9159com金沙网站 > 教育资讯 > 9159com金沙网站:日本劳动节,2006年同等学力真题

原标题:9159com金沙网站:日本劳动节,2006年同等学力真题

浏览次数:150 时间:2019-06-29

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Studies show people who work less are more likely to get a raise or bonus than those who overwork. Mark Johanson reports on the downside of long working hours

  Passage Five

#备战18年十二月CATTI三级笔译#20180322练习标题发表#

9159com金沙网站:日本劳动节,2006年同等学力真题卷及参考答案。Japan has a culture of long working hours, but even in this generally tough and stressful working environment some companies stand out because of the complete disregard for their employees’ well-being. They are known as “black companies” and anyone who has ever wanted to experience what working for such organizations is like, without actually getting a job at one, can find out by applying for a special event called “The Black Holiday”.

切磋显得工作时长较少的人更易于获得加薪或表彰。MarkJohanson广播发表了劳作时长的猛跌趋势。

With the worst behind and signs of positive demand for outsourcing and off shoring from the U.S. and European markets, which account for about 80 percent of Indian software exports, the IT industry is gearing up for a gradual recovery in the new year. But Indian IT industry still continues to face the problem of attrition, especially when companies are now offering strong pay packages to make up for the lost ground. What really drives employees to jump jobs? Is it only due to bad bosses or there are other reasons involved as well?

  SANTANAing to Scott 亚当斯, creator of the comic strip(类别漫画)Dilbert, the annual performance review is “one of the most frightening and weakening experiences in every employee’s life”. 亚当斯’ stories and comic figures poke fun at the workplace, but his characterization of people’s feelings about the annual performance review has its serious side. Although a recent study of 437 companies indicates that effective annual performance reviews can help raise profits, most employees of those companies hate them.

  1. 英译汉

东瀛平素有工时长的历史观,但固然在这种大面积严刻高压的做事条件下,依然有局地厂家“横空出世”,因为它们统统不在乎职员和工人幸不美满。这种集团被叫做“黑公司”,任何想体验在黑公司专门的学问的痛感,又不想真正在这边就职的人,能够经过申请“深灰假期”的特别活动来兑现。

By Mark Johanson

9159com金沙网站,SiliconIndia surveyed people from the IT industry to find out top 10 reasons why people quit their job in IT industry. While we were sure that organization and management play a crucial part in the decision, there were many other reasons as well which may have become more relevant in recent times. "While most people including the managers are of the opinion that majority of people leave because they are unhappy with their compensation, nothing could be farther from the truth. There has been enough research done globally and across industry segments to prove that unhappiness with compensation is only one of the many reasons that people think about quitting," said Puneet Jetli, Senior Vice President and Head - People Function, MindTree.

  In theory, annual performance reviews are constructive and positive interactions between managers and employees working together to attain maximum performance and strengthen the organization. In reality, they often create division, undermine morale, and spark anger and jealousy. Thus, although the object of the annual performance review is to improve performance, it often has the opposite result. A programmer at an IT firm was stunned to learn at her annual performance review that she was denied a promotion because she wasn’t a “team player.” What were the data used to make this judgment? She didn’t smile in the company photo.

Switching to a seven-hour workday paid off: output went up, with the line churning out 10% to 15% more merchandise each day. Plus, he added, his staff — many of whom have been with the company one to three decades, appreciated getting home earlier.

It’s hard to imagine anyone ever wanting to experience what a ‘black company’ is like, but especially so on Friday, November 23, when Japan celebrates Labor Thanksgiving Day. It’s a national holiday and a rare opportunity to enjoy a long weekend free of work-related stress. But that’s exactly why the organizers of The Black Holiday chose this date for their special event. What better way to emphasize just how bad working for a black company can be than having you do it on your day off, right?

13 January 2017

  1. Mismatch between the promised job and the situation on hand

  Although this story might sound as if it came straight out of Dilbert, it is a true account of one woman’s experience. By following a few ideas and guidelines from industry analysis, this kind of ordeal can be avoided:

Shorter workdays have made headlines lately, thanks to Gothenburg, Sweden. On 1 July, the city began a year-long experiment with six-hour days, enlisting a segment of government employees to work less than their eight-hour-a-day counterparts, for the same pay.

