2022年上半年商務(wù)英語中級(jí)口試練習(xí)題：?jiǎn)T工流失

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PART ONE: Interview

(1) What do you think can encourage employees to stick around?

你認(rèn)為什么能留住員工/使員工不跳槽?

To keep workforce stable is a challenge for every company. Opportunities for growth in the company, a good work relationship, career plans for employees, providing or paying for training, a sense of empowerment, open communication and even praising employees can help retain employees.

(2) What do you think of staff turnover?

你對(duì)員工流失有何高見?

Staff turnover is not a problem, but a symptom. There appears nowadays a race of knowledge nomads, hopping from one job to another, making contribution and commitment to each company they work. Increasing employee mobility appears to be a fact of corporate life in the 21st century.

(3) Are financial incentives the most important thing to retain employees?(Why?/Why not?)

金錢激勵(lì)是留住員工的最重要手段嗎?(為什么?)

Yes, definitely. Since people work primarily to earn bread and milk. Financial incentives undoubtedly contribute to a decent and comfortable life, which in turn will enhance commitment and boost morale and retention. Nobody will leave a job, if reasonably paid.

(4) Is it important to involve staff in decision-making in the company?(Why?/Why not?)

讓員工參與決策重要嗎?(為什么?)

Yes, definitely. Involving staff in decision-making in the company gives the employees a sense of empowerment and ensures the active participation of the staff, which can be very helpful and contributable to low turnover, democratic atmosphere and high productivity.

Knowledge nomads and commitment

知識(shí)型游牧族與敬業(yè)精神

By Mallory Stark

Knowledge nomads are highly mobile workers.

知識(shí)型游牧族是指流動(dòng)極為頻繁的員工。

Like nomadic people, they move frequently from place to place.

如同游牧民，他們不斷地從一個(gè)地方遷徙到另一個(gè)地方。

No one organization is their home or life.

沒有哪個(gè)公司會(huì)成為他們的家或人生的港灣。

But also like nomadic people they build homes.

不過他們也像游牧民一樣筑槽壘窩

Increasing employee mobility- the degree to which workers change companies-appears to be a fact of corporate life in the 21st century.

越來越頻繁的員工流動(dòng)—員工頻繁跳槽—似乎是21世紀(jì)企業(yè)所面臨的現(xiàn)實(shí)。

But are such workers less committed to their employers as a result?

那么這些員工是不是就因此不那么敬業(yè)了呢?

The common perception is that workers who hop from job to job are less committed; perhaps even suffer from an inability to commit.

人們一般認(rèn)為，不斷跳槽的員工不如終身待在一個(gè)企業(yè)的員工敬業(yè)。

However, according to Todd L. Pittinsky and Margaret J. Shjh, in Knowledge Nomads: Organisational Commitment and Worker Mobility in Positive Perspective from the February issue of American Behavioral Scentist, the reality is that this new generation of “knowledge nomads,” while moving frequently, do form attachments and commit to employers when they stop.

然而，根據(jù)托德 L 彼丁斯基和瑪格麗特 J 西發(fā)表在《美國(guó)行為科學(xué)家》二月刊上的文章《知識(shí)型游牧民：從肯定的視角看敬業(yè)與員工流動(dòng)》，這些新興的知識(shí)游牧族，盡管不斷地跳槽，但一旦在某家公司逗留，他們事實(shí)上也對(duì)雇主負(fù)責(zé)，忠誠(chéng)于雇主。

They are motivated to work hard, and commit themselves strongly to the companies in which they sojourn.

通過激勵(lì)，他們會(huì)不遺余力、全心全意為所逗留的企業(yè)奉獻(xiàn)自己的聰明才智。

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