Passage Two
Questions 51 to 55 are based on the following passage.
Remote work is about more than just working from home--it means working differently.Organizations should reconsider the appropriateness of their performance evaluation procedures in light of shift to remote work. This requires a fundamental rethinking of what organizations expect from employees and what companies would look for in a model employee in a remote work context.
It is likely that the “frst to arive and last to leave” mentality is no longer relevant, but should be replaced by a regard for the quality of an employee's contribution to the organization. This means that work shoul be measured in terms of the quality of the work, not just the quality of the process. As remote work is large unobservable to supervisors, employers need to think about how they can objectively measure the quality of work in a way that is consistent for employees of similar rank.
Focusing on output alone can have unintended consequences. Employers should think instead about the values and soft skills they want to emphasize in a remote work environment. Qualities like flexibility and the ability to work under minimal supervision might become critical.
Much has been written about the importance of timely feedback. In the context of a global pandemic (大流行病), firms may want to provide additional support to employees by providing more frequent communication. This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how employees are adapting to their new work environment.
Compensation also needs to be revisited. The purpose of performance evaluation is ultimately to determine how to reward employees for their work. This means that pay structures need to adapt to the reality of working from home. However, organizations also need to be honest with employees about the financial impact of COVID-19.
For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of non-financial ways to reward employees, like unpaid time off or flexible work schedules. Employers can also consider how to bundle different types of compensation to help employees cope with their unique situations.
51. What does the author say companies should do in the context of remote work?
A) Reform performance evaluation.
B)Rethink the organizational fundamentals,
C) Reexamine its effects on employees’ behaviors.
D) reflect on its differences from working in the office.
52.What should be prioritized in assessing employees' remote work?
A) The quantity of their output.
B) The length of their work time.
C) The quality of their contribution.
D) The flexibility of their work schedules.
53. What quality in the employees would be of great importance in a remote work context?
A) The ability to produce quality work.
B) The ability to maximize work efficiency.
C) The ability to finish tasks in a timely manner.
D) The ability to work with the least supervision.
54. Why is it important for firms to provide timely feedback during the pandemic?
A) To evaluate their employees of similar rank in a consistent way.
B) To keep a watchful eye on those employees who perform poorly.
C) To help employees in need adapt to the new work environment.
D) To maintain connections with their employees away from office.
55.What is the author's suggestion to employers who experience the financial impact of the pandemic?
A) Urging their employees to adapt to the new situation.
B)Rewarding their employees in unconventional ways.
C) Identifying employees who make little contribution.
D) Allowing their employees to look for part-time jobs.
答案解析：
51. 由题干中的“companies should do in the context of remote work”定位到第一段“Organizations should reconsider the appropriateness of their performance evaluation procedures in light of shift to remote work.”，提到鉴于向远程工作的转变，组织应该重新考虑其绩效评估程序的适当性，也就是公司应该改革绩效评估，所以选A。
52. 由题干中的“prioritized in assessing employees' remote work”定位到第二段“It is likely that the ‘first to arrive and last to leave’ mentality is no longer relevant, but should be replaced by a regard for the quality of an employee's contribution to the organization.”，提到“早到晚走”的心态可能不再适用，而应该关注员工对组织的贡献质量，说明评估员工远程工作时应优先考虑贡献质量，所以选C。
53. 由题干中的“quality in the employees...in a remote work context”定位到第三段“Qualities like flexibility and the ability to work under minimal supervision might become critical.”，提到在远程工作环境中，灵活性和在最少监督下工作的能力等品质可能变得至关重要，所以选D。
54. 由题干中的“important for firms to provide timely feedback during the pandemic”定位到第四段“This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how employees are adapting to their new work environment.”，提到这能让管理者关注那些有困难的员工，并就员工如何适应新的工作环境提供持续的反馈，也就是帮助有需要的员工适应新的工作环境，所以选C。
55. 由题干中的“author's suggestion to employers who experience the financial impact of the pandemic”定位到最后一段“For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of non-financial ways to reward employees, like unpaid time off or flexible work schedules.”，提到对于那些因疫情而难以维持运营的组织来说，这可能意味着考虑用非金钱方式奖励员工，比如无薪休假或灵活的工作时间表，所以选B。