无缘无故会有人想体验在“黑公司”专门的职业是何等,越发是在一月21日(刚好是星期三)——日本的勤劳感激日这一天。那是东瀛的国度官方节日,也是高雅能享受失掉工作压力的长周末的空子。但这就是“海水绿假期”的总指挥要选用这一天来设置特意活动的来由。还会有如何比在努力感激日为黑公司打工更能显示恶劣职业原则的啊?

When Stuart Nomimizu relocated from Birmingham, England, to Tokyo his friends and family in the UK started to worry. Not only did they rarely hear from him, but he seemed to always be at the office from early morning until very late at night. His working hours seemed so extreme, that they didn’t always believe he was working as hard as he said.

Employees are often promised certain things on what exactly the jobs consist of but after joining the company they find out a completely different picture. It becomes painfully clear to the new hire that the company played a bait-and-switch game and now they are trapped in doing something that they don't want to.

  To end the year with a positive and useful performance review, managers and employees must start the year by working together to establish clear goals and expectations.

The hope is that staffers working shorter days will accomplish just as much, only with more efficiency and less calling in sick. It’s a nice idea, but will it — and other efforts to shorten hours in the office — work?

Super Miracle Happy, the fictitious black company that 30 “lucky” applicants will have the chance to work for during The Black Holiday, is actually made up of a group of Japanese actors who will do their best to replicate the working environment of real black companies. It’s unclear what exactly these volunteers will experience during their one-day employment, but we do know that the actors’ performances will be based on true stories from people who have worked in Japanese black companies.?

StuartNomimizu从United Kingdom萨拉热窝搬到了日本东京(Tokyo),他英国的朋友和亲朋亲密的朋友很焦炙。不仅是因为她俩异常少收到他的通讯,而且她如同总是在办公,从很早待到很晚。他的办事时间就好像太过火苛刻,以至于他们并不三回九转相信他如他说的均等力图干活。

  1. Limited opportunity for personal growth and skills

  It may be helpful to allow employees to propose a list of people associated with the company who will be in a good position to assess their performance at the end of the year; these people may be co-workers, suppliers, or even customer.

The grand productivity experiment

以此编造的“黑公司”名叫“一流神跡欢腾”,将录用30名“幸运的”求职者在费劲多谢日为其行事。那么些虚构集团其实是由一批东瀛艺人结合的,他们将用尽了全力模拟真实黑公司的干活条件。这段日子还不精通那个志愿者在一天的打工进程中校经历什么,但我们掌握的是歌唱家的表演将依附曾在日本黑公司职业职员的忠实故事。

To convince them, he documented one week of his life as a so-called “salaryman” in Tokyo’s financial-services industry and posted it online so they could understand his new lifestyle.

"Every ambitious person is looking to further their career in the shortest possible span of time. Hence despite being in a high growth sector if there isn't ample opportunity for reasonably quick vertical or lateral growth; then it is usually time to move on," says Pradeep Thomas Abraham, Managing Director of Paytronic Networks limited. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.

  Goals should be measurable but flexible, and everyone should sign off on the plan.

Studies of past attempts by various countries to trim employees’ workdays have yielded conflicting results.

?

为了让United Kingdom的爱人和亲朋基友信服,他记下了她当作东京经济服务业一名工薪族的一周的生存,并上传来网络来让对象和家里人精通他的新的活着方式。

  1. Boss too much to handle

  By checking employees’ progress at about nine months, managers can give them a chance to correct mistakes and provide guidance to those who need it before the year is out.

#备战18年16月CATTI三级笔译#20180322参照译文发表#

以下就是管理员在应用切磋进程中听到的局地典故:

Prashant Hannovar, Manager of Human Resource of NextBiT Computing has had a fair deal of experience in dealing with different kinds of candidates. He says, "Employee leaves the organization because of a manager's leadership style or bad management style. Employee leave because of managers who puts the blame on the other employee, making others a scape goat, a Micro manager-who is known for having no trust/confidence in self and on the team."

