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  3. Each year Universum, a Swedish consulting firm asks American MBA students wh

Each year Universum, a Swedish consulting firm asks American MBA students wh

游客2024-02-26  82
问题     Each year Universum, a Swedish consulting firm asks American MBA students where they would most like to work. The 2007 survey showed a few surprises in its top 50 companies named: Hewlett-Packard and Cisco Systems had fell, while old reliables such as General Electric, Coca-Cola and General Mills had jumped up the list. But the most-desired industry remains consulting, despite the beating it has taken since the end of the dotcom boom, and the top firm remains McKinsey. Perhaps the reason is: in recent years McKinsey has done as much as any company to provide MBA graduates with increasingly better and more profitable positions.
    The reason for this was the firm’s popularization of a concept known as "war for talent". It advocated finding the best and brightest and rewarding their innovations (创新) in proportion to "talent" instead of their performance or seniority (资格). But what is talent? And how does a company measure its employees’ talent, especially when assigning them to new projects? The "war for talent" recommends a careful assessment of the inner skills and characteristics ready for success but gives few clues as to what those inner skirls might be, which might make the war standardless. For a company focused on quick growth, one shortcut could be young hires who had already been rewarded for their talent by receiving MBAs from well-respected schools. Thus as the idea of finding talented employees who could quickly learn the skills took off, so did the asking price of the star MBA graduates.
    Unfortunately, now the "war for talent" seems less of a brilliant idea. The economic downturn, bringing with it less competition for the available talent, also did its part to control in indulgent (宽容的) employers.
    Similarly, Professor Jeffrey Pfeifer emphasized that cultivating a talent means not just hiring the most effective performers, but being able to deal quickly and firmly with the least effective C performers. But he adds that the C refers not to the person but to the individual’s performance in a given job. Some low-performing managers were A or B performers earlier in their careers—and may attain that level of performance again.
    MBA programs will remain attractive recruiting areas, but the MBA model itself has come under increasing criticism. Prof. Pfeifer, in a 2007 article found little evidence that an MBA had much effect on future salary or career. Future MBA students might need to provide more evidence of their talent to impress