Gabriela Gonzalez Sosa1- Why did Adobe need a new performance management system? What drawbacks might there be to the company’s check-ins?- Adobe needs a new performance management system because they were usinga formal performance review based on a 360-degree feedback and ranking method which did not completely work. The method seemed to pit employees against one another creating barriers to teamwork due to rating and rankings. In addition, our book mentions how this type of process was considered too complex, bureaucratic, and ate up massive amounts of time for which the company saw little or no return. Employees were quitting or switching jobs to another company because according to them it was becoming stressful. Due tothis the Adobe decided to take action and implement a new system that is nowknown as ‘check-ins’. However, there are some drawbacks that could happen to the company’s check-ins. For instance, it might not be comfortable for some employees to go voluntarily and speak with the supervisor about their performance, specially if the employee and supervisor are from different genders. In other words, it can be uncomfortable for a female worker to talk about their problems to a male supervisor. Furthermore, check-ins can be stressful and time consuming to managers who already have other responsibilities; therefore, they may not have all the information of the employee’s performance. This can become a big issue for manager and employees because they will probably receive poor feedback about what they have to improve due to lack of information.2- Are formal performance reviews always bad? Why or why not?- I think formal performance reviews are not always bad. It basically all depends on how it is to be done either in a good way or not. As mentioned before, it discourages teamwork and because the process is too formal it makes the employee uncomfortable and less receptive to criticism. Additionally, this method is not based on data most of the time, but rather a recall from the manager’s memory, therefore, they will tend to focus more on the employee's personality and not the performance. Besides, if it is not done correctly there can be some bias, like when the manager unconsciously favors employees that possess similar characteristics as them. On the other hand, formal performance reviews can build employee’s morale by recognizing theirachievements, leading to higher productivity. Moreover, it helps to analyze weaknesses and strengths of workers to determine of they are on the right position at work. This system is also more comprehensive because feedback iscollected from multiple perspectives like the 360 degree