aragonn wrote:
Annual performance reviews are often based on the misconception that employees’ performance is directly related to their pay scales, when in fact pay is usually determined by market forces. While some analysts correctly observe that the real determiner behind performance reviews is the level of objectivity that the manager performing the review is capable of, it is doubtful whether performance reviews have any productive value since objectivity is clearly impossible to achieve when one individual is evaluating another.
Which of the following would it be most useful to know in order to evaluate the author’s conclusion?
A: Whether reviewers factor in the possibility that employees’ motives may be a result of self-interest rather than genuine commitment to their work
B: Whether the reviewer’s motives are also based on the misconception that performance is directly related to pay scales
C: Whether market forces are taken into account by those who conduct performance reviews
D: Whether performance reviews are devoid of subjective parameters of evaluation
E: Whether employees are aware of the real determiner behind performance reviews.
A good question for non native people.
Passage analysis-1. A misconception is presented. PR is not actually related to the pay scale.
2. PR is based on market forces.
3. Real determiner of PR - Level of objectivity ( Objectivity- being unbiased to something, or without prejudice, or prior dislike) of the performance reviewing person.
4. FACT- objectivity ( being unbiased, without prejudice, or prior dislike towards something) is impossible when one evaluates another.
CONCLUSION- PR is doubtful to have a productive value.Question stem analysis- Evaluate the argument.
Though process- So basically the author mentions that the existing PR is based on misconception. Then he says that actual PR is based on the level of truthfulness or unbaised review the manager gives about the employee . That is he says that if level of objectivity that is being true or unbaised is at its highest then PR is the real reflection of the employee's perfomance. But unfortunately AS WE ALL ARE HUMANS AND SO IS THE AUTHOR( I hope ) HE KNOWS AND HENCE SAYS that objectivity is impossible. Therefore , he is unsure whether the PR is actually productive !!!.
Let's negate the conclusion- PR is actually productive/ has a productive value.When will this happen ? GIven that -1. PR is based on the level of objectivity of managers reviewing performaces.
2. Objectivity is impossible ie. Managers cannot be unbiased and have no prejudice.
Do not take into account any other facts. because author already states them being useless.
Lets consider this scenario- We all have our grudges and dislikes and PURE EVIL HATRED towards that one professor ( My hatred cannot be expressed in words ). Now what if the professor knows your hatred towards him and obviously hates you back and wants to get back at you. He decided to grade your papers with poor grades out of hatred. But wait what if the exam papers only have roll no.s or respective student codes and which cannot be obtained from anyone and the professor has no idea what the roll no. of his hated object is. What's he going to do now? Nothing absolutely nothing and hence has to grade according to the real evaluation of the paper. Hence the paper ultimately represents the students' actual performance and graded accordingly. NOW apply this same scenario to the manager and concider the scenario where irrespective of the objectivity what if the output that is the PR of an employee is true and has no impact of objectivity? Then THE PR HAS A PRODUCTIVE VALUE. HAAA!!! where's that author ? mad fellow concluding anything .
SO THE QUESTION TO ASK TO EVALUATE - WHETHER THE PR HAS ANY IMPACT OF THE OBJECTIVITY OF THE MANAGERS?
Answer choice analysis-
A. EMployees' motoves? how on earth does this matter for his/her evaluation?
B. even if they are author has already said that the misconception is useless and hence considering this answer choice is irreleveant.
C. Apply variance test and you will notice that the answer does not impact the conclusion. Because what are the market forces how do they come intp play ? we have no idea !!
D. Here's that poor professor . Wait if i apply variance test he can ruin my life ! so yes this is the answer.
lets apply variance test_ yes the PR is devoid of subjective parameters of evaluation , this means that if the objectivity is impossible the manager has to be devoid of his objectivity and evaluate the emp without prejudice. Look up the dictionary for the meaning of subjective.
E. even if they are aware what are they going to do about it is unkown so cannot use this answer choice.
SO D.
This passage would be a challenge to those who do not understand the meaning of objectivity and the passage as a whole. NO CR IS CHALLENGING IF YOU UNDERSTAND THE PASSAGE. IF YOU UNDERDSTAND THE PASSAGE AND THE QUESTION , APPLY ANY PROCESS SUCH AS POE ETC., YOU WILL GET THE RIGHT ANHSWER. PLEASE UNDERSTAND THE PASSAGE.
P.S- Those who hate lengthy responses PM ME