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fuyu大学英语第二版-1-4-部分短文及翻译

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2021-01-20 07:48
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centralization-fuyu

2021年1月20日发(作者:上船)
The Generation Gap at Work
As offices go, the editorial suites at Time Inc. are pretty laid back. T-shirts are fine. Shave if you like.
Slides, sneakers or heels - your choice. Yet there's a limit to what passes for acceptable appearance,
and I was sure a recent bunch of college interns had breached it spectacularly with their nose rings,
tattoos and low-rise pants. These were bright, ambitious kids. Why the blatant show of disrespect?

My younger colleagues wondered too. But they were more amused than aghast, and it occurred to me
that there is a widening generation gap when it comes to interpreting casual Fridays. And that's not all:
Young folks are putting their stamp on the workplace in ways far more reaching than their wardrobe.
And we boomers don't necessarily like it.

We're all part of a new-age experiment: four generations working side by side yet often speaking a
different language. Think that's an exaggeration? Go ahead. Try to decipher this twentysomething text
message: WU CMIW that was CLM or maybe CS. (What's up? Correct me if I'm wrong. That was a
career-limiting move or maybe career suicide.)

Boomers, the older
histories, values and work habits to the job. These gaps have led to stereotypes that hinder our ability
to get things done.
Nearly 60 percent of HR managers at large companies say they've observed office conflicts that flow
from generational differences, according to the Society for Human Resource Management. Tensions
typically stem from perceptions of loyalty and respect - as in, we think the kids don't have any. Yet the
latest research shows that we may be compatible after all. Debunking some key myths may help you
get past the tattoos and belly buttons in your office.
Myth No. 1: Young workers love change
It's commonly thought that young people embrace change as enthusiastically as older workers resist it.
Not so. In a study of 3,200 workers, only 12 across the generations said they liked change at the office,
reports the Center for Creative Leadership.

Jennifer Deal, author of
Common Ground.
identical anxieties.
Don't make assumptions based on age, says Deal. Ask your young colleagues how a shift would
change their life. If it's for the better, can you blame them for loving it? But it might be as upsetting to
them as it is to you - and it could be a bonding moment.

Myth No. 2: Gen X- and Y-ers lack a strong work ethic(
职业道德
)
Not true. But coming of age under very different circumstances has affected our work styles. Boomers
had to scrape and claw for jobs and work long hours to keep them and get ahead because there were so
many of us. Competition was keen. Work became central to our identities, and with two-earner
households, we did much of our socializing in professional circles.
But Gen X is much smaller and has never known job scarcity. They can demand more or move on.
They've seen their parents get downsized, seeming victims of company loyalty, and watched them
strain to juggle career and family.

That different history has led to marked differences in how we work. Younger generations are willing
to move every two or three years to get the job experience and work-life balance they want. Ask them
to come into the office over the weekend and they are apt to resist.
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doesn't mean they won't get the job done. If they must, they'll work from the beach on their laptop.
And they're more apt to come in promptly and eschew the water-cooler chats so popular among
boomers. They focus, finish and leave. Boomers need to appreciate these style differences. Look at the
results, not the process.

Myth No. 3: They disrespect elders
This gets back to the dress issue. When boomers entered the work force, tattoos and body piercings
were for bikers and lowlifes. Yet Gen X and Gen Y see these expressions (in tastefully modest doses)
as normal, even alluring - not a way to thumb their nose at authority.

The question of respect goes beyond a dress code. Boomers got ahead by doing what they were told
and expect younger workers to similarly fall in line. But with their leverage in the workplace, twenty-
and thirtysomethings don't have to take what you say on faith. They want to know why they're being
asked to perform a task.
This isn't disrespect. They have more options than you did at that age. But if you are clear in what you
expect and explain the reasons behind a particular assignment, they'll respond.

Myth No. 4: Younger workers prefer to go it alone

Generational Studies.
accepting of technology, corresponding via text message and preferring to communicate online instead
of in a meeting hardly qualifies as going it alone.
All generations value working with capable colleagues despite age, says Deal of the Center for
Creative Leadership. Boomers accustomed to face time may misread young workers' preference for
tech time as isolationist
(孤立主义者)
. It's anything but - if you know how to use the tools.

So learn them. And then give the kid a chance. Soon you won't even notice the silver stud in her
tongue.
在工作中的代沟

作为办公室,在时代公司的编辑套房都相当悠闲。

T
恤是好的。刮胡子,如 果你喜
欢。
幻灯片,
运动鞋或高跟鞋

-
你的选择。然而,
有一个可接受的外观传递的限制,
我相信最近的大专实习生一堆违反了与他们的鼻环 ,纹身和低层裤子壮观。这是光
明的,雄心勃勃的孩子。为什么公然不敬的节目?

