2009年9月上海高级口译真题及答案-Section2-中华考试网

【摘要】 即将参加翻译考试的考生们，考试即将到来，你们的备考工作进行得如何了？考必过为大家精心整理了2009年9月上海高级口译真题及答案-Section2-中华考试网，希望能够帮助大家通过翻译考试。那么，同学们一起快来做题吧！关于2009年9月上海高级口译真题及答案-Section2-中华考试网的具体内容如下：

2009年9月上海高级口译真题及答案-Section2

SECTION 2: READING TEST (30 minutes) Directions: In this section you will read several passages. Each one is followed by several questions about it. You are to choose ONE best answer, (A), (B), (C) or (D), to each question. Answer all the questions following each passage on the basis of what is stated or implied in that passage and write the letter of the answer you have chosen in the corresponding space in your ANSWER BOOKLET. 考试用书Questions 1--5Talk about timing. Your question arrived in our in-box the same day that we received a note from an acquaintance who had just been let go from his job in publishing, certainly one of the industries that is facing, as you put it, “extreme changes.” He described his layoff as a practically Orwellian experience in which he was ushered into a conference room to meet with an outplacement consultant who, after dispensing with logistics, informed him that she would call him at home that evening to make sure everything was all right.“I assured her I had friends and loved ones and a dog,” he wrote, “and since my relationship wither could be measured in terms of seconds, they could take care of that end of things.” “Memo to HR: Instead of saddling dismissed employees with solicitous outplacement reps,” he noted wryly,“put them in a room with some crockery for a few therapeutic minutes of smashing things against a wall.”While we enjoy our friend’s sense of humor, we’d suggest a different memo to HR. “Layoffs are your moment of truth,” it would say, “when yo company must show departing employees the same kind of attentiveness and dignity that was showered upon them when they entered. Layoffs are when HR proves its mettle and its worth, demonstrating whether a company really cares about its people.Look, we’ve written before about HR and te game-changing role we believe it can and would play as the engine of an organization’hiring, appraisal, and development processes. We’ve asserted that too many comanies relegate HR to the mundane busy-work of newsletters, picnics, and benefits, and we’ve made the case tat every CEO should elevate his head of HR to the same stature as the CFO. But if there was ever a time to underscore the importance of HR, it has arrived. And, sadly, if there was ever a time to see how few companies get HR right, it has arrived, too, as our acquaintance’s experience shows.So, to your question: What is HR’s correc role now’daespecially in terms of layoffsFirst, HR has to make sure people are let go by their managers, not strangers. Being fired is dehumanizing in any event, but to get the news from a “hired gun” only makes matters worse That’s why HR must ensure that managers accpt their duty, which is to be in on the one conversation at work that must be personal. Pink slips should be delivered face-to-face, eyeball-to-eyeball.Second, HR’s role is to serve a the company’s arbiter of equiy. Nothing raises hackles more during a layoff than the sense that some people’danamely the loudmouths and the litigious’s getting better deals than others. HR can mitigate that dynamic by making sure across units and divisions that severance arrangements, if they exist, are appropriate and evenhanded. You simply don’t want people to leave feelingas if they got you-know-what. They need to walk out saying: “At least I know i was treated fairly. Finally, HR’s role is to absorbpain. In the hours and days after being let go, people need to vent, and it is HR’s job to be completely availableto console. At some point, all outplacement consultant can come into the mix to assist with a transition, but HR can never let “the departed’s feel as if they’ve been sentto a leper colony. Someone connected to each let-go employee’s a either a colleague or HR staffer’dashould check in regularly. And not just to ask, “Is everything O.K.? but to listen to the answer with an open heart, and when appropriate, offer to serve as a reference to prospective employers.Three years ago, we wrote a column called, “o Many CEOs Get This Wrong,” and while many letters supported our stance that too many companies undervalue HR, a significant minority pooh-poohed HR as irrelevant to the “real work’s of business. Given the state of things, we wonder how those same HR-minimalists feel now. If their company is in crisis’daor their own career’daperhaps at last they’vseen the light. HR matters enormously in good times. It defines you in the bad.

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