Henry Wong Was Really Upset After Coming Out of His

Henry Wong was really upset after coming out of his annual performance evaluation interview. He felt betrayed and "blindsided" by some of the information that was told to him in the interview. He was told for the first time that several reports that he was responsible for completing were regularly submitted with missing information and errors. He was told that his supervisor had received several complaints over the past year about his customer service style. In addition, when his supervisor asked his peers as to his level of performance, they rated him as "1 = Poor" on collegiality and teamwork. He had thought he understood what he was supposed to do and to what level he was expected to perform. He thought he was doing a really good job all year. When he tried to explain his confusion and reasons for missing information in the reports, he felt his supervisor cut him off and was not interested in hearing his excuses. Instead of receiving his anticipated rating of "4 = Excellent", he only received a rating of "3 = Satisfactory" on most criteria, and even received "2 = Needs Improvement" on the accuracy and customer service measures. As a result, he was now only going to receive a cost of living increase of 2% rather than the merit increase of 5% that he anticipated. He now was concerned about other negative effects this might have on his career within the organization.
-Henry indicated he thought he understood what he was supposed to do and to what level he was expected to perform.In performance management terms,achievable and realistic targets set to which outcomes can be compared are referred to as

A) performance objectives
B) performance measurement
C) performance goals
D) output measures
E) outcome measures