2022年上半年商务英语中级口试练习题：员工流失

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PART ONE: Interview

(1) What do you think can encourage employees to stick around?

你认为什么能留住员工/使员工不跳槽?

To keep workforce stable is a challenge for every company. Opportunities for growth in the company, a good work relationship, career plans for employees, providing or paying for training, a sense of empowerment, open communication and even praising employees can help retain employees.

(2) What do you think of staff turnover?

你对员工流失有何高见?

Staff turnover is not a problem, but a symptom. There appears nowadays a race of knowledge nomads, hopping from one job to another, making contribution and commitment to each company they work. Increasing employee mobility appears to be a fact of corporate life in the 21st century.

(3) Are financial incentives the most important thing to retain employees?(Why?/Why not?)

金钱激励是留住员工的最重要手段吗?(为什么?)

Yes, definitely. Since people work primarily to earn bread and milk. Financial incentives undoubtedly contribute to a decent and comfortable life, which in turn will enhance commitment and boost morale and retention. Nobody will leave a job, if reasonably paid.

(4) Is it important to involve staff in decision-making in the company?(Why?/Why not?)

让员工参与决策重要吗?(为什么?)

Yes, definitely. Involving staff in decision-making in the company gives the employees a sense of empowerment and ensures the active participation of the staff, which can be very helpful and contributable to low turnover, democratic atmosphere and high productivity.

Knowledge nomads and commitment

知识型游牧族与敬业精神

By Mallory Stark

Knowledge nomads are highly mobile workers.

知识型游牧族是指流动极为频繁的员工。

Like nomadic people, they move frequently from place to place.

如同游牧民，他们不断地从一个地方迁徙到另一个地方。

No one organization is their home or life.

没有哪个公司会成为他们的家或人生的港湾。

But also like nomadic people they build homes.

不过他们也像游牧民一样筑槽垒窝

Increasing employee mobility- the degree to which workers change companies-appears to be a fact of corporate life in the 21st century.

越来越频繁的员工流动—员工频繁跳槽—似乎是21世纪企业所面临的现实。

But are such workers less committed to their employers as a result?

那么这些员工是不是就因此不那么敬业了呢?

The common perception is that workers who hop from job to job are less committed; perhaps even suffer from an inability to commit.

人们一般认为，不断跳槽的员工不如终身待在一个企业的员工敬业。

However, according to Todd L. Pittinsky and Margaret J. Shjh, in Knowledge Nomads: Organisational Commitment and Worker Mobility in Positive Perspective from the February issue of American Behavioral Scentist, the reality is that this new generation of “knowledge nomads,” while moving frequently, do form attachments and commit to employers when they stop.

然而，根据托德 L 彼丁斯基和玛格丽特 J 西发表在《美国行为科学家》二月刊上的文章《知识型游牧民：从肯定的视角看敬业与员工流动》，这些新兴的知识游牧族，尽管不断地跳槽，但一旦在某家公司逗留，他们事实上也对雇主负责，忠诚于雇主。

They are motivated to work hard, and commit themselves strongly to the companies in which they sojourn.

通过激励，他们会不遗余力、全心全意为所逗留的企业奉献自己的聪明才智。

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