GMAT新黄金80题及范文(四)a
分类: GRE-GMAT英语
48. In matching job candidates with job openings (职位空缺，职务空缺,职工空缺,就业机会), managers must consider not only such variables as previous work experience and educational background but also personality traits and work habits, which are more difficult to judge.
What do you consider essential in an employee or colleague? Explain, using reasons and/or examples from your work or worklike experiences, or from your observations of others.
匹配工作应聘者和工作机会时，经理不但必需考虑以前的工作经历和教育背景之类的变量也必须考虑个人特点和工作习惯，这些更难评判。
你考量一个雇员或者同事的基本点是什么？从你自身的工作经验，或你对别人的观察给出原因and/or例子来解释你的观点。
除了教育背景过去的工作经验之外确实有很多更难量化的因素需要一个公司去衡量
1. 是否诚信是否对公司忠诚是决定一个员工是否可以为公司作出贡献的基本要素。一个有很好教育背景很丰富的工作经验但对公司不忠诚不诚信的人反而可能会对公司带来更大的伤害。他很可能会利用他的经验和专业知识做一些对自己有利而损害公司利益的事情
2. 一个人的对生活的态度对他是否胜任一项工作同样重要。这直接决定了他是积极地还是消极地对待自己的工作。尽管这一指标很难判断很难量化是隐性的但是同样十分重要。
3. 评价一个员工的是否胜任某一项工作仅仅从他是否有完成某个特定任务的能力来判断是不够的。因为在一个公司里面工作，每个人都需要和其他人协同没有人可以完全独立。因此员工是否可以和别人很好的沟通是否有团队精神也是很重要的一个衡量指标。
honest honesty dishonest dishonesty loyal loyalty instead An employee with excellent expertise and a lot of previous work experience but dishonest and not loyal to the company will sometimes do no good to the company while do harm instead, because they may use their expertise and experience to do something that can benefit themselves while damage the company. optimistic pessimistic optimism pessimism negative positive index quantify recessive likewise compatible interdependent dependent independent quantifiable
Thesis sentence: in spite of work experience and education background, there are many other factors, which are difficult to judge, essential in job candidates selection.
View1: Loyalty is an important factor in determine whether a candidate will make contribution to the company.
View2: people’s attitudes towards life is also affect much on work performance. Positive ,passive, initiative, creative
View3: Communication and cooperation abilities become more and more important in today’s business world. Team work, harmonious personnel environment
In the hiring process, it is more difficult to assess personality and work habits than to determine work experience and educational background. Even so, it is important to try and judge the less quantifiable (adj.可以计量的) characteristics of a prospective colleague or employee—such as honesty, reliability, creativity, self-motivation, and the capacity to get along and work well with others. If it doesn’t seem obvious that these are important qualities in a coworker, then consider the alternatives.
First of all, dishonest or unreliable workers harm an organization in many ways. Dishonest employees impose costs on a company whether they steal on the grand or small scale; just taking a few days of unwarranted sick leave here and there (from time to time) can add up to significant lost productivity. And lying about progress on a project can result in missed deadlines and even lost contracts. Unreliability works the same way; if an employee cannot meet deadlines or fails to appear at important meetings, the organization will suffer accordingly.
In addition, coworkers who lack motivation or creativity take some of the life out of an organization. To the extent that employees simply plug along, the company will be less productive In contrast, employees who have imagination and the motivation to implement ideas are productive and can spark those around them to greater achievement.
Finally, employees who cannot get along with or work well with others can as well be detrimental to the organization. The mere presence of a troublemaker is disruptive; moreover, the time such people spend on petty disagreements is time away from getting the job done successfully. In addition, those who cannot smoothly coordinate their efforts with others will end up making things more difficult for everyone else.
In conclusion, it may not be easy to judge the personality traits and work habits of prospective employees, but it certainly is worth the effort to try. Having coworkers who are honest, reliable, creative, self-motivated, compatible with one another and good team players will greatly enhance everyone’s work life, and benefit an organization in the most significant way—with greater productivity.
