2014年度職稱英語考試（綜合類）文章精選七

　　Not Quite Ready to Retire1 退休為時(shí)尚早

　　1.Done with the 9 to 52 but not prepared to hang it up3? This work may be for you: the bridge job.

　　1、在結(jié)束了朝九晚五的工作之后，是不是仍然不想完全放棄工作而退休呢?如果是的話，這份工作可能是個(gè)不錯(cuò)的選擇：返聘工作。

　　2.Two years ago,Bob Mark way retired. Or so he thought. After joining Shell's exploration and production unit in 1973,Mark way had climbed the ranks to manage its deep water operations in the Gulf of Mexico. He had reached an age and accumulated enough years of service to sail off into the sunset with a good pension. Both kids' college tuitions and one of their weddings were out of the way; his 46-ft. sailboat,the Sazerac,beckoned. But then Hurricane Katrina walloped his house two blocks from Lake Pontchartrain,and his plans for a clean break from his career shifted. "Suddenly,having cash outside of retirement plans began to look like a pretty good idea," says Markway,now 55. Besides,he felt a need to be useful. When Shell offered him interesting work on a project basis,he took it-on the condition it not interfere with sailing season.

　　2、兩年前，Bob Markway退休了;至少他自己認(rèn)為已經(jīng)退休了。1973年，他進(jìn)入殼牌公司勘探和生產(chǎn)部工作，之后他不斷得到升職直至最后主管該公司在墨西哥灣的深水作業(yè)部門。如今，他已到了退休的年齡，多年來的工作足可以讓他享有一筆不錯(cuò)的退休金，從而可以駕駛著帆船徜徉在夕陽的余暉之中。兩個(gè)孩子上大學(xué)的學(xué)費(fèi)，和其中一個(gè)孩子的婚禮費(fèi)用都已不是問題，他那46英尺長的帆船Sazerac正整裝待發(fā)。然而，后來發(fā)生的“卡特里娜”颶風(fēng)摧毀了他距離Pontchartrain湖兩個(gè)街區(qū)遠(yuǎn)的房子，他原本想徹底退休的打算也有了新的變化。眼下已經(jīng)55歲的Markway說道：“突然之間，在退休期間繼續(xù)賺錢，好像開始成了一個(gè)非常不錯(cuò)的想法?！贝送猓灿X得有必要讓自己成為一個(gè)有用的人。當(dāng)殼牌公司為他提供了一份有意思的項(xiàng)目工作時(shí)，他接受了，條件是：工作不會(huì)影響他的帆船之旅。

　　3.What Markway is experiencing is a new kind of American career stage: the not-quite-retirement. As life spans lengthen,pensions tighten and workplace rules change,hopping from full-time work to full-time leisure is appearing less realistic and,to some,less desirable. The trend has given rise to a new category of employment,the so-called bridge job. Economists use this term to describe part-time or full-time jobs typically held for less than 10 years following full-time careers. According to a 2005 working paper from the Center on Aging and Work at Boston College,one-half to two-thirds of workers take on bridge jobs before fully retiring-one reason the number of workers 65 and up is expected to increase 117% by 2025. "Why go from 100 m.p.h. to zero?" says Joseph Quinn,a Boston College economist and co-author of the paper. "You wouldn't do that in your car. You'd do 70,then 50,then 20."

　　3、Markway現(xiàn)在所經(jīng)歷的是美國一種新型的職業(yè)階段--非完全退休。隨著人類壽命的不斷延長，退休金額的日漸緊縮，以及工作要求的最新變化，放棄全職工作、置身終日消遣的可能性似乎越來越不現(xiàn)實(shí);對于某些人而言，這也是情非所愿的。這種趨勢帶來了一種新的就業(yè)形式，也就是所謂的“返聘工作(the bridge job)”。經(jīng)濟(jì)學(xué)家用這個(gè)術(shù)語來描述那些兼職或是全職工作，這些工作一般是在退休后時(shí)間少于10年的再工作。根據(jù)波士頓大學(xué)老年人及其就業(yè)研究中心2005年的研究報(bào)告，有二分之一到三分之二的員工在完全退休之前從事返聘工作，這也是年齡在65歲或65歲以上的員工人數(shù)到2025年預(yù)計(jì)將增長117%的原因之一。Joseph Quinn是波士頓大學(xué)的經(jīng)濟(jì)學(xué)家，也是2005年研究報(bào)告團(tuán)的合著者，他說道：“為什么要把時(shí)速從100英里突然降至零呢?你在開車時(shí)恐怕也不會(huì)這么做。你會(huì)把時(shí)速從100英里降至70英里，再降至50英里，再降至20英里?！?/P>

　　4.The prolonged-work ethic comes at a time when American companies face a demographics-driven crisis4: What happens when the 76 million baby boomers retire? As older workers begin to leave work in droves,economists project a labor shortage of 10 million by the end of the decade. Some industries,such as utilities,education and energy,are already struggling to stanch the institutional brain drain. So,older workers want to keep working,and employers need them-crisis solved. Right? Not quite,says Deborah Russell,director of workforce issues at the AARP5. Revamping retirement systems requires shifts in attitudes and bureaucratic pension rules. "It comes down to the perception that if you're 58,how much do I want to invest in you?" she says. "This is a critical issue for employers to overcome-for their own good."

