Jack Welch retired at the age of 65.（）

判断题

Jack Welch Leading Organizational Change at GE

When Jack Welch，the Chairman and CEO at General Electric （GE）retired in 2001，he could look back at a very successful career.He became CEO in 1981 at the age of 45.At that time，GE had a very complex organizational structure with considerably bureaucratic rules.
One of his first changes was to initiate a strategy formulation process with the guideline that each of the businesses should be number 1 or 2 in their respective areas.If this was not the case，managers had the options of fixing the problem，selling their particular business，or closing it.In an effort to streamline the organization，Welch removed the sector level and eliminated thousands of salaried and hourly employee positions.
The restructuring was followed by changing the organizational culture and the managerial styles of GE's managers.One such program was the Work-Out（群策群力）.Groups of managers were assembled to share their views openly in three-day sessions.At the beginning of the meetings，the superior presented the challenges for his or her organizational unit.Then the superior had to leave，requesting the groups to find solutions to the problems.Facilitators （会议主持人）helped these discussions.On the last day，the superior was presented with proposed solutions.He or she then had three choices：to accept the proposal，not to accept it，or to collect more information.This process put great pressure on the superior to make decisions.
Another program to improve effectiveness and efficiency was Best Practices.The aim was to learn from other companies how they obtained customer satisfaction，how they related to their suppliers，and in what ways they developed new products.This helped the GE people to focus on the processes in their operations that would improve the company's performance.
Jack Welch was personally involved in developing managers at GE's training center in Crotonville.Leaders，Welch suggested，are not only those who achieve results but also those who share the values of the company.

Jack Welch retired at the age of 65.（）

参考答案：对

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1.判断题
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.
“Performance management”is also called “performance appraisal”.（）

参考答案：错

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2.判断题
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.
Every enterprise can expect high performance from each employee.（）

参考答案：错

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3.判断题
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.
An enterprise can be better placed to meet competitive challenges by providing the education，training and feedback required by employees，for example.（）

参考答案：对

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4.判断题
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.
The aim of performance management is to punish the unqualified employees.（）

参考答案：错

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5.判断题
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.
Performance management is a very important part of any quality human resource system.（）

参考答案：对

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6.判断题
The Right Way to Motivate Employees
It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？
Good executives need to give feedback immediately when they are listening to the staff.（）

参考答案：错

点击查看答案解析

7.判断题
The Right Way to Motivate Employees
It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？
When faced with internal problems, good executives find the root of a problem in their executive team first.（）

参考答案：对

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8.判断题
The Right Way to Motivate Employees
It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？
“A one-sided note” refers to the root of PayPal's problem.（）

参考答案：错

点击查看答案解析

9.判断题
The Right Way to Motivate Employees
It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？
It is not professional that PayPal CEO blames his employees not to use PayPal or forget PayPal passwords.（）

参考答案：对

点击查看答案解析

10.判断题
The Right Way to Motivate Employees
It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？
A CEO only needs to be passionate and enthusiastic.（）

参考答案：错

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