What do you consider essential in an employee or colleague? Explain, using reasons and/or examples from your work or worklike experiences, or from your observations of others.
匹配工作应聘者和工作机会时，经理不但必需考虑以前的工作经历和教育背景之类的变量也必须考虑个人特点和工作习惯，这些更难评判。
你考量一个雇员或者同事的基本点是什么？从你自身的工作经验，或你对别人的观察给出原因and/or例子来解释你的观点。
除了教育背景过去的工作经验之外确实有很多更难量化的因素需要一个公司去衡量
1. 是否诚信是否对公司忠诚是决定一个员工是否可以为公司作出贡献的基本要素。一个有很好教育背景很丰富的工作经验但对公司不忠诚不诚信的人反而可能会对公司带来更大的伤害。他很可能会利用他的经验和专业知识做一些对自己有利而损害公司利益的事情
2. 一个人的对生活的态度对他是否胜任一项工作同样重要。这直接决定了他是积极地还是消极地对待自己的工作。尽管这一指标很难判断很难量化是隐性的但是同样十分重要。
3. 评价一个员工的是否胜任某一项工作仅仅从他是否有完成某个特定任务的能力来判断是不够的。因为在一个公司里面工作，每个人都需要和其他人协同没有人可以完全独立。因此员工是否可以和别人很好的沟通是否有团队精神也是很重要的一个衡量指标。
honest honesty dishonest dishonesty loyal loyalty instead An employee with excellent expertise and a lot of previous work experience but dishonest and not loyal to the company will sometimes do no good to the company while do harm instead, because they may use their expertise and experience to do something that can benefit themselves while damage the company. optimistic pessimistic optimism pessimism negative positive index quantify recessive likewise compatible interdependent dependent independent quantifiable
Thesis sentence: in spite of work experience and education background, there are many other factors, which are difficult to judge, essential in job candidates selection.
View1: Loyalty is an important factor in determine whether a candidate will make contribution to the company.
View2: people’s attitudes towards life is also affect much on work performance. Positive ,passive, initiative, creative
View3: Communication and cooperation abilities become more and more important in today’s business world. Team work, harmonious personnel environment
In the hiring process, it is more difficult to assess personality and work habits than to determine work experience and educational background. Even so, it is important to try and judge the less quantifiable (adj.可以计量的) characteristics of a prospective colleague or employee—such as honesty, reliability, creativity, self-motivation, and the capacity to get along and work well with others. If it doesn’t seem obvious that these are important qualities in a coworker, then consider the alternatives.
First of all, dishonest or unreliable workers harm an organization in many ways. Dishonest employees impose costs on a company whether they steal on the grand or small scale; just taking a few days of unwarranted sick leave here and there (from time to time) can add up to significant lost productivity. And lying about progress on a project can result in missed deadlines and even lost contracts. Unreliability works the same way; if an employee cannot meet deadlines or fails to appear at important meetings, the organization will suffer accordingly.
In addition, coworkers who lack motivation or creativity take some of the life out of an organization. To the extent that employees simply plug along, the company will be less productive In contrast, employees who have imagination and the motivation to implement ideas are productive and can spark those around them to greater achievement.
Finally, employees who cannot get along with or work well with others can as well be detrimental to the organization. The mere presence of a troublemaker is disruptive; moreover, the time such people spend on petty disagreements is time away from getting the job done successfully. In addition, those who cannot smoothly coordinate their efforts with others will end up making things more difficult for everyone else.
In conclusion, it may not be easy to judge the personality traits and work habits of prospective employees, but it certainly is worth the effort to try. Having coworkers who are honest, reliable, creative, self-motivated, compatible with one another and good team players will greatly enhance everyone’s work life, and benefit an organization in the most significant way—with greater productivity.