  When conducting the reviews, managers should highlight strengths and weaknesses during the past year and discuss future responsibilities, avoiding punishment of blame.

  1. 英译汉

"If my boss didn’t like you, he’d make you stand by his desk while he ignored you and fiddled with his PC for four to six hours,” one former black company employee said.

Marathon workdays are so entrenched in Japanese culture that  here’s even a word, karoshi, that quite literally means “overwork death” (Credit: Alamy)

  1. Lack of recognition of the good work being put-in

  In short, when employees leave their performance reviews, they should be focusing on what they can do better in the year ahead, not worrying about what went into their files about the past.

改为每天工作7时辰已有回报:产量拉长了,每一日都能多生产百分之十-15%的出品。Bauer补充道,别的,他的职工(许多已在集团事业了十到三十年)都为能更早回家而表示多谢。

一名黑集团的前人士说:“即便本身的业主不欣赏你,他会令你站在她的案子旁,然后一边无视你三只摆弄他的微管理器,就这样不断四到四个钟头。”

四分马拉松式的专门的工作日在东瀛知识中是巩固的,乃至于特意有贰个用语karoshi,字面意思是过劳死。

Individual accomplishments should be considered by the company and should be pointed out in praise that will help to further increase productivity, make the employee feel appreciated, and create an example for other employees to follow, knowing that they will be rewarded. "Many employees who have quit and answered the exit interviews have revealed on not getting recognized despite of hard work/good Performance," says Hannovar.

  51.In his comic strip Dilbert, Scott Adams .

多年来,在瑞典王国阿比让市,减少工作时间成了情报头条。1三月1日,该市运行了一项为期一年的每一日六钟头专门的工作制实验:参加试验的内阁干部比每日专门的学问八小时的同事工时短,但做事收入和原先同样。

"For a required ‘development retreat,’ we were confined in a tiny one-room apartment near our office for several hours,” another person said.

Theresulting videowent viral on YouTube, racking up more than one million views. It depicts a hectic week in 2015 during the financial sector’s busy season — from January to March — when Nomimizu clocked in 78 working hours and 35 sleeping hours between Monday and Saturday (before working another six hours that Sunday, which you don’t see in the video).

  1. Management freezes raises and promotions

  A.makes fun of working peopleB.tells a story about a woman employee

试验希望工作时间短的职员和工人作功用率更加高,病假越来越少,并变成一样的职业量。这一想方设法很好,别的还也有种种为裁减办公时间所作的竭力。但那整个能够行得通吗?

另一位说:“为了参加强制的‘专门的学问发展退修会’,大家被关在公司附近三个狭窄的一居室公寓中长达数钟头。”

摄像在YouTube上疯狂传播,点击量超越百万。它记录了在金融业繁忙的季度-7月到四月--劳苦的七日,Nomimizu在周三到周日间专门的工作长达78钟头,睡眠仅仅35小时(而星期四还索要专门的职业六小时,那在录制中尚无记录到)。

Money is not always a very important category for people to quit, but it definitely ranks high. Many employees quit the Organization as they get better compensation/salaries with the competitors. Also with the salaries, many of the Techies (engineers) today are offered Onsite opportunity too. This is the normal phenomena in the IT Industry which nothing much can be worked out.

  C.promotes team spirit among co-workersD.mocks annual performance reviews

大型的生产功用试验

"One of the members of the board of directors (the president’s son) took me to a private room at a bar where he spent two hours trying to convince me to go on a travel date to Okinawa with him, then got angry at me for being indecisive when I tried to dodge the question of whether or not I would go with him.”

Marathon workdays are so entrenched in the Japanese culture that there’s even a word, karoshi, that quite literally means ‘overwork death’

  1. Poor work culture/work ethic

  52.All the following are mentioned as the drawbacks of annual performance reviews EXCEPT .