　　4、退休再就業(yè)的現(xiàn)象根源于美國公司曾經(jīng)面臨勞力匱乏的危機(jī)--當(dāng)7600萬在生育高峰期出生的人退休后，將會(huì)發(fā)生什么問題?當(dāng)年老的員工陸續(xù)退休之后，經(jīng)濟(jì)學(xué)家預(yù)測到本年代末將會(huì)出現(xiàn)1億的勞力短缺。一些諸如公共事業(yè)、教育和能源公司等產(chǎn)業(yè)部門早已開始致力于阻止公司的人才流失現(xiàn)象。因此，年老的員工希望繼續(xù)工作，而雇主又需要他們--危機(jī)因此得以解決。事實(shí)確實(shí)如此嗎?美國退休人員協(xié)會(huì)勞力問題部的主任Deborah Russell認(rèn)為，事實(shí)并非完全如此。修訂退休制度需要改變?nèi)藗兊膽B(tài)度和那些官僚化的退休金制度。“問題最終歸結(jié)于：如果你已58歲，我還愿意在你身上投入多少?”Deborah說道：“這是雇主們必須解決的重大問題--這是為他們自己的利益著想?！?/P>

　　5.Like Shell,some major employers are ahead of the game,offering options like bridge jobs to attract and keep older workers. The advantages are many: surveys find older workers score high in company loyalty and productivity,and the bridge period can be used to transfer a veteran employee's knowledge and skills to the next generation. Quest Diagnostics,Cendant Group,New York Life and Verizon were among 11 corporations that recently teamed with the AARP to figure out how to hire and retain over-50 workers. Eli Lilly7,Procter & Gamble8 and Boeing partner with YourEncore,a placement company for retirees seeking project work. CVS/ pharmacy,Home Depot10 and Borders11 have "snowbird" programs to allow older workers to migrate south in winter,jobs in tow.

　　5、象殼牌公司一樣，一些大型公司走在了問題的前面，他們通過提供返聘工作等選擇來吸引和挽留年老的員工。此法好處頗多，研究表明年老的員工對公司的忠誠度和工作效率方面得分較高，而在返聘工作期間，又可以將有經(jīng)驗(yàn)的員工的知識(shí)和技術(shù)傳授給下一代。在最近與美國退休人員協(xié)會(huì)合作的11個(gè)公司中，有Quest Diagnostics、Cendant Group、New York Life 和Verizon公司，它們致力于解決如何雇傭并挽留年過50的員工。禮來、寶潔和波音公司與再就業(yè)公司YourEncore合作，幫助退休員工尋求設(shè)計(jì)工作。CVS醫(yī)藥公司、家得寶公司和Borders公司制定了“雪鳥計(jì)劃”，使得年老的員工在冬天可以遷移到南方居住工作。

　　6.CVS learned in the early 1990s that less than 7% of its staff consisted of workers over age 50-a problem for a business with many older customers. Executives turned to networks of seniors,including local church groups,to spread the word about senior-friendly jobs with flexible hours and health benefits. It worked: CVS has raised its proportion of over-50 staff to nearly 18%. "For us,it was a business decision," says Stephen Wing,director of government programs. "We want our staff to look like our customers. Besides,older people have better customer-service skills."

　　6、在20世紀(jì)90年代早期CVS公司了解到，公司員工年齡在50歲以上的不到總?cè)藬?shù)的7%--這對于一個(gè)擁有很大老年顧客群體的公司來說是個(gè)問題。公司決策階層轉(zhuǎn)而求助于包括當(dāng)?shù)刈诮虉F(tuán)體在內(nèi)的年老居民圈，向他們表明公司將提供適宜老年人的工作--工作時(shí)間靈活而且有益于身體健康。此法奏效了：CVS公司因此將年齡在50歲以上的員工人數(shù)比例提高到時(shí)了近總數(shù)的18%?！皩ξ覀儊碚f，這是個(gè)商業(yè)決策，”政府規(guī)劃部的主任Stephen Wing說道：“我們希望我們的員工就像是我們的顧客一樣。此外，年老的員工掌握了更好地為顧客服務(wù)的技巧?！?/P>

　　7.Attracting and keeping older workers take some creativity. John Johns,65,recently tried to retire from his job as a CVS pharmacist in Sea Isle City,N.J.,so he and his wife Patricia could spend winters in Cocoa Beach,Fla. CVS persuaded him to keep working-by creating seasonal jobs for him in both locations. He enjoys the work,and the health plan covers his wife,who is not yet eligible for Medicare. "At this point in my life,I want to have more freedom,and they've accommodated me."

