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标题: ∮暑期泛泛读之五∮ [打印本页]

作者: 海豚宝贝    时间: 08-7-15 12:48
标题: ∮暑期泛泛读之五∮
http://www.changqigs.com/26.mp3
这是一个全新的节目,希望大家会喜欢。
在这个节目里,海豚宝贝会给大家提供一篇文章
文章会比较长,这是肯定的,呵呵,但是也只是给大家泛读一下。

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本节目每周两期,时间为周一和周四
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大家可以做以下工作:
1、挑出你不会的单词,以方便一会儿查字典。
2、复述一下文章的大意,告诉大家,你认为,这篇文章说了写什么。
3、如果时间多的话,挑选一段翻译一下也是可以的哦,嘿嘿
不用精读,只是泛读说出大意即可哦

仅此而已,此所谓泛读,(*^__^*) 嘻嘻……
这么简单,大家应该没问题的吧?
字体我放了大号的,这样方便大家看,(*^__^*) 嘻嘻……,但是也会显得比较多哦,不要害怕
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★挑出你不会的单词哦~
★说一下文章的大概意思哦~

When in doubt, fire the boss
第二部分

Nor does Booz find much evidence that bosses who perform poorly face greater risk of dismissal. Across the entire sample, chief executives faced a 2.1% chance of being dismissed in any given year. For a chief executive of a firm in the lowest decile of performance (that had lost 25% of its market cap over the previous two years, and underperformed their local industry peers by over 45%) the chances of dismissal increased, but only to 5.7%, or a 94.3% rate of survival. Of course, many chief executives are “encouraged to resign” rather than formally dismissed, so this may understate the real odds of losing the top job.
perform: v. 执行,表演,做
dismissal: 、n. 免职,解雇

Booz concludes that however preoccupied with short-term stock movements boards may be, they are plenty patient with their chief executives. “Most management studies show that CEOs need three to five years to develop their strategies and see them through to the results,” Booz explains. “Our data shows that, on average, CEOs are getting that much time, and more. This holds true even for those CEOs who are forced from office.”
preoccupied: a. 心事重重的,出神的
short-term: a. 短期的

Mr Sullivan, who was appointed chief executive of AIG in March 2005, just made it past three years, so can arguably feel aggrieved that he was the victim of a rush to judgment. On the other hand, he was lucky to get the job in the first place: Hank Greenberg, AIG's former boss, as well as his chosen successor (one of his sons), fell afoul of regulatory interventions, and New York's then-attorney-general, Eliot Spitzer, insisted they be replaced.

Mr Sullivan become the third “Spitzer boss” to fall, joining two lawyers, Mr Prince and Mr Cherkasky, both of whom were considerably less adroit at running companies than they were at cosying up to Mr Spitzer. If nothing else, this suggests that letting prosecutors shape the chief-executive succession process is a bad idea—not that this is especially surprising.
adroit: a. 熟练的,灵巧的
cozy: a. 舒适的,现在分词:cozying/cosying
prosecutor:n. 实行者,追诉者,告发者

Whether bosses appointed in a hurry by Wall Street giants with damaged reputations will fare any better remains to be seen. Citigroup had a tough time finding a candidate qualified to succeed Mr Prince, and the jury remains out on whether the board's choice, Vikram Pandit, will make the grade.


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作者: honghu069    时间: 08-7-28 09:29
老板谁表现不佳面临更大的风险被解雇。

CEOs 需要3~5年实现他们的目标,然而他们却没有时间来实现目标就被解雇了


作者: yfy668    时间: 08-7-28 11:30
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作者: yfy668    时间: 08-7-28 11:31
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作者: yfy668    时间: 08-7-28 12:04
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作者: 沐达    时间: 08-7-28 14:43
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作者: liangfifa    时间: 08-7-28 16:26
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作者: 小女煮酒    时间: 08-7-29 11:45
第一段总说老板有被解雇更大的风险,第二段分析原因CEO没有足够时间实现自己的策略,第三,四段列举了关于Mr Sullivan的例子,第五段展望了未来,是褒奖态度.
作者: 紫米    时间: 08-7-29 12:51
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作者: hope7913905    时间: 08-7-30 15:43
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作者: diaoyan6    时间: 08-7-30 15:49
看不太懂,大概是讲做CEO不易,且CEO的任命制度上也不完善。业绩因素不太重要,内部分歧有影响。

没有太多证据表明表现表现不好的执行经理面临更多被解雇的风险。经理们每年都有2.1%被解雇的概率。对于一个公司里变现最差的经理,他被解雇的概率上升到5.7%,仍有94.3%被留用的机会。当然许多经理是被鼓励“主动辞职”,而不是被解职。因此,这个统计数据低于真实情况。
  Boot总结道:不管股东们(broads是什么?)对短期股票运作有多关注,他们对执行经理还是比较有耐心的。大多管理研究表明CEO们需要3~5年的时间来发展并认真执行他们的战略规划。而且数据表明,一般CEO都能得到完成规划所需的甚至更多的时间。即使对于被迫解职的CEO,这也是事实。
   晕,不知不觉,竟然全翻译了。下面就略写了[s:5]
  Mr Sullivan只用了三年时间就被任命为AIG总裁,他是个正反两面的例子。被任命是幸运的,但也最终下台。这说明了让监视人决定CEO任命权是不合理的。Citigroup 想找到一个适合接替Mr Prince的CEO是不容易的。
作者: kurekey    时间: 08-7-30 16:19
xiexiexie
作者: hope7913905    时间: 08-7-30 16:29
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作者: 火幻    时间: 08-7-30 19:56
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作者: tricymc    时间: 08-7-30 23:58
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作者: hu.xinyuan    时间: 08-7-31 12:45
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作者: lx13980406    时间: 08-7-31 12:49
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作者: shenhua211314    时间: 08-7-31 14:22
确实难度不小
作者: gonggreat    时间: 08-7-31 19:10
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作者: 叮叮猫    时间: 08-7-31 21:02
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作者: luosu714sd    时间: 08-8-1 11:59
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