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
考研
[A]Not giving bonus to employees who deserve it [B]Not giving positive information [C]Not linking individual jobs to the big pic
[A]Not giving bonus to employees who deserve it [B]Not giving positive information [C]Not linking individual jobs to the big pic
admin
2014-10-24
60
问题
[A]Not giving bonus to employees who deserve it
[B]Not giving positive information
[C]Not linking individual jobs to the big picture
[D]Not recognizing and rewarding great performance
[E]Failure to get employees obsessive about winning
[F]Not giving feedback
[G]Failure to give a clear vision of winning
Over the years, Gallup has surveyed millions of employees and customers on a variety of workplace issues. One very interesting fact emerges from all their research. Of all the employees Gallup has surveyed, just over half have a clear understanding of what’s expected of them when they show up to work every day.
And we wonder why excellence is such a rare commodity in the corporate world! As leaders, the things we don’t do or say often have more of an impact than those that we do. So I took my own informal poll and came up with the top five things managers don’t do that undermine excellence in organizations.
【R1】______
Nothing is more important to creating a culture of excellence than defining what winning looks like for your organization, for teams and for individuals. Having a clear definition of winning provides focus and clarity at every level. It gets everyone aligned and moving in the same direction. It motivates and inspires people to perform at their best. And when unexpected adversity occurs, it gives people an anchor to rally around and keep their energy and spirits high.
【R2】______
It’s not enough just todefine winning. To keep employees focused on winning, you have to infuse it into your employees’ minds! Otherwise, people get so distracted by everything they have on their plates that they lose sight of the big picture.
【R3】______
Today’s employees want feedback, and lots of it! Without it, people don’t know where they stand in regards to performance expectations. More important, when you don’t tell employees how they’re doing, it sends the message that you don’t care. Without feedback, people make up information to fill the void. This made-up information is almost always negative. Giving regular feedback helps to prevent destructive " information gaps," and strengthens relationships between employees and their supervisors. It also leads to improved work quality, increased accountability, and a higher-performing work environment.
【R4】______
Most employees want to feel like they’re doing more than just earning a paycheck. Start by making sure every individual job actually supports getting to your destination. Then let people know— specifically—how their jobs contribute to winning and why it’s so important for them to perform at a high level. This makes it easier to set priorities, make decisions that support reaching your destination, and eliminate activities that get in the way of achieving the goal.
【R5】______
As leaders, we all know we need to acknowledge and reward employees for top performance. And I’m not talking about an automatic 1% bonus at the end of the year. I’m talking about small, ongoing, personalized rewards that show employees you really appreciate the effort they put in.
Nothing lets the air out of the excellence balloon quicker than a perceived attitude of indifference on the part of management. And nothing shouts "indifference" louder than failing to perform your job as a leader. Put these five tasks on your daily to-do list and watch your employees’ performance soar! Don’t do them and don’t be surprised by a lack of excellence in your organization.
【R1】
选项
答案
G
解析
这一段的第一句话就是中心句,要想要员工表现优秀,首先就必须明确地向员工们描述到底什么是成功。向员工们描述成功的途径能够使每个阶层的员工都能够专注于自己的工作,明确自已的工作职责和目标。因此,最能够概括这一段大意的应该是这样一个短语,clearly define what is success。但是这个短语在选项中并没有出现,通过辨析选项含义,不难发现,[G]的内容Failure to give a clear vision ofwinning是最接近原文意思的小标题,因此为正确答案。
转载请注明原文地址:https://kaotiyun.com/show/PjK4777K
0
考研英语一
相关试题推荐
Lowlevelsofliteracyandnumeracyhaveadamagingimpactonalmosteveryaspectofadults,accordingtoasurveypublishedyes
Lowlevelsofliteracyandnumeracyhaveadamagingimpactonalmosteveryaspectofadults,accordingtoasurveypublishedyes
There’snothingsimpleaboutguncontrol,atangleoflegal,politicalandpublic-healthissuescomplicatedbyculturalpreferen
There’snothingsimpleaboutguncontrol,atangleoflegal,politicalandpublic-healthissuescomplicatedbyculturalpreferen
Everyonehassufferedfromheadaches,but【C1】______recentlymedicalresearcherswerenotcertainwhatcausedthem.Blewresearch
Thegovernmentistobanpaymentstowitnessesbynewspapersseekingtobuyuppeopleinvolvedinprominenteases【C1】______thet
Thegovernmentistobanpaymentstowitnessesbynewspapersseekingtobuyuppeopleinvolvedinprominenteases【C1】______thet
WhenacoalitionofinternetactivistsandwebcompaniesscupperedtheHollywood-sponsoredStopOnlinePiracyAct(SOPA)lastyear
WhenacoalitionofinternetactivistsandwebcompaniesscupperedtheHollywood-sponsoredStopOnlinePiracyAct(SOPA)lastyear
【F1】SignsofAmericanculture,rangingfromfastfoodtoHollywoodmovies,canbeseenaroundtheworld.Butnowanthropologists
随机试题
简述中国市政体制的基本特征。
下述情形中,不属于国家、集体医疗机构中的医师在执业活动中享有的权利的是
患儿,睡中遗尿,精神疲乏,肢冷畏寒,舌淡,脉沉细。除相应的背俞穴、募穴外,应选取的经脉是
食管癌的典型症状是()
甲有二子乙、丙,甲于1996年立下遗嘱将其全部财产留给乙。甲于2004年4月死亡。经查,甲立遗嘱时17岁,丙14岁,现乙、丙均已工作。甲的遗产应如何处理?
报检单位:指向检验检疫机构申报检验、检疫、鉴定业务的单位。( )
某公司甲车间采用滚动预算方法编制制造费用预算。已知2010年分季度的制造费用预算如下(其中间接材料费用忽略不计):2010年3月31日公司在编制2010年第二季度~2011年第一季度滚动预算时,预计未来的四个季度中将出现以下情况:(1
甲对乙的某部作品进行翻译并已出版,当丙对乙的同一部作品进行翻译时,甲有权予以阻止。()
A公司、B公司均为石油公司,双方在D国成立了单独主体C,以共同在D国进行石油及天然气的勘探、开发和生产。A公司、B公司共同控制主体C。主体C的法律形式将主体C的资产、负债与A公司及B公司分隔开来。A公司、B公司及主体C签订协议,规定A公司与B公司按照各自在
如果某企业在招聘销售人员时发现,劳动力市场上销售人员供大于求,那么在其支付此类员工的薪酬时,应该()。
最新回复
(
0
)