　　7、吸引并挽留住年老的員工需要有創(chuàng)造性。65歲的John Johns是新澤西洲Sea Isle高CVS公司的藥劑師，最近打算退休，這樣的話，他和妻子Patricia就可以在佛羅里達(dá)州的Cocoa海灘過冬了。CVS公司勸他繼續(xù)工作，條件是為他在兩地提供季節(jié)性工作。他喜歡這份工作，而且公司的醫(yī)療保險(xiǎn)也考慮到了他的妻子，她目前還沒有資格享受醫(yī)保。John Johns說道：“此時(shí)此刻，我希望擁有更多的自由，而他們?yōu)槲姨峁┝诉@個(gè)機(jī)會(huì)?！?/P>

　　8.But while older workers are often eager to cross such a bridge,many companies haven't built it yet. Antiquated pension rules continue to push older workers out the door by penalizing or just not rewarding service beyond a given date. Some younger workers assume seniors can't keep pace with fast-changing technology and business pressures. Many also believe older workers strain payroll and benefits packages,although a recent AARP/Towers Perrin study showed that keeping older workers costs employers just 1% to 3% more than the cost of replacing them. Half of employers make no attempt at all to retain older workers-even those who are key to the business,according to the Society for Human Resource Management.

　　8、然而，當(dāng)年老的員工時(shí)?？释缭椒灯腹ぷ鬟@座橋梁時(shí)，許多公司還沒造好這座橋。滯后的退休金制度繼續(xù)將年老的員工拒之門外，員工們在過了特定年限繼續(xù)工作的話，要么受到百般刁難，要么得不到任何獎(jiǎng)賞。一些年輕的員工認(rèn)為，老年人無法適應(yīng)快速變化的科技，也無法承受巨大的商業(yè)競爭壓力。許多年輕人同時(shí)認(rèn)為，年老的員工會(huì)使員工薪水吃緊，并分流員工的收益，盡管美國退休人員協(xié)會(huì)和Towers Perrin最近的一次研究表明，挽留年老的員工所需的成本比替換他們僅高出1%~3%。人力資源管理協(xié)會(huì)透露，有一半的公司根本未做任何努力來挽留年老的員工，即使那些員工對公司來說是極為重要的。

　　9.Pensions pose some of the biggest challenges for companies that want to keep older employees. The Internal Revenue Service13 prohibits employers from distributing pension payments to workers still on the job. And since many companies base the size of the pension on the worker's last two years of employment,outright retirement at a career peak is much smarter financially than phasing down to a lesser-paying bridge job. While some companies rehire retirees as independent contractors,"what's more likely to happen is,people will simply leave a job and then bridge with another employer," says Ken Dychtwald,co-author of Workforce Crisis.

　　9、退休金是那些試圖挽留老員工的公司面臨的最大挑戰(zhàn)之一。美國國內(nèi)稅務(wù)局禁止公司向仍在工作的員工發(fā)放退休金。而且許多公司在發(fā)放退休金時(shí)是以員工最后兩年工作的薪金為參照的，這就使得在事業(yè)高峰期直接退休，與等到退休之后再工作相比，從經(jīng)濟(jì)收入角度考慮就要明智得多。當(dāng)一些公司返聘退休員工為合同工時(shí)，在《勞力危機(jī)》的合著者Ken Dychtwald看來，“其結(jié)果很可能是：人們就會(huì)直接從當(dāng)前的工作退休，然后到另一個(gè)公司從事返聘工作”。

　　10.Meanwhile,the companies that are finding ways to hang on to their olderworkers benefit from an intangible,perhaps undervalued commodity: wisdom. AtShell,Markway is creating a strategy for updated safety standards gleaned fromhis decades of experience. "With the demographic cliff we're facing,it's doublyimportant for us to pass on our collective knowledge to the young guys comingup," he says. "At this rate,I figure I'll work another few years." Full-time sailingwill have to wait.

　　10、與些同時(shí)，那些正竭力挽留年老員工的公司就會(huì)受益于一個(gè)無形的可能被低估的商品--智慧。殼牌公司的Markway正在開創(chuàng)一種策略來更新安全程序，這得益于他幾十年的工作經(jīng)驗(yàn)?！拔覀冋幵趧诹Χ倘钡膽已逻吘墸@就使得將我們的集體智慧傳授給年輕小伙子們的重要性得以倍增。”Markway說道：“這樣的話，我想我還得再工作幾年。”完全自由的揚(yáng)帆之旅將不得不擱淺。

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