首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
You will hear a passage between John and Larry, who are discussing the thorny issue of putting motivational techniques into prac
You will hear a passage between John and Larry, who are discussing the thorny issue of putting motivational techniques into prac
admin
2016-10-25
31
问题
You will hear a passage between John and Larry, who are discussing the thorny issue of putting motivational techniques into practice.
For each question(23-30), mark one letter(A, B or C)for the correct answer.
You will hear the recording twice.
What means can also be accepted for Larry?
23
Man 1: Larry, everyday you are concerned with a lot of issues, but what seems to be the most troublesome issue?
Man 2: Like me, managers, company owners, and supervisors have always been frustrated and bewildered by employees with little or no motivation.
24
Man 1: Can you be more specific?
Man 2: We have all seen the "quit-but-stay" employees who have served their physiological contact with the organisation. Nothing seems to fire them up. They firmly park their brains and their enthusiasm in the staff car park in the morning, re-engaging them with gusto 30 seconds after the official end of work time. However, they shrewdly avoid doing anything that warrants dismissal and are content to keep their heads down, doing the minimum and volunteering nothing.
25
Man 2: ... This leaves the company with little option but to mark them down as candidates for the next round of redundancies.
26
Man 1: But what management techniques are available to repair and restore motivation?
Man 2: The answer is, I suppose, to give employees as much meaningful work as possible. The less intrinsically interesting the work, the more needs to be done to make it acceptable: job enrichment, job rotation and job sharing.
27
Man 1: Are there any other means apart from that?
Man 2: There are now several other commonly accepted ways. The first is to give employees the information and resources needed to do a good job, and ensure, through ongoing training, that employees have the necessary skills to meet the requirements of the job.
Next, demonstrate a commitment to career development and promotion from within.
Equally important is to foster a sense of team spirit. You do not have to organise outdoor assault courses. It is enough to provide opportunities for people to meet, talk and share together. Recognition has been highly emphasized. Many companies now publicly recognise and congratulate employees for good work. Celebrate success and create heroes. Two more things are: provide regular and specific feedback to all staff through both formal appraisal and informal channel of communication.
28
Man 2: ... Equally important is to foster a sense of team spirit. You do not have to organise outdoor assault courses. It is enough to provide opportunities for people to meet, talk and share together. Recognition has been highly emphasised. Many companies now publicly recognise and congratulate employees for good work. Celebrate success and create heroes. Two more things are: provide regular and specific feedback to all staff through both formal appraisal and informal channel of communication. Encourage feedback from staff and involve employees in making decisions that affect their work. Pay people what they are worth. Consider such factors as market forces, predatory competitors and the contribution each individual makes.
29
Man 2: ... Celebrate success and create heroes. Two more things are: provide regular and specific feedback to all staff through both formal appraisal and informal channel of communication. Encourage feedback from staff and involve employees in making decisions that affect their work. Pay people what they are worth. Consider such factors as market forces, predatory competitors and the contribution each individual makes.
30
Man 1: But it seems to me nothing is new in these techniques.
Man 2: They are not. The fact that we know some of the key factors in motivation, however, has not prevented many managers form ignoring them. Some people are fortunate enough to have a good boss, who may have more modeled positive motivational behaviours. But because few managers are trained or educated in the art of motivation and have themselves never been well-managed, we get the perpetuation of incompetence.
Man 1: This explains the paradox of why people have heard about but not seen successful motivational managgement in practice.
Man 1: Larry, everyday you are concerned with a lot of issues, but what seems to be the most troublesome issue?
Man 2: Like me, managers, company owners, and supervisors have always been frustrated and bewildered by employees with little or no motivation.
Man 1: Can you be more specific?
Man 2: We have all seen the "quit-but-stay" employees who have served their physiological contact with the organisation. Nothing seems to fire them up. They firmly park their brains and their enthusiasm in the staff car park in the morning, re-engaging them with gusto 30 seconds after the official end of work time. However, they shrewdly avoid doing anything that warrants dismissal and are content to keep their heads down, doing the minimum and volunteering nothing. This leaves the company with little option but to mark them down as candidates for the next round of redundancies.
Man 1: But what management techniques are available to repair and restore motivation?
