![国家开放大学2022年秋《管理英语4》单元自测5[答案]](/uploads/allimg/240109/d27c66d137fff27247bb7e5babdb8a31.jpg)
正确答案:B
单元自测5（10分）试卷总分:100 得分:100
一、选择填空题（每题10分，共5题）
1.— Haven't seen you for ages. What are you busy doing now?
— ____________
A.Yes ,long time no see.
B.Yeah, thanks for coming.
C.I am working part time in a bookstore.
2.— Over-the-top? You mean…
— ____________
A.Well, sometimes your co-workers feel that you are too loud.
B.No, I don't.
C.Thanks a lot.
3.At a rough ________, we will take another four weeks to finish this plan.
A.estimate
B.value
C.account
4.Good work ________ good pay.
A.deserves
B.requests
C.deserts
5.Wendy suggests that we ________ tomorrow.
A.shall go
B.should go
C.will go
6.二、阅读理解：根据文章内容，判断正误（共50分）。
Performance Management and Performance Appraisal
Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively. ?Performance management helps employees to develop their understanding, knowledge and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction. It is a vital part of any quality human resource system.
Every enterprise wants and should expect high performance from each employee.The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success. Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by:
●identifying the critical positions
●determining the most important competencies for those positions
●providing the education, training and feedback required by employees
●holding each person accountable for their results
The key to the performance management process is ‘performance appraisal'. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards. It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals and job aspirations.
To be effective, a performance appraisal needs to have a set of agreed criteria that will be the basis of feedback as well as of setting future goals. Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review.
?
操作提示：正确选T，错误选F。
Performance management is a very important part of any quality human resource system. 1
2. The aim of performance management is to punish the unqualified employees. 2
3. An enterprise can be better placed to meet competitive challenges by providing the education, training and feedback required by employees, for example. 3
4. Every enterprise can expect high performance from each employee. 4
5. “Performance management” is also called “performance appraisal”. 5
(1).__1__
A.T
B.F
(2).__2__
A.T
B.F
(3).__3__
A.T
B.F
(4).__4__
A.T
B.F
(5).__5__
A.T
B.F
国家开放大学2022年秋《管理英语4》单元自测5[答案]历年参考题目如下：
国开22年春《管理英语4》Unit 1 形考成绩_单元自测1（10分）[答案]
试卷总分:100 得分:100
一、选择填空题（每题10分，共5题）
1.— I think things have been a bit difficult for us the last couple of months.
—__________. We've been working hard, but still getting behind.
A.You're right
B.I'm afraid
C.?I don’t think so
2.— Could you give us a speech on management functions some day this week?
—________________.
A.That'a good idea
B.No, I already have plans
C.I'd love to, but I'm busy this week
3.The responsibilities in handbook ______ that managers have to be concerned with efficiency and effectiveness in the work process.
A.imply
B.indicate
C.interrupt
4.______ managers spend most of their time in face-to-face contact with others, but they spend much of it obtaining and sharing information.
A.Not only
B.Do not only
C.Not only do
5.?AT&T found that employees with better planning and decision-making skills were ______ to be promoted into management jobs.
A.more likely
B.more like
C.more unlikely
6.二、 阅读理解：根据文章内容，判断正误（ 共 50分）。
Who Killed Nokia?
Nokia executives attempted to explain its fall from the top of the smartphone pyramid with three factors: 1) that Nokia was technically inferior to Apple, 2) that the company was complacent and 3) that its leaders didn't see the disruptive iPhone coming.
It has also been argued that it was none of the above. Nokia lost the smartphone battle because of divergent shared fears among the company's middle and top managers which led to company-wide inertia that left it powerless to respond to Apple's game.
Based on the findings of an in-depth investigation and 76 interviews with top and middle managers, engineers and external experts, the researchers discovered a culture of fear due to temperamental leaders and that frightened middle managers were scared of telling the truth.
The fear that froze the company came from two places. First, the company's top managers had a terrifying reputation. Some members of Nokia's board and top management were described as “extremely temperamental” and they regularly shouted at people “at the top of their lungs”. It was very difficult to tell them things they didn't want to hear. Secondly, top managers were afraid of the external environment and not meeting their quarterly targets, which also impacted how they treated middle managers.
Top managers thus made middle managers afraid of disappointing them. Middle managers were told that they were not ambitious enough to meet top managers' goals.
Fearing the reactions of top managers, middle managers remained silent or provided optimistic, filtered information. Thus, middle managers directly lied to top management.
Worse, a culture of status inside Nokia made everyone want to hold onto vested power for fear of resources being allocated elsewhere if they delivered bad news or showed that they were not bold or ambitious enough to undertake challenging assignments.
Beyond verbal pressure, top managers also applied pressure for faster performance in personnel selection. This led middle managers to over promise and under deliver. One middle manager told us that “you can get resources by promising something earlier, or promising a lot. It's sales work.”
While modest fear might be healthy for motivation, abusing it can be like overusing a drug, which risks generating harmful side effects. To reduce this risk, leaders should coordinate with the varied emotions of the staff. Nokia's top managers should have encouraged safe dialogue, internal coordination and feedback to understand the true emotion in the organization.
?
操作提示：正确 选 T ， 错误选 F 。
1. ?Nokia lost the smartphone battle because its technology is not as good as that of Apple.
2. ?Nokia's middle managers were frank to tell the truth, but the top ones didn't listen to them.
3. ?Nokia's top managers were too moody to hear anything good but harsh.
4. ?Middle managers in Nokia delivered results more than they promised earlier.
5. ?Nokia's top managers should have had better conversation techniques to encourage internal coordination and truth.
(1).
A.T
B.F
(2).
A.T
B.F
(3).
A.T
B.F
(4).
A.T
B.F
(5).
A.T
B.F
国家开放大学2022年秋《管理英语4》单元自测5[答案]相关练习题：
在物业行政主管部门指导下，由物业内的业主选举的成员组成的、代表和维护业主合法权益的自治管理组织是（ ）。
下列属于个体评价方法中的事实记录法的是（ ）。
猪喘气病的主要物质征性病理变化是（ ）
Your full cooperation in this respect will be highly____.
（）直接影响声音数字化的质量。
函数调用可以______。
某基础的埋深d=1.5m,基础面积为bXl=1.25mX2m,地面处由上部结构传来荷载为200kN,基底上下均为黏土,土的重度γ=18.1kN/m3,饱和重度为19.1kN/m3,地下水位在基底下1.0m处.基底中心点下面3.0m处的自重应力、附加应力分别为( )
3、项目建设规模 4、市场预测
2，受到处分后，对所犯错误有深刻认识，并能积极改正，且学习态度有明显改进，学习成绩显著提高，毕业时，平均成绩在本专业排名位列前30%（含30%）的。
资产阶级多党制最初产生于()
用人单位享有的法定解除权，在《劳动法》中规定的情形包括（ ）。
干烧鱼一条，成本是16元，成本燃料率是3％，成本毛利率是70％，该菜售价是（ ）
常见的或有事项主要包括（ ）。
流域的上游修建引水工程后，使下游实测资料的一致性遭到破坏。
普通粘土砖墙的砌筑，应选用（ ）。
国家创新体系的四个基础不包括（ ）
《环境保护法》规定的行政处罚包括（）
现行《抗震规范》将建筑物抗震设防类别分为（ ）
ADC的分辨率一般用输出的（ ）位数来表示。
第四次作业问题8