对两样国家在浓缩员工工时方面所做过的品味,已在开始展览钻探,但商量结果相形见绌。

“一名董事会成员(董事长的幼子)带作者去酒吧的三个包间,在那边他花了多个刻钟总括说服自个儿和他去冲绳岛观景,后来又因为本身当机不断回避去不去的标题而起火。”

It got to the point where Nomimizu was putting in so many 80-hour work weeks that he fainted in his apartment one night andcame-to right next to a TV stand, which he’d narrowly missed.When the rush period was finally over, he says the entire office got “horrendously sick.”

Another important factor that results in undesired attrition is the bad work culture. Bad work culture constitutes unhealthy political work environment where you can find lot of rumors/grape wines, partiality, favoritism, lack of trust, lack of good HR best practices like restrictions imposed on the employees on clothing, leaves and many more.   

  A.reducing efficiencyB.creating tension

2.汉译英

According to a promotional job ad, Super Miracle Happy is a company from the medical devices sector looking to higher people who “have stamina, endurance, and never complain”. The poster shows an shadowy and frankly creepy manager welcoming applicants to “the company that people most want to quit from in all the world.” Super Miracle Happy is looking for 30 new employees who will have to work in two 90-minute shifts, one starting 1 pm, and the other at 6 pm, but keep in mind that this is a black company, so expect some mandatory overtime.

幸而出于Nomimizu工时多达80时辰,导致她在一天夜晚昏迷在旅店中;去电台,可是错过了。当这段劳顿的时期终于截止时,他说全部办公都得了“很吓人的病”。

  1. Inability to maintain/achieve a healthy work-life balance

  C.undermining moraleD.inducing anger

华夏将加紧建设创新型国家,深切实行立异驱动发展战略性;中国将坚定不移以百姓为骨干的前行观念,秉持“贰个都无法掉队”的动感,使发展成就越来越好福利每多个神州人,巩固公民得到感和幸福感;中华夏族民共和国将加大精准脱贫力度,二零一八年将再压缩农村贫困人口一千万上述,到二〇二〇年完结贫困县全部“摘帽”、农村贫困人口全部脱贫。

基于该百货店的“招聘广告”,“顶级奇迹喜悦”是一家看病设施领域的商城,寻求“精力旺盛、忍耐力强、从不抱怨”的高档人才。广告中,一个脸孔蒙着阴影、看上去让人毛骨悚然的老总款待求职者来到“环球人们最想离职的公司”。“超级神蹟欢快”公司招聘的30名新职员和工人要两班倒,每一班时长90分钟,一班从早上1点起头,另一班从晚上6点开端,但切记那是一家黑公司,所以将会有强制加班。

While Nomimizu’s excessive workload was somewhat temporary, he says “there are people working for companies in Tokyo that do that sort of workload and have that life day-in, day-out all year long.” Indeed, marathon workdays are so entrenched in the culture that there’s even a Japanese word,karoshi, that quite literally means “overwork death.”

In the light of the recent trend of laying off huge number of employees, many employees (who are not fired) feel the heat of too much work. Sometimes they find themselves doing the work of more than two people which often result into work taken home and extended office hours. Too much work often creates stress which can force the employee to quit.

  53.The word “ordeal” in Paragraph 3 probably refers to .

  1. 汉译英

IT Media reports that selected applicants are likely to see other employees of Super Miracle Happy resting in sleeping bags when they first enter the company’s office, and can expect to be yelled at and scolded for much of their 90-minute shifts. The organizers acknowledge that the stress of working for a Japanese black company, even for one day, could be a bit too much for some people, so they urge selected candidates that their bosses are really just paid actors playing a role. Instead of resorting to any kind of violence, stressed-out employees are invited to offer a letter of resignation if at any point they want to cut their experience short and go home.

尽管Nomimizu的过分职业在必然水平上是不经常的,他说“在东京,集团里的人成年承受这种程度的职业量。” 事实上,四分马拉松式的行事在东瀛知识中是可怜深厚的,德语中还是还会有“karoshi”二次用来说述过劳死。

  1. Lack of Feedback Mechanisms

  A.likelihood of promotionB.depressive experience

China will encourage innovation across the country, and make innovation a driving force for our economic growth.

