Answer to Question 1
Answer: C
Answer to Question 2
Answer: PA is an area of human resource management that has special problems when translated into different countries' cultural environments. The use of PA in the United States is relatively new compared to many older countries. Here, formal PA came into systematic use toward the beginning of the 20th century. However, PA in China has evolved over many centuries. As early as the third century a.d., Sin Yu, Chinese philosopher, criticized a biased rater employed by the Wei dynasty saying, The Imperial Rater of Nine Grades seldom rates men according to their merits but always according to his likes and dislikes. Chinese managers often have a different idea about what performance is than do Western managers because Chinese companies tend to focus appraisals on different criteria. Chinese managers appear to define performance in terms of personal characteristics, such as loyalty and obedience, rather than outcome measurement. Chinese PAs place great emphasis on moral characteristics. On the other hand, Western PA seeks to help achieve organizational objectives, and this is best obtained by concentrating on individual outcomes and behaviors that are related to the attainment of those objectives.
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