinates consistently high ( B ) some supervisors tend to rate all their subordinates consistently low ( C ) an employee’s previous performance can also affect how his or her current performance is perceived ( D ) a job description often isn’t sufficient to clarify what the supervisors want their subordinates to do. answer: 1. C 2. A 3. B 4. D 5. B 17 / 1