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
29
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.
【R5】
选项
答案
D
解析
第七段第一句话就提到,作为领导,必须要承认员工的良好表现,并且给予奖励。这里谈到的奖励并不是年终1%的分红,而是持续的奖励或者鼓励。对应这一段内容的小标题应该是[D]Notrecognizing and rewarding great performance,而不是[A]Not giving bonus to employees who deserve it,因为作者提到的并不只是分红的问题,而是持续性的小额的奖励或者言语上的鼓励。
转载请注明原文地址:https://kaotiyun.com/show/TjK4777K
0
考研英语一
相关试题推荐
Ahospitalisaninstitutionthatprovidesmedicalservicesforacommunity.Thedoctors,nurses,andotherpersonnelofahospi
Lowlevelsofliteracyandnumeracyhaveadamagingimpactonalmosteveryaspectofadults,accordingtoasurveypublishedyes
Afieldissimplyasocialsystemofrelationsbetweenindividualsorinstitutionswhoarecompetingforthesamestake.Anexam
Everyonehassufferedfromheadaches,but【C1】______recentlymedicalresearcherswerenotcertainwhatcausedthem.Blewresearch
Thegovernmentistobanpaymentstowitnessesbynewspapersseekingtobuyuppeopleinvolvedinprominenteases【C1】______thet
Thefitnessmovementthatbeganinthelate1960sandearly1970scenteredaroundaerobicexercise.Millionsofindividualsbeca
WhenacoalitionofinternetactivistsandwebcompaniesscupperedtheHollywood-sponsoredStopOnlinePiracyAct(SOPA)lastyear
【F1】SignsofAmericanculture,rangingfromfastfoodtoHollywoodmovies,canbeseenaroundtheworld.Butnowanthropologists
随机试题
脊柱血管瘤多见于
颅内动脉瘤中巨大动脉瘤内常有________甚至钙化。
刘某租住陈某之房,租期至1998年8月,陈某欠刘某10万元债务,应于1998年7月归还,至1998年8月,陈某尚未还债,但要求收回房屋和租金,则刘某不可以()。
可直接用于施工作业技术活动质量控制的专门技术性法规是( )。
对国有企业职工,因企业依照《破产法》宣告破产,从破产企业取得的一次性安置费收入,免予征收个人所得税。()
统一论发现,太阳是宇宙中大规模的统一场场级变化,使得在某一空间区域内所产生的巨大能量辐射现象。这可以用太阳灶来打比方,聚光镜把太阳能聚焦在某一点上,于是该焦点便产生了一个能量聚焦点。太阳便是宇宙中一个巨大的能量聚焦点。这个能量点是来源于宇宙统一场场能的不断
国家统计局新闻发言人盛来发言,改革开放30年来,我们国家的恩格尔系数,无论是农村还是城市,恩格尔系数都是往下走的。不排除个别年份,因为物价水平的变化,恩格尔系数稍微有一些波动,但总的趋势是往下的。(语料来源:人民网一财经频道,2011年9月20日)
Beforetheplane______,thepilotbailedout.
A.abilityB.accessC.admiredD.allowedE.basicallyF.consumingG.currentH.hidingI.includesJ.motivationK.obv
A、Learningtodrive.B、Drivingacar.C、WatchingTV.D、Playingacassetterecorder.AWhatdidProfessorKristivacomparelearnin
最新回复
(
0
)