据IT Media网站报导,被录用的求职者刚进来集团的办公室时将恐怕看到“一级神迹喜笑貌开”集团的别样干部在睡袋中睡觉,而且在她们90分钟的劳作元帅有相当的大学一年级部分岁月被吼骂指谪。协会者认可,在东瀛黑公司的干活压力,尽管唯有一天,也大概让有些人收受不住,所以她们会提醒被入选的求职者,他们的“老总”其实只是拿钱扮演剧中人物的饰演者。为了幸免大家诉诸于暴力,如若职员在其余时候不堪重负想提前截至经历回家,组织者款待职员提交辞职信。

Lot of managers don't provide the proper feedback at regular intervals on the employee performance. Many employees look for feedback which helps them to grow in their career. Lack of feedback makes an employee or the team members frustrated, feel out of the team or lost, which leads to the rise in the attrition level in the organization.

  C.poor performanceD.unrealistic expectation

China will put people first in its development. No one will be left behind. The benefits of development will be shared by every Chinese and give people a strong sense of achievement and happiness.

While The Black Holiday sounds like a special event for masochists, SoraNews24 claims that it is actually aimed at two categories of people: employees dissatisfied with their current jobs, but hesitant to look for something better (employees hope that the experience will inspire them to look for better employment opportunities), and managers and executives (organizers hope that they will have greater empathy for their employees after spending a day in their shoes).

It got to the point where Stuart Nomimizu (left) was working so many 80-hour work weeks in Tokyo that he fainted (Credit: Stuart Nomimizu)

  1. Lack of decision-making power

  54.The annual performance reviews, to be effective, must focus on .

China will step up poverty alleviation by focusing on the most needy. The target for 2018 is helping over 10 million rural people out of poverty, and the goal for 2020 is to eliminate poverty in all poor counties and regions, and to help all rural residents living below the current poverty line get rid of poverty.

固然“黑褐假期”听上去疑似为受虐狂谋算的特别活动,SoraNews24网址建议,这一运动实际针对的是两类人:一类是对脚下的劳作不满但又拿不定主意是还是不是要另谋高就的老干部(希望这段经历能诱发他们去搜索更加好的做事机缘),另一类是主任和COO(协会者希望在感受了一天职员和工人疾苦后他们能对自己的部属有更加强的同理心)。

The Japanese Ministry of Health, Labour and Welfare released the government’s firstreporton karoshi this October, and it found that nearly one in four (23%) companies have some employees who work more than 80 hours of overtime per month.

A lot of managers simply do not know how to delegate effectively. This results in undue micro management by the immediate superior that shakes the faith and self confidence of the employee. A manager should empower employees and allow them the freedom to make suggestions and to take decisions.

  A.making employees aware of their company’s future goals

东瀛清洁、劳工与福利部门在当年6月公布了第贰回关于过劳死的内阁告诉,报告提议唯有23%的商家中有雇员每月工时长度当先80小时。

  1. No fun or enjoyment in job/ unchallenged

  B.involving employees in assessing their own performance

If you’re the first person to leave, you won’t be viewed as a team player

Two scenarios can fit into this. One is when employee becomes dull of the daily routine. Same job, with same skills and everything becomes dull, then it's time for employees to move on. The second scenario can be when employee don't feel challenged with the current job. Employees sometime need more responsibilities and work to challenge their skills or they leave in hunt of another job for fresh challenges.

  C.encouraging employees to achieve better future performance

“The Japanese have a very high sense of respect for their fellow colleagues, but there is also an inability to speak one’s mind,” Nomimizu says. “So you have a lot of people at a lower level who will stay in the office until their manager leaves at a ridiculously late hour.” The 26-year-old explains that if you’re the first person to leave, you won’t be viewed as a team player.

There are many more reasons which may be valid from person to person but these are the top ten reasons which the IT industry must really look upon to improve on to reduce attrition. The only way to work on retention is to pro-actively focus on establishing policies, practices, systems and culture that help reduce triggers on these counts.

