1-5 E C E C D
6-8 B A A

讓我們先看一下1到8在說什么。

1.原始性的反饋將會釋放出一些對其他地方有用的資源。
2.期望經(jīng)理們能夠使員工們的工作更高效。
3.專家們不可能促使大家由判斷轉(zhuǎn)向原始性的反饋。
4.如果能夠協(xié)商評估工作表現(xiàn)的辦法，將會很有益處。
5.評估傾向于集中在雇員和生產(chǎn)線經(jīng)理滿對面的關(guān)系上。
6.雇員對自己的所作所為負(fù)責(zé)的想法看上去是合理的。
7.盡管專家曾經(jīng)提出主張，但是管理結(jié)構(gòu)仍然使得原始性的反饋難以實現(xiàn)。
8.為評估過程所做的努力不斷增加。

然后到A到G之間去尋找相關(guān)信息。

1.應(yīng)該選擇E。看開頭一句講：When judgement is replaced by feedback in the true sense, organizations will have a lot more time to devote to their customers and their business.如果能用真實的反饋取代判斷，公司和組織會有更多的時間用在顧客和生意上。
2.應(yīng)該選G?？醋詈笠痪洌篒t is management’s responsibility to ensure that the workers operate in a system that facilitates their performance.管理層的責(zé)任是確保員工在表現(xiàn)良好。
3.E。從第一句可以看出，現(xiàn)在暫時還不能。
4.C Both managers and workers are psychologically safe in the knowledge that it is the system- not the worker –that is the primary influence on performance. 經(jīng)理和員工都明白，是體系，而不是工人直接影響工作表現(xiàn)。
5.D。The result is that performance appraisal involves managers’ judgement overruling their staff’s, ignoring the true influences on performance. Thus the appraisal experience becomes a question of pleasing the boss, particularly in meetings, which is psychologically unsafe and socially driven, determining who is “in” and who is “ out”.結(jié)果造成員工表現(xiàn)評估主要考慮經(jīng)理對員工的判斷，而忽略了對表現(xiàn)的真實影像。所以，評估過程變成取悅老板的過程，尤其是見面的時候……
6.B.The notion behind performance appraisal- that workers should be held accountable for their performance-is plausible. However, the evidence suggests that the premise is wrong.從這一句可以看出。
7.A. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measure are conceived hierarchically. Unfortunately, all too many workers suffer from the injustices that this generates.從這一句里可以找出線索。
8.A.Performance appraisal is on the up and up.Now the practice is even more frequent.從這兩句可以看出。