Man 2: The answer is, I suppose, to give employees as much meaningful work as possible. The less intrinsically interesting the work, the more needs to be done to make it acceptable: job enrichment, job rotation and job sharing.
Man 1: Are there any other means apart from that?
Man 2: There are now several other commonly accepted ways. The first is to give employees the information and resources needed to do a good job, and ensure, through ongoing training, that employees have the necessary skills to meet the requirements of the job. Next, demonstrate a commitment to career development and promotion from within. Equally important is to foster a sense of team spirit. You do not have to organise outdoor assault courses. It is enough to provide opportunities for people to meet, talk and share together. Recognition has been highly emphasised. Many companies now publicly recognise and congratulate employees for good work. Celebrate success and create heroes. Two more things are: provide regular and specific feedback to all staff through both formal appraisal and informal channel of communication. Encourage feedback from staff and involve employees in making decisions that affect their work. Pay people what they are worth. Consider such factors as market forces, predatory competitors and the contribution each individual makes.
Man 1: But it seems to me nothing is new in these techniques.
Man 2: They are not. The fact that we know some of the key factors in motivation, however, has not prevented many managers from ignoring them. Some people are fortunate enough to have a good boss, who may have more modeled positive motivational behaviours. But because few managers are trained or educated in the art of motivation and have themselves never been well-managed, we get the perpetuation of incompetence.
Man 1: This explains the paradox of why people have heard about but not seen successful motivational management in practice.
选项
A、To give employees the information and resources whether they need or not
B、To foster a sense of independence
C、To recognise and congratulate employees for good work
答案
C
解析
转载请注明原文地址:https://jikaoti.com/ti/LTMsFFFM
本试题收录于:
BEC高级听力题库BEC商务英语分类
0
BEC高级听力
BEC商务英语
相关试题推荐
Whatarethespeakersdiscussing?
What’stherelationshipbetweenthemanandthewoman?
Whataretherelationsbetweenthetwopersons?
Whatarethespeakersdiscussing?
A、 B、 C、 ABecauseusuallystatesareasonthatanswersawhyquestion.Choice(B)confusesthesimilarsoun
A、 B、 C、 ATakethenumber14busadvisesthequestionercorrectly.Choice(B)usesthepasttense.Choice(C)confus
1.(Thecandidatechoosesonetopicandspeaksaboutitforoneminute.)A.StaffManagement:howtoachieveandmaintainhighm
Inthispartofthetest,youareaskedtogiveashorttalkonabusinesstopic.Youhavetochooseoneofthetopicsfromthe
(Thecandidatechoosesonetopicandspeaksaboutitforoneminute.)A.Technology:theimportanceoftrainingstaffinhowto
Inthispartofthetest,youareaskedtogiveashorttalkonabusinesstopic.Youhavetochooseoneofthetopicsfromthe
随机试题
预防火灾,就是要消除产生燃烧的条件,最终达到防火的目的。
砖的强度划分是按()确定的。
以下属于技术风险范围的是( )。
在无需求情况下,市场营销管理的任务是()。
设集合U={1,2,3,4,5},A={1,2,3},B={2,3,4},则(A∩B)等于()
千百年来,“偏见”一词一直是带贬义的。在人们心目中,偏见就意味着错误,是思想认识的大敌,因此,人人都不应当有偏见。偏见是如此不受欢迎,以至于各个领域的思想家无不以扫除偏见为己任,以便达到无偏见的认识。在人们心中存在着一种根深蒂固的观念:偏见是应当消除而且是
课外活动应由教师来组织。
孔智、孟睿、苟慧、庄聪、墨灵、韩敏等6人组成一个代表队参加某次棋类大赛,其中两人参加围棋比赛,两人参加中国象棋比赛,还有两人参加国际象棋比赛,有关他们具体参加比赛项目的情况还需要满足以下条件:(1)每位选手只能参加一个比赛项目;(2)孔
TheworkingpatternofHainanAirlinesissimilarto______ofcapitalAirlines.
A、Theydidn’tcelebrateitatall.B、TheycelebrateditasaHebrewfestival.C、Theycelebrateditasthedeathandresurrection
最新回复
(
0
)