  D.highlighting what responsibilities employees have failed in

“印度人对于他们的同事具备非常高的远瞻,可是个人是不可能讲出本身的主见。” Nomimizu说。“所以重重职位低的人会在办公室待到非常晚,直到他们的经纪离开。” 二十七岁的Nomimizu解释说纵然您是第叁个离开的人,你将不会被视为团队中的一员。

  55.The general attitude of the author toward Adam’s comic strip Dilbert is .

  A.negativeB.positiveC.neutralD.unclear

Nearly one in four Japanese companies have some employees who work more than 80 hours of overtime per month (Credit: Getty Images)

Are the long-working Japanese any more productive than their global counterparts? Nomimizu doesn’t think so. Indeed, there’s a growing body of evidence to suggest that working longer hours is not only bad for our health, but also detrimental for our careers and poor for a company’s overall productivity.

    越来越多音信请访问:新浪考研频道 考研论坛 报考硕士博客圈

办事时间越来越长的印尼人会比她们的同人更加多产吗?Nomimizu并不认为如此。事实上,更加多的凭据呈现职业更加长的时间不仅对大家的常规有毒,而且对大家的职业不利,对百货店全部的产值也不行。

  极其表达:由于外省点意况的持续调治与转换,今日头条网所提供的兼具考试新闻仅供仿照效法,敬请考生以权威部门揭橥的正规化音讯为准。

When less is more

If there’s another country that’s notorious for its long work hours and lack of time off, it’s the United States. A recentGallup pollfound that the average full-time employee in the US works a 47-hour week, nearly a full workday longer than the standard nine-to-five schedule. Moreover, nearly one in five workers (18%) reports working 60 hours or more per week.

若果还大概有另三个国家因其较长的工时及紧缺休憩时间而臭名昭著的话,那正是美利坚联邦合众国。近年来的Gallup民调开采在U.S.A.专职雇员的平分职业时长周周47钟头,比标准的朝九晚五多了近乎整整三个职业日。而且,临近二成(18%)的老工人工时在周周60钟头或越来越多。

People who take more time off — 11 days or more — are more likely to get a raise or bonus than people who take 10 or fewer days

Despite sacrificing time off with family and friends to toil away in the office, a separate report from the US-based campaign Project: Time Off discovered that long-working office martyrs were less likely than their peers to have received a bonus in the last three years.

即使捐躯了与亲人、朋友在一块的时光而在办公室里勤奋专门的工作,以美利坚联邦合众国为检察基础的选举项目Time Off中一项独立的报告建议:在这段日子的五年内,长日子工作的办公烈士相比较他们的同龄人获得表彰的或是越来越小。

Japanese workers have a very high sense of respect for their colleagues. If you’re always first to leave, you're unlikely to be viewed as a team player (Credit: Getty Images)

“We actually find that people who takemoretime off — 11 days or more — are more likely to get a raise or bonus than people who take 10 or fewer days,” says Katie Denis, lead researcher at Project: Time Off. “So if you’re not getting ahead — and we find no correlation between hours worked and getting ahead — then what are you doing it for?”

“大家真的发掘消费11天以至更加多时间去休憩的人比只歇息10天或越来越少的人更便于拿到升高或表彰”,Time Off项指标上位调查员,卡蒂丹尼斯说。“所以若是您不是领头人--大家也开掘工时和首席实践官地位之间并从未联系----那么您做它是为着什么吗?”

Diminishing returns

Laura Vanderkam, time management expert and author of 168 Hours, notes that, “your brain, like anything, can’t run on unlimited.” In fact, it’s actually bad for us to push beyond our limits. “As we work past a point of diminishing returns we wind up making mistakes,” she says. “We also don’t bring our best ideas and energy to the problems we’re trying to solve.”

洛拉Vanderkam,时间医学者,同一时间是《168钟头》的小编,注意到,“你的大脑就疑似任何事物同样,是无法无界定地运营的。” 事实上,当先我们的极限运维对于大家是那一个不佳的。“一旦我们办事时间长度超越低收入递减的临界点,大家就轻易犯错误,” 她说。“同一时候,大家拿不出最棒的主张和精力来减轻难题。”

People who take 11 days or more off are more likely to get a raise or bonus than people who take 10 or fewer days as holiday (Credit: Alamy)

There are several remedies to overworking. For instance, many of us believe we need to be in the office both when our boss shows up and when he or she leaves. However, Vanderkam thinks that’s a big (and often misguided) assumption. “Maybe your boss wants the place to herself in the morning and she’s actually annoyed that you’re getting there early, too.”

