2023考研英語閱讀激勵員工

　　Motivating workers

　　激勵員工

　　Ranked and yanked

　　評級與封殺

　　Firms that keep grading their staff ruthlessly maynot get the best from them.

　　那些總是無情地把員工分個三六九等的公司或許并不能得到最好的效果。

　　Mayer: who s for the chop next?

　　Mayer：誰是下一個要開除的?

　　IT IS a brutal management technique in which bosses grade their employees performance along a vitality curve and sack those who fall into the lowest category.

　　老板們對雇員們的表現(xiàn)按照活力曲線來評定，然后把最差的一些炒掉魷魚的管理方法實(shí)在非常殘酷。

　　Known as ranking and yanking, it had its heyday in the 1980s and 1990s.

　　這個被稱為評級與封殺的做法在19世紀(jì)80和90年代達(dá)到了全盛期。

　　In America its popularity faded somewhat after it was seen to have contributed to the fall ofEnron.

　　在美國，實(shí)施該策略的公司因其被認(rèn)為促成了安然公司的破產(chǎn)曾大量減少，

　　Now it is back in the headlines.

　　不過現(xiàn)在這個字眼又重新見諸報端。

　　On November 8th All Things D, a tech-industrywebsite, reported that Yahoo staff are increasingly unhappy about a quarterly performancereview introduced last year by the new boss, Marissa Mayer.

　　在11月8日，技術(shù)產(chǎn)業(yè)網(wǎng)站All Things D報道說，雅虎的員工們對于新老板Marissa Mayer去年引入的季度表現(xiàn)評估正日漸不滿。

　　The grading exercise is said to have cost 600 of them their jobs in recent weeks.

　　據(jù)說，這種評估行為導(dǎo)致幾周內(nèi)就有600人沒了工作。

　　Four days later, Microsoft announced that its own, equally unpopular system was beingscrapped.

　　四天以后，微軟宣布廢除它自己同樣不受歡迎的評價系統(tǒng)。

　　In a memo, Lisa Brummel, Microsoft s head of human resources, said there would be no moreratings and no more curve.

　　在一份備忘錄上，微軟人力資源主管Lisa Brummel說道，再也不會有打分和曲線了。

　　The firm would implement a fundamentally new approach, designed to encourageteamwork and collaboration.

　　微軟將會啟用一個用來鼓勵團(tuán)結(jié)合作的嶄新的方法。

　　Many firms, from Amazon to PwC, still use some version of what management theorists alsocall stack ranking to sort the sheep from the goats in their workforce.

　　從亞馬遜到普華永道的許多公司依然在使用許多管理理論家稱作員工排序的方法來挑選出不夠格的員工。

　　However, many of them enforce it more flexibly than seems to have been the case atMicrosoft or Yahoo.

　　然而，其中大多數(shù)的公司在實(shí)行時要比微軟和雅虎這些公司有彈性的多。

　　Even General Electric, which pioneered the technique during the uncompromising reign ofNeutron Jack Welch, has since softened its approach.

　　甚至在中子彈杰克韋爾奇治下首先采用這種管理方法的通用電氣近年來也軟化了實(shí)行方法。

　　The reason such gradings have not died out entirely is because employers still need to findways to fairly evaluate their employees and have a basis for compensation differences,says Robert Kaplan of Harvard Business School.

　　這種評分策略沒有完全消失的原因在于老板們?nèi)匀恍枰业焦皆u估雇員的方法并據(jù)此確定報酬差異。

　　This is especially true when there is a wide gap between the remuneration of topperformers and the rest.

　　當(dāng)頂級員工的工資和其他人差的很多的時候，這尤其顯得很重要。

　　To avoid lawsuits claiming unfair discrimination, firms need to be able to show they have aclear basis for decisions on pay and bonuses.

　　這話來自于哈佛商學(xué)院的Robert Kaplan。為了避免不公待遇和員工歧視的訴訟，公司在決定酬勞和福利的時候需要有明確的根據(jù)。

　　Ranking and yanking is more logical in investment banks, law and accountancy firms and bigconsultancies:

　　評級和封殺在投資銀行、法律和會計(jì)公司以及大型咨詢公司這些行業(yè)中要更合理一些：

　　their business model is, in a sense, built on recruiting large numbers of junior staff andmotivating them with the prospect of becoming a partner, even though in practice only a fewof them can ever make it.

　　他們的業(yè)務(wù)形式在某種程度上就是建立在招收大量新員工然后用成為合作人的目標(biāo)激勵他們努力工作，雖然實(shí)際上只有極少數(shù)人能夠做到。

　　In other types of business, the evidence suggests that it may work at first, if a firm needs tocut away dead wood.

　　但在其他行業(yè)中，有證據(jù)顯示這個方法在公司想要除去公司的贅余部分時還是能管用一段時間的。

　　But the benefit can disappear and turn into a cost if the ranking and yanking is donerepeatedly, says Denise Rousseau of Carnegie Mellon University.

