《研究生英语视听_林美纹Llistening_Reading_Watching___unit_2_Career_and_Success》由会员分享，可在线阅读，更多相关《研究生英语视听_林美纹Llistening_Reading_Watching___unit_2_Career_and_Success（18页珍藏版）》请在金锄头文库上搜索。
1、. . . .Unit 2 Career and Success1、 ListeningThere are many reasons why people leave their jobs.Maybe a higher salary offered in the new job, possibly its just a career advancement, or it could be because they cant stand their management, and they believe their supervisors are doing a bad job about i
2、t.My next guest says that bad management is the main reason why people leave their jobs.Hes Stephen Taylor, hes a lecturer in management at Manchester Metropolitan University.Its good morning to you!Interviewer: This is an extraordinary finding that basically you are saying poor management and super
3、vision, finally people said, Thats enough, Im off.Interviewee: Thats right; I think thats very right.Weve interviewed about 200 people in depth about their last job-move.Weve asked them to tell us in detail why they left their last jobs.And thats the main finding of our research, and its sort of a h
4、idden reason.I think a lot of organizations dont understand, dont realize how important this is.But certainly most people, the majority of people, that was the primary reason they left. Interviewer: Now when we talk about s-poor supervision or bad management, were obviously talking about more than,
5、say, sexual harassment, abuse, bullying and that sort of thing. You are really talking about they are not doing their job, absolutely, not supervising. Interviewee: Absolutely, There are examples of bullying, and just unpleasant treatment, abuse of power and so on, but theyre a minority.Its much mor
6、e common to find examples of ineffective management of sweeping problems under the carpet, not listening to grievances, not listening to people, just not managing in effect actually. Interviewer: And that, of course, those managers would say that they are suffering the same problem from their own ma
7、nagers. Interviewee: Thats very tricky, we have also interviewed supervisors themselves and we get the same thing from them. They will complain about the area manager and so on and it goes up the hierarchy.Interviewer: Is that endemic in the system of bureaucracy in the corporation? If its so common
8、 and in so many countries, what can be done?Interviewee: Well, a lot can be done?I think its a hidden reason, I dont think its so much endemic in the bureaucracy.I think they just dont realize because when people leave a job, thats not the reason they give. They are not honest. They say they are lea
9、ving for more pay or they are leaving for personal reasons, or something of that kind. So I just think they dont actually realize how important this factor is. Because a great deal can be done about it, well, you can select supervisors on their supervisory skills, rather than for their technical ski
10、lls; you can give them training in basic people management skills. Interviewer: But., you see, the problem with that, Steven, is every time when anybody sits on a course in People Management, Human Resource Relations, Managing Your Staff, everybody says What a load of rubbish. You know, bunny rabbit
11、s gone mad. Interviewee: Well, maybe thats the problem, its not rubbish. Its very very serious.Its costing industry millions and millions of pounds a year because people are leaving. They have trained them up, they selected them, theyve spent huge amount of money getting them in there, then they wal
12、k out the door.Its really about time people took the issue a bit more seriously. Interviewer: And a final thought, when are you next going to look at this again to determine if thereve been any changes?Before you resign?Interviewee: Well, thats right.I think it will be an on-going study and Ive cert
13、ainly got a long way to get to it.I want to look at various different professional groups and see how they vary. Thats what I would like to do next.Interviewer: Well, Steven, assuming you havent resigned to go elsewhere, please do come back and talk more about it, absolutely fascinating, thank you v
14、ery much indeed.离开工作的原因有很多。可能在新工作中提供更高的薪水，可能只是职业提升，或者可能是因为他们无法忍受管理，他们认为他们的主管做得不好我的下一位客人说，糟糕的管理是人们离开工作的主要原因。他的斯蒂芬泰勒，他是曼彻斯特城市大学的管理讲师。对你来说早上好！采访者：这是一个非同寻常的发现，基本上你说的是管理不善和监督，最后人们说：“够了，我走了。”被访者：没错，我认为这是非常正确的。我们已经深入访谈了大约200人关于他们上一次工作的举动。我们要求他们详细告诉我们为什么他们离开了最后的工作。这是我们研究的主要发现，而且它是有点隐晦的原因。我想很多组织都不明白，没有意识到这是多
15、么重要。但是绝大多数人，大多数人，这是他们离开的主要原因。采访者：现在当我们谈到监督不力或管理不善时，我们显然不仅仅是在谈论性骚扰，虐待，欺凌等等。你真的在谈论他们没有完成他们的工作，绝对不是监督。被访者：绝对有欺凌的例子，只是不愉快的对待，滥用权力等等，但它们是少数。在地毯下找到无效管理清扫问题的例子更为常见，而不是倾听不满，而不是倾听人们的意见，只是不实际管理。采访者：那当然，那些经理会说他们正在遭受来自他们自己经理的同样的问题。被访者：这非常棘手，我们也自己采访了主管，我们也从他们那里得到了同样的结果。他们会抱怨区域经理等等，并且会升级到层次结构。采访者：在公司的官僚体系中流行吗？如果它
16、在如此多的国家很常见，那么可以做些什么？被访者：那么可以做很多事情呢？我认为这是一个隐藏的原因，我不认为它在官僚体系中流行很多。我认为他们没有意识到，因为当人们离开工作时，这不是他们的原因。给。他们不诚实。他们说他们要离开去寻求更多报酬，或者他们因个人原因离开，或者是那种类似的事情。所以我只是觉得他们并没有意识到这个因素有多重要。因为可以做很多事情，所以你可以选择主管的监督技能，而不是技术技能;你可以给他们培训基本的人员管理技能。采访者：但是，你看，这个问题，史蒂文，每当有人坐在“人事管理”，“人力资源关系”，“管理你的员工”的课程中，每个人都会说“多大的垃圾“。你知道，兔子兔子疯了。被访者：好吧，也许