此地有二种针对工作时间过长的纠正措施。举个例子,大家很四个人都觉着当大家的CEO娘出现和他或他离开的时候,大家都须要在办公。可是,Vanderkam以为那是二个不当的若是。“或者深夜,你的小业主就想一个人待着还要他的确也为您早日地到办公而消沉”

Vanderkam also thinks a lot of people aren’t willing to consciously build breaks into their daily schedule out of fear they won’t be seen as hard workers. “So we sabotage our own productivity by saying ‘I’m just going to work all day, have my lunch at my desk, and fall into the 2:30 pm rabbit hole of the internet’,” she explains.

Vanderkam以为多数少人出于惧怕不能够被感到是勤快的职员和工人,而不乐目的在于她们的日程里安顿平息。“所以通过本身炫目“笔者快要困苦一成天,只可以在办公桌子上吃中饭,掉进网络上中午2:30的兔子洞里”,我们会稳中有降工效。”

A silver lining

While trading rest for unpaid overtime is clearly a bad deal for employees, it’s actually pretty lousy for employers, too. A Stanford University study found that employee output declines sharply after 50 hours per week and nosedives after 56 hours to the point where someone who puts in 70 hours doesn’t produce anything more with those additional 14 hours. Similar studies have linked long hours with absenteeism, long-term memory loss and impaired decision-making skills.

尽管苏息时间被用来尚未薪资的过于专业对于雇员来申明确是一笔不佳的贸易,可是对于雇主来讲实在也是一定不好的。一项华盛顿圣路易斯分校高校的钻探注明周周职业50钟头会使雇员的出现锐减,当工时长度达到56小时使雇员的产出暴跌,当时间长度达到70钟头,其冒出与时间长度为56钟头完全同样,增添的14时辰完全未有增添生产。类似的钻研也展现了劳作时间长度与旷工、短时间纪念的丧失和仲裁作用的风险有涉嫌。

So what are companies doing to combat the inevitable burnout? Major Japanese corporations have actually taken a lead on the issue. Toyota now limits overtime to 360 hours a year (or an average of 30 hours monthly), while ad agency Dentsu just released an eight-point plan (including regular vacation encouragement and lights out at the office by 22:00) to improve its work environment after the high-profile suicide of one of its employees.

那正是说集团都做了怎样来防护这种不可制止的生命力耗竭?大许多的日本洋行率先选择措施化解那一个标题。Toyota限制了一年的突击无法抢先360小时(每月不能够超过30钟头),与此同一时间由于多个雇员的自尽而面前蒙受关切的广告代理Dentsu刚刚公布了三个八项布署(包含常规的休假奖赏机制和办公11点熄灯机制)来改正它的做事条件。

In Germany, meanwhile, major companies like BMW and Volkswagen have limited after-hours employee emails to combat a growing culture of hyper-connectivity. In the US, leading investment banks like Credit Suisse and JPMorgan Chase have issued new guidelines to discourage analysts and associates (particularly the lower-ranking millennial workers) from coming to the office on weekends.

在德意志联邦共和国,大商号如宝三保太监Volkswagen限制下班后给雇员发邮件来抵抗日益增添的可观统一的学问。在美利坚合众国,超越的投资银行像Credit Suisse和JPMorganChase发表了新的指南来劝阻深入分析师和帮助办公室(极度是低排位的千禧一代的老干部)周末来办公。

Vanderkam notes that when you run a machine without maintenance you run a high risk of it breaking down over time, and possibly at an incredibly inopportune moment. It seems many companies have started to realise that the same is true of humans, too.

Vanderkam指出当您只运营四个机械而不举办爱护,它会因为过分施用而坏掉,而且恐怕在贰个不对路的时光点坏掉。好些个铺面如同也初阶意思到人也类似。

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