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 the Chief Executive of Best Value, an American chain of convenience stores, talking about a change in the company’
You will hear the Chief Executive of Best Value, an American chain of convenience stores, talking about a change in the company’
admin
2017-03-28
44
问题
You will hear the Chief Executive of Best Value, an American chain of convenience stores, talking about a change in the company’s working practices.
For each question(23-30), mark one letter(A, B or C)for the correct answer.
After you have listened once, replay the recording.
Compared with the company’s other distribution centres, what was surprising about the new one in California?
You will hear the Chief Executive of Best Value, an American chain of convenience stores, talking about a change in the company’s working practices.
For each question, 23-30, mark one letter(A, B or C)for the correct answer.
After you have listened once, replay the recording.
You have 45 seconds to read through the questions.
[pause]
Now listen, and mark A, B or C.
[pause]
Thank you very much for inviting me to talk to you about the introduction of Performance Management at Best Value.
Best Value operates nearly five thousand convenience stores and seven distribution centres in the United States. When I took over as Chief Executive, three years ago, I found poor industrial relations, and little or no sense of loyalty. A consultation process existed, but wasn’t taken very seriously by management. Internal communications varied enormously, with a few staff missing out on key information.
We realised we had to do something to bring out the best in people, and we decided to adopt Performance Management to emphasise to the whole of our large workforce that there were many positive aspects to being one of our employees. If staff could develop a sense of fulfilment in their working days, we believed, it would both benefit them and be fundamental to the success of the rapid expansion we planned. We were convinced that in comparison, the effect of raising wages or reducing working hours would be minimal.
One decision we had to make was how to introduce Performance Management. We decided to start by focusing on a small number of units, but ones where we would have the greatest impact. And that meant the seven distribution centres, even though they presented more of a challenge than the stores. We felt that if we succeeded in raising morale there, it would have a knock-on effect on the stores.
So what is ’Performance Management’? It’s a systematic, data-based approach to managing people, identifying the specific behaviours that we need from our staff and reinforcing those behaviours through recognition and reward. One of our first tasks was to identify the key behaviours needed to carry out the responsibilities of every post. This was the starting point for ensuring that each employee was best placed to use their own specific talents. I’m pleased to say it’s working very well. Then we gave every employee a checklist of ten behaviours they need if they’re going to perform their jobs well.
Managers and supervisors check each employee’s performance at least once a day, and give them feedback and symbolic rewards - a variation on the gold star system. Staff are brought together to celebrate achievements by their unit and hear about each other’s successes. We’ve realised that it isn’t the results, but the social interaction and recognition that provide the real rewards for employees.
Let me give you an example of Performance Management in action. When we replaced our California distribution centre with a state-of-the-art facility, we decided to train all its managers in Performance Management before we took on any new staff. The managers then applied the approach when the centre was up and running, and achieved amazing results: average staff attendance at work was ninety-five per cent as opposed to around eighty-five per cent in other centres. This made it the most cost-effective by far.
In Texas, we have our first distribution centre established with completely new staff, and all the supervisors and managers were trained from the start in Performance Management principles. That centre now gets the right products to the right place at the right time, virtually one hundred per cent of the time. That’s better than we’ve managed to achieve elsewhere, and contributes to the high degree of satisfaction in the stores it services.
With Performance Management, the desired behaviour becomes routine, so it gives a long-term payoff. And once employees understand their roles more clearly, and have changed the way they work, it’s much easier to agree on realistic objectives. This makes it less likely that the company has to cut costs, or take other emergency measures.
To round off, let me say that Performance Management has really transformed Best Value. And the important thing to remember is that it works for everyone.
选项
A、It was the only one providing training for all staff.
B、It had the lowest level of absenteeism.
C、It required fewer staff than the others.
答案
B
解析
转载请注明原文地址:https://kaotiyun.com/show/P9sO777K
本试题收录于:
BEC中级听力题库BEC商务英语分类
0
BEC中级听力
BEC商务英语
相关试题推荐
•Readthearticlebelowaboutinsurance.•Foreachquestion31-40,writeonewordinCAPITALLETTERSonyourAnswerSheet.
•Readthefollowingarticleaboutknowledgeacquisitionandthequestionsontheoppositepage.•Foreachquestion15-20,marko
•Readthearticlebelowaboutmobilebusiness.•Choosethebestsentencefromtheoppositepagetofilleachofthegaps.•Fore
•Readthearticlebelowaboutjoboutlookoffinancialmanagers.•Choosethebestsentencefromtheoppositepagetofilleacho
•Readthearticlebelowaboutdecisionrightsinacompany.•ChoosethecorrectwordorphrasetofilleachgapfromA,B,C,or
•Readthearticlebelowaboutacompany.•ChoosethecorrectwordtofilleachgapfromA,B,CorD.•Foreachquestion(
•Readthearticlebelowaboutacompany.•ChoosethecorrectwordtofilleachgapfromA,B,CorD.•Foreachquestion(
•Readthearticlebelowaboutacompany.•ChoosethecorrectwordtofilleachgapfromA,B,CorD.•Foreachquestion(
•Readthearticlebelowaboutteam-building.•ChoosethebestwordtofilleachgapfromA,B,CorDontheoppositepage.•For
•Readthejobadvertisementbelow.•Foreachquestion(31-40),writeonewordinCAPITALLETTERSonyourAnswerSheet.
随机试题
执法人员玩忽职守,对应当予以制止和处罚的违法行为不予制止、处罚,致使公民、法人或者其他组织的合法权益、公共利益和社会秩序遭受损害的,对直接负责的主管人员和其他直接责任人员依法给予行政处分;情节严重构成犯罪的,依法追究刑事责任。
合成氨的反应是放热反应,所以有人认为,为增大产率,反应温度应越低越好。 ()
关于脂肪酶的叙述,错误的是
患者张某,男性,30岁。咳嗽气急,咯吐脓痰腥臭,壮热烦躁,胸闷而痛,转侧不利,口干咽燥,苔黄腻,脉滑数。理想方剂是
水平干管可以布置在顶层天花板下、屋顶上、阁楼中、上层技术层中的给水方式是()。
小张去车站接一位陌生客人,他的预期会影响对这位客人的辨认。这种知觉的加工方式主要县()。
某行政部门要选派人员参加对口扶贫工作。对此,该部门三位领导分别要求如下:甲:如果不选派李科长参加对口扶贫,那么就选派马科长参加对口扶贫。乙:如果不选派马科长参加对口扶贫,那么也不选派李科长参加对口扶贫。丙:要么选派马科长参加对口扶贫,要么选派李科长参
提出培养“兼士”的教育目的是哪个学派?()
WherearePatrickandDiane?
Asurgeingun-safetyclassesisoccurringasstatesrelaxlawsregardingcarryingguns.Agrowingnumberofpeople—manyof
最新回复
(
0
)