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in the business of internet marketing, a website whether it is necessary to use backlinks to increase sales?. If the answer is yes, please explain what the meaning of backlinks, backlink reasons should use, and how to create backlinks. please explain with a complete and real.

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Answer the questions to the case, "Appraising the Secretaries at Sweetwater U," at the end of Chapter 6. Include at least one outside source supporting your answers. Explain your answers in 200 words.Case Incident: Appraising the Secretaries at Sweetwater URob Winchester, newly appointed vice president for administrative affairs at Sweetwater State University, faced a tough problem shortly after hisuniversity career began. Three weeks after he came on board in September, Sweetwater’s president, Rob’s boss, told Rob that one of his first tasks was to improve the appraisal system used to evaluate secretarial and clerical performance at Sweetwater U. The main difficulty was that theperformance appraisal was tied to salary increases given at the end of the year. Therefore, most administrators were less than accurate whenthey used the graphic rating forms that were the basis of the clerical staff evaluation. 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Under that system, Sweetwater’s administrators filled out forms similar to the one in Figure 6.8. This once-a-year appraisal (in March) had run into problems almost immediately, since it was apparent fromthe start that administrators varied widely in their interpretations of job standards, as well as in how conscientiously they filled out the forms and supervised their secretaries. Moreover, at the end of the first year it became obvious to everyone that each secretary’s salary increase was tied directly to the March appraisal. For example, those rated “excellent” received the maximum increases, those rated “good” received smaller increases, and those given neither rating received only across-the-board cost-of-living increases. Since universities in general—and Sweetwater in particular—have paid secretaries somewhat lower salaries than those in private industry, some secretaries left in a huff that first year. 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Nevertheless, he still had serious doubts as to the efficacy of any graphic rating form, particularly if he were to decide in favor of his original forced ranking approach. The experts’ second recommendation—to stop tying the appraisals to automatic salary increases—made sense but raised a practical problem: If salary increases were not to be based on performance appraisals, on what were they to be based? He began wondering whether the experts’ recommendations weren’t simply based on ivory-tower theorizing.QUESTIONS1.Do you think that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary?2.Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter, such as a ranking method? Why?3.What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer.Figure 6.8 A Graphic Rating Scale with Unclear StandardsNote: For example, what exactly is meant by “good,” “quantity of work,” and so forth?For example, one study found that raters penalized successful women for their success.50 Earlier studies had found that raters tend to demean women’s performance, particularly when they excel at what seems like male-typical tasks. The researchers found, “it is only women, not men, for whom a unique propensity toward dislike is created by success in a nontraditional work situation.”51The bottom line is that the appraisal often says more about the appraiser than about the appraisee.52 This is a powerful reason for having the supervisor’s boss review the rating or for using multiple raters.53fig6.2.jpg
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