1. What were the main differences in Deloitte's new performance management practices vs. Google's (e.g., frequency of feedback/assessment, how performance is measured, other key aspects)? 2. Which of these performance management systems is more fair for employees? Why? Make sure to construct a compelling argument that incorporates specifics of the performance management systems in your explanation here? 3. Which system - Deloitte or Google - would you prefer as a manager? Why? (Again-- make sure to construct a compelling argument that incorporates specifics of the performance management systems in your explanation here)