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单选题2023-05-23 18:00:40
042 感兴趣题目
cloze Subjectcloze Subjectcloze SubjectHow to Handle a Bad Performance Review Getting a bad performance review can make you feel angry, unappreciated, defeated, and hopeless. But it's not the end of the world. Remember that the way you respond to this appraisal can make all the difference in the next one. Even if you believe that the review is inaccurate and that your boss is completely wrong, you will benefit by reacting in a mature, adult manner. Here are some suggestions: Stay calm. Relax. Breathe. Do not overreact and be objective. Especially, do not say things that will likely be regretted later. Besides, the person giving the performance review may or may not be the one who has written the bad review. * What to Do When Receiving a Bad Performance Review It's best to listen attentively. And make comments or remarks only when asked for them. Besides, during the performance review, you will be given the chance to respond and may disagree. * What to Do After Receiving a Bad Performance Review Don't be intimidated by the bad performance review and want to quit the job; instead, learn from it. Also, if the organization allows their employees to make a written statement on their own behalf, do make one. It is important for the worker to show why she does not agree with the bad performance review; for instance, an employee may express their different understanding and, at the same time, a willingness to comply with any constructive suggestions. * Ways to Improve a Bad Performance Review A way to improve a bad performance review is to set self-reviews, that is, establish performance standards. Another way to improve a bad review is to learn more about what the manager, supervisor, or boss wants or expects from his/her employees. Learning what it was that caused a bad performance review helps to improve professional growth and encourages as well as motivates the worker to do better in order to receive a good review next time.1. What should you do when you are given a bad performance review? (1) A. Argue with your boss.B. Make immediate remarks.C. Stay calm and listen carefully.2. What should you do after you are given a bad performance review? (2) A. Quit your job immediately. B. Insist on making comments. C. Learn from the review.3. What should you do if you disagree with the bad performance review? (3) A. Tell the boss directly that you do not agree with the review.B. Make a written statement on your own behalf if it is allowed.C. Do not express your different understanding in a written statement.4. How do you improve a bad performance review? (4) A. Understand the established performance standards.B. Learn more about what the employee wants or expects.C. Learn what the person who gives the review may think.5. Why should we understand the cause of a bad performance review? (5) A. Because it helps the employee to get promoted immediately.B. Because it encourages and motivates the worker to do better.C. Because it prevents the employee from professional growth.cloze Subjectcloze Subjectcloze Subjectcloze Subjectcloze Subject Organizational Culture and Its Functions Just as individuals have personalities, so, too, do organizations. Individuals have relatively enduring and stable traits that help us predict their attitudes and behaviors. Organizations, like people, can be characterized as, for example, rigid, friendly, warm, innovative, or conservative. These traits, in turn can be used to predict attitudes and behaviors of the people within these organizations. The culture of any organization, although it may be hard to measure precisely, nevertheless exists and is generally recognized by its employees. Organizations have cultures that govern how members behave. Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. It is a set of key characteristics that the organization values. There are seven primary characteristics that capture the essence of an organization's culture. They are: innovation and risk taking, attention to details, outcome orientation people orientation, team orientation, aggressiveness, and stability. Culture performs a number of functions within an organization. First, it creates distinctions between one organization and others. Second, it conveys a sense of identity for organization members. Third, culture facilitates the generation of commitment to something larger than one's individual self-interest. Fourth, it enhances the stability of the social system. Finally, culture serves as a sensemaking and control mechanism that guides and shapes the attitudes and behaviors of employees. The role of culture in influencing employee behaviors appears to be increasingly important in today's workplace. Who receives a job offer to join the organization, who is appraised as a high performer, and who gets a promotion are strongly influenced by the individual-organization “fit”.1. How many characteristics does an organization's culture primarily contain? (1) A. 3.B. 5.C. 7.2. How many functions does the culture perform within an organization? (2) A. 7. B. 6. C. 5.3. What does the word “fit” in the last paragraph mean? (3) A. Match.B. Healthy.C. Illness.4. What is the first function of organizational culture? (4) A. To become the basis for shared understanding.B. To distinguish one organization from another.C. To capture the essence of an organization.5. What is the third function of organizational culture? (5) A. To help make employees more creative in their work.B. To help make employees more obedient in their behaviors.C. To help make employees more committed to the organization.cloze Subjectcloze Subject 
