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  3. 根据以下材料，回答36-40题 The personal grievance

根据以下材料，回答36-40题 The personal grievance

题库2022-08-02  159
问题 根据以下材料，回答36-40题The personal grievance provisions of New Zealand's Employment Relations Act 2000 (ERA) prevent an employer from firing an employee without good cause. Instead, dismissals must be justified. Employers must both show cause and act in a procedurally fair way.Personal grievance were designed to guard the jobs of ordinary workers from "unjustified dismissals". The premise was that the common law of contract lacked sufficient safeguards for workers against arbitrary conduct by management. Long gone are the days when a boss could simply give an employee contractual notice.But these provisions create difficulties for businesses when applied to highly paid managers and executives. As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance. The difference between C-grade and A-grade managers may very well be the difference between business success or failure. Between preserving the jobs of ordinary workers or losing them. Yet mediocrity is no longer enough to justify a dismissal.Consequently — and paradoxically – laws introduced to protect the jobs of ordinary workers may be placing those jobs at risk. if not placing jobs at risk, to the extent employment protection laws constrain business owners from dismissing under-performing managers, those laws act as a constraint on firm productivity and therefore on workers' wages. Indeed, in "An International Perspective on New Zealand's Productivity Paradox"(2014), the Productivity Commission singled out the low quality of managerial capabilities as a cause of the country's poor productivity growth record.Nor are highly paid managers themselves immune from the harm caused by the ERA's unjustified dismissal procedures. Because employment protection laws make it costlier to fire an employee, employers are more cautious about hiring new staff. This makes it harder for the marginal manager to gain employment. And firms pay staff less because firms carry the burden of the employment arrangement going wrong.Society also suffers from excessive employment protections. Stringent job dismissal regulations adversely affect productivity growth and hamper both prosperity and overall well-being.Across the Tasman Sea, Australia deals with the unjustified dismissal paradox by excluding employees earning above a specified "high-income threshold" from the protection of its unfair dismissal laws. In New Zealand, a 2016 private members' Bill tried to permit firms and high-income employees to contract out of the unjustified dismissal regime. However, the mechanisms proposed were unwieldy and the Bill was voted down following the change in government later that year.It can be learned from paragraph 3 that the provisions may ?A.hinder business development?B.undermine managers' authority?C.affect the public image of the firms?D.worsen labor-management relations
选项 A.hinder business development
?
B.undermine managers' authority
?
C.affect the public image of the firms
?
D.worsen labor-management relations
答案 A
解析 But these provisions create difficulties for businesses when applied to highly paid managers and executives. As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance. The difference between C-grade and A-grade managers may very well be the difference between business success or failure.??但这些规定在适用于高薪经理和高管时，给企业带来了困难。正如无数的董事会和企业主将证明的那样，限制公司解雇表现不佳的高收入经理是提高生产力和整体业绩的一个手刹。c级和a级经理之间的区别很可能是业务成功或失败之间的区别。在保留普通工人的工作还是失去他们之间。然而，平庸已经不足以证明解雇的理由。所以，当公司想要解雇一个表现不佳的高收入经理的时候就会遇到阻碍，而c级和a级经理之间的区别很可能是业务成功或失败之间的区别，所以会阻碍公司的发展，A正确。
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