太 想我年轻的同事。但他们比骇然逗乐了,它发生在我身上是有代沟的扩大,当它
来解释休闲星期五。而这 还不是全部:年轻的人来说,把他们的邮票,远远超过他
们的衣柜深远的方式在工作场所。我们潮不一定 喜欢它。




我们都是一个新时代的实验部分:四代并肩工作, 还经常讲不同的语言。认为这是
一种夸张吗?来吧。
尝试破译这七字短信:

CMIW CLM
的或可能政务司司长。



么事?纠正我,如果我错了。这是职业生涯限制移动或者职业生涯自杀。


潮,旧的

沉默

的一代,年轻的称为
X

Y的工作带来很大的不同的历史,价值观
念和工作习惯。这些差距导致的陈腐观念妨碍我们有能力把事 情做好。


60
%,大型企业的人力资源经理说,他们已经观察到的办公室 冲突,从代际差异
的流量,根据人力资源管理协会。紧张通常源于忠诚和尊重的观念

-
我们认为,孩
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子们没有任何。然而,最新 的研究表明,我们可能毕竟兼容。揭穿一些关键的神话
可以帮助你过去的纹身和肚脐,在你的办公室。< br>
神话
1
:年轻工人爱变化

它通常认为,年轻人拥抱变化, 积极为老工人抵制。并非如此。在研究
3,200
名工
人中,只有
12
跨世代说,他们喜欢在办公室里的变化,报告创造性领导中心。


耐改变是不是年 龄,它站在你获得或失去多少,说:

该中心的珍妮弗新政,笔者


退休代沟:年轻人和老年人的员工如何能找到共同点

一般来说,年纪较大的工
人有 更多的损失。但是,许多年轻的工人,有相同的忧虑。

不要根据年龄的假设,说新政。问问你 的年轻同事如何转变将改变他们的生活。如
果好,
你能责怪他们热爱它呢?但它可能会扰乱他们 ,
因为它是你

-
它可能是一个
粘接时刻。

误 区
2

X
一代和
Y-ERS
缺乏强烈的工作道德(职业道德 )

事实并非如此。但时代的到来,在非常不同的情况下,已影响到我们的工作作风。
婴儿潮一代有刮爪就业和工作时间长,以使他们获得成功,因为有我们这么多人。
竞争是激烈的。工作, 我们的身份,成为中央和两个赚取家庭,我们确实在专业圈
子,我们的应酬太多。


X
一代是小得多,从来不知道工作的稀缺。他们可以要求或移动。他们看到他们
的父母 得到精简,似乎对公司的忠诚的受害者,看着他们紧张,兼顾事业和家庭。

这导致了不同的历 史如何,我们在工作的显着区别。年轻一代愿意将每隔两年或三
年,以得到他们想要的工作经验和工作生 活平衡。问他们周末到办公室来,他们很
容易抵制。

韦斯特曼,前就业顾问。然而, 这

他们的休息时间是他们的休息时间,说:

加里
·
并不 意味着他们不会把工作做好。
如果有必要,
他们会从他们的笔记本电脑上海滩。
而且他 们更容易来在及时避开潮间流行的水冷却器聊天。他们集中精力,完成并离
开。婴儿潮一代需要欣赏这些 风格的差异。看的结果,而不是过程。

误区
3
:他们不尊重长者

这回来的着装问题。当婴儿潮一代进入劳动大军,纹身和身体穿孔骑车和
lowlifes
然而,
X
一代和
Y
一代看到这些表达式(高雅谦虚剂量)为正 常,甚至诱人

-
没有
一种方法以拇指机关在自己的鼻子。
超越着装方面的问题。潮一代提前了做什么,他们被告知,并期望年轻的工人,同
样属于符合。但与 他们在工作场所的杠杆作用,二十到
30
岁都没有采取什么你说信
仰。他们想知道为什 么他们被要求执行一项任务。

这是不尊重。他们有更多的选择,比你在这个年龄。但如果你清 楚你所期望的,并
解释一个特定的任务背后的原因,他们会作出回应。

误区
4
:年轻工人宁愿单干

温多弗,为世代研究中心董事总经理。 的

X-ERS


潮要召集会议,说:

罗伯特
·

E-mail
或文字。

但是,而年轻的工人接受的技 术,通过相应的短信,宁愿进行
在线交流,而不是在会议几乎没有资格作为单干。

各 代重视工作能力的同事,尽管年龄说,新政创造性领导中心。习惯于面对时间的
婴儿潮一代可能误读青年 工人的高新技术时间偏好作为孤立
(孤立主义者)

这是什
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centralization-fuyu


centralization-fuyu


centralization-fuyu


centralization-fuyu


centralization-fuyu


centralization-fuyu


centralization-fuyu


centralization-fuyu



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