　　但是如果重復(fù)進(jìn)行下去，就會由使公司收益變?yōu)閹頁p失。卡耐基梅隆大學(xué)的Denise Rousseau如此說道。

　　You can quickly end up with the people in the bottom quartile being average performersrather than poor performers, she notes.

　　很快，處在評估表底部的人就會是一般員工而非業(yè)務(wù)糟糕者她解釋道，

　　There is nothing wrong with being average in an above-average workforce.

　　在一群極其優(yōu)秀的員工中成為普通一員可沒什么不對的。

　　A lot of good work is done by average people.

　　眾多的優(yōu)秀工作都是由普通人做成的。

　　If a large proportion of the workforce doubt the fairness of the grading system, and fearbeing among an arbitrarily imposed quota of underperformers, many may try to jumpbefore they are pushed:

　　如果員工中較大一部分人懷疑評價體系的公正性，并且擔(dān)心被隨機(jī)地劃分為不合格員工，其中不少就會嘗試在被開除之前跳槽：

　　staff turnover may thus be higher than is desirable.

　　人員流動程度就會比期望的更大。

　　Worse, employees may look for ways to game the system, as happened at Enron, whereworkers conspired to inflate their results to secure their bonuses or escape the axe.

　　更糟的是，雇員會想法設(shè)法利用體系的規(guī)則，正如安然事件中發(fā)生的那樣，員工們串通起來夸大自己的成果來保證自己的獎勵或是避免被開除。

　　That is not the sort of teamwork and collaboration that is wanted.

　　這可不是我們想要的那種團(tuán)結(jié)合作。

　　詞語解釋

　　1.fall into 分成;掉進(jìn)，陷入

　　Can nuclear weapons fall into the wrong hands?

　　核武器有可能落入壞人之手嗎?

　　The most suspicious arians may even fall intodepression.

　　最憂心忡忡的羊兒們可能甚至陷入消沉。

　　2.design to 用于設(shè)計(jì)

　　We can use design to make a website unique and more memorable.

　　我們能用設(shè)計(jì)使一個網(wǎng)站獨(dú)一無二且更易記住。

　　Note: marriott has recently changed their design to be more like westin.

　　注：marriott近期將他們的設(shè)計(jì)改得更類似于westin的方式。

　　3.seem to 似乎

　　Financial markets seem to agree.

　　金融市場似乎也證實(shí)了這一點(diǎn)。

　　Investors seem to have noticed.

　　投資者似乎也注意到了。

　　4.need to 需要做

　　We need to stop trade protectionism.

　　我們需要制止貿(mào)易保護(hù)主義。

　　Three things need to happen.

　　我們必須做好三件事。

　　Motivating workers

　　激勵員工

　　Ranked and yanked

　　評級與封殺

　　Firms that keep grading their staff ruthlessly maynot get the best from them.

　　那些總是無情地把員工分個三六九等的公司或許并不能得到最好的效果。

　　Mayer: who s for the chop next?

　　Mayer：誰是下一個要開除的?

　　IT IS a brutal management technique in which bosses grade their employees performance along a vitality curve and sack those who fall into the lowest category.

　　老板們對雇員們的表現(xiàn)按照活力曲線來評定，然后把最差的一些炒掉魷魚的管理方法實(shí)在非常殘酷。

　　Known as ranking and yanking, it had its heyday in the 1980s and 1990s.

　　這個被稱為評級與封殺的做法在19世紀(jì)80和90年代達(dá)到了全盛期。

　　In America its popularity faded somewhat after it was seen to have contributed to the fall ofEnron.

　　在美國，實(shí)施該策略的公司因其被認(rèn)為促成了安然公司的破產(chǎn)曾大量減少，

　　Now it is back in the headlines.

　　不過現(xiàn)在這個字眼又重新見諸報端。

　　On November 8th All Things D, a tech-industrywebsite, reported that Yahoo staff are increasingly unhappy about a quarterly performancereview introduced last year by the new boss, Marissa Mayer.

　　在11月8日，技術(shù)產(chǎn)業(yè)網(wǎng)站All Things D報道說，雅虎的員工們對于新老板Marissa Mayer去年引入的季度表現(xiàn)評估正日漸不滿。

　　The grading exercise is said to have cost 600 of them their jobs in recent weeks.

　　據(jù)說，這種評估行為導(dǎo)致幾周內(nèi)就有600人沒了工作。

　　Four days later, Microsoft announced that its own, equally unpopular system was beingscrapped.

　　四天以后，微軟宣布廢除它自己同樣不受歡迎的評價系統(tǒng)。

　　In a memo, Lisa Brummel, Microsoft s head of human resources, said there would be no moreratings and no more curve.

　　在一份備忘錄上，微軟人力資源主管Lisa Brummel說道，再也不會有打分和曲線了。

　　The firm would implement a fundamentally new approach, designed to encourageteamwork and collaboration.

　　微軟將會啟用一個用來鼓勵團(tuán)結(jié)合作的嶄新的方法。

　　Many firms, from Amazon to PwC, still use some version of what management theorists alsocall stack ranking to sort the sheep from the goats in their workforce.

　　從亞馬遜到普華永道的許多公司依然在使用許多管理理論家稱作員工排序的方法來挑選出不夠格的員工。

　　However, many of them enforce it more flexibly than seems to have been the case atMicrosoft or Yahoo.

　　然而，其中大多數(shù)的公司在實(shí)行時要比微軟和雅虎這些公司有彈性的多。

　　Even General Electric, which pioneered the technique during the uncompromising reign ofNeutron Jack Welch, has since softened its approach.

　　甚至在中子彈杰克韋爾奇治下首先采用這種管理方法的通用電氣近年來也軟化了實(shí)行方法。

　　The reason such gradings have not died out entirely is because employers still need to findways to fairly evaluate their employees and have a basis for compensation differences,says Robert Kaplan of Harvard Business School.

　　這種評分策略沒有完全消失的原因在于老板們?nèi)匀恍枰业焦皆u估雇員的方法并據(jù)此確定報酬差異。

　　This is especially true when there is a wide gap between the remuneration of topperformers and the rest.

　　當(dāng)頂級員工的工資和其他人差的很多的時候，這尤其顯得很重要。

　　To avoid lawsuits claiming unfair discrimination, firms need to be able to show they have aclear basis for decisions on pay and bonuses.

　　這話來自于哈佛商學(xué)院的Robert Kaplan。為了避免不公待遇和員工歧視的訴訟，公司在決定酬勞和福利的時候需要有明確的根據(jù)。

　　Ranking and yanking is more logical in investment banks, law and accountancy firms and bigconsultancies:

　　評級和封殺在投資銀行、法律和會計(jì)公司以及大型咨詢公司這些行業(yè)中要更合理一些：

　　their business model is, in a sense, built on recruiting large numbers of junior staff andmotivating them with the prospect of becoming a partner, even though in practice only a fewof them can ever make it.

　　他們的業(yè)務(wù)形式在某種程度上就是建立在招收大量新員工然后用成為合作人的目標(biāo)激勵他們努力工作，雖然實(shí)際上只有極少數(shù)人能夠做到。

　　In other types of business, the evidence suggests that it may work at first, if a firm needs tocut away dead wood.

　　但在其他行業(yè)中，有證據(jù)顯示這個方法在公司想要除去公司的贅余部分時還是能管用一段時間的。

　　But the benefit can disappear and turn into a cost if the ranking and yanking is donerepeatedly, says Denise Rousseau of Carnegie Mellon University.

　　但是如果重復(fù)進(jìn)行下去，就會由使公司收益變?yōu)閹頁p失。卡耐基梅隆大學(xué)的Denise Rousseau如此說道。

　　You can quickly end up with the people in the bottom quartile being average performersrather than poor performers, she notes.

　　很快，處在評估表底部的人就會是一般員工而非業(yè)務(wù)糟糕者她解釋道，

　　There is nothing wrong with being average in an above-average workforce.

　　在一群極其優(yōu)秀的員工中成為普通一員可沒什么不對的。

　　A lot of good work is done by average people.

　　眾多的優(yōu)秀工作都是由普通人做成的。

　　If a large proportion of the workforce doubt the fairness of the grading system, and fearbeing among an arbitrarily imposed quota of underperformers, many may try to jumpbefore they are pushed:

　　如果員工中較大一部分人懷疑評價體系的公正性，并且擔(dān)心被隨機(jī)地劃分為不合格員工，其中不少就會嘗試在被開除之前跳槽：

　　staff turnover may thus be higher than is desirable.

　　人員流動程度就會比期望的更大。

　　Worse, employees may look for ways to game the system, as happened at Enron, whereworkers conspired to inflate their results to secure their bonuses or escape the axe.

　　更糟的是，雇員會想法設(shè)法利用體系的規(guī)則，正如安然事件中發(fā)生的那樣，員工們串通起來夸大自己的成果來保證自己的獎勵或是避免被開除。

　　That is not the sort of teamwork and collaboration that is wanted.

　　這可不是我們想要的那種團(tuán)結(jié)合作。

　　詞語解釋

　　1.fall into 分成;掉進(jìn)，陷入

　　Can nuclear weapons fall into the wrong hands?

　　核武器有可能落入壞人之手嗎?

　　The most suspicious arians may even fall intodepression.

　　最憂心忡忡的羊兒們可能甚至陷入消沉。

　　2.design to 用于設(shè)計(jì)

　　We can use design to make a website unique and more memorable.

　　我們能用設(shè)計(jì)使一個網(wǎng)站獨(dú)一無二且更易記住。

　　Note: marriott has recently changed their design to be more like westin.

　　注：marriott近期將他們的設(shè)計(jì)改得更類似于westin的方式。

　　3.seem to 似乎

　　Financial markets seem to agree.

　　金融市場似乎也證實(shí)了這一點(diǎn)。

　　Investors seem to have noticed.

　　投資者似乎也注意到了。

　　4.need to 需要做

　　We need to stop trade protectionism.

　　我們需要制止貿(mào)易保護(hù)主義。

　　Three things need to happen.

　　我們必須做好三件事。