2013年12月英語(yǔ)六級(jí)閱讀答案：選詞填空部分（網(wǎng)校第二版）

以下內(nèi)容為2013年12月英語(yǔ)六級(jí)閱讀答案選詞填空部分第二版，由　網(wǎng)校提供，考完試的同學(xué)可以看一下，備考的同學(xué)也可以研究一下考題。希望大家六級(jí)考試順利通過(guò)。

36 enthusiasm

37 reward

38 determine

39 impact

40 additional

41 closely

42 consistent

43 suspending

44 affect

45 penalty

【原文】

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 (36) and reduce their effort or search for a new job at a firm that will (37) 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 attentions. Supervisors must (38) the reasons for poor performance. Some reasons, such as family illness, may have a temporary adverse (39) on performance and can be corrected. Other reasons, such as a bad attitude, may not be temporary. When supervisors give employees and unfavorable evaluation, they must decide whether to take any (40) actions. If the employees were unaware of their own deficiencies, the unfavorable evaluation can pinpoint the deficiencies that employees must correct. In this case, the supervisor may simply need to monitor the employees (41) 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 willing to correct them. This situation is more serious, and the supervisor may need to take action. The action should be (42) with the firm’s guidelines and may include reassigning the employees to new jobs, (43) them temporarily, or firing them. A supervisor’s action toward a poorly performing worker can (44) the attitudes of other employees. If no (45) is imposed on an employee for poor performance, other employees may react by reducing their productivity as well.

【點(diǎn)評(píng)】

本篇文章屬于中等難度。文章出自《Introduction to Business》。全文講述的是工作環(huán)境下，監(jiān)督者如何有效、正確地進(jìn)行績(jī)效評(píng)估。得到正面評(píng)估的職工需要得到肯定、甚至是升職。而面對(duì)負(fù)面評(píng)估，監(jiān)督者也應(yīng)該針對(duì)不同情況，來(lái)采取不同的措施。本文主要講述了作為一個(gè)監(jiān)督者，面對(duì)得到負(fù)面評(píng)估的下屬，應(yīng)該如何正確解決問(wèn)題：如果是一些暫時(shí)性的問(wèn)題，比如：家人生病 造成績(jī)效不高，這種可以得到更正；但是如果是態(tài)度問(wèn)題，就應(yīng)該采取一些額外措施了。另外，針對(duì)一些在評(píng)估之前就意識(shí)到問(wèn)題的職工，可以判斷是否能力不夠，監(jiān)督者是否應(yīng)該指派新的任務(wù)，暫停任務(wù)或者甚至開(kāi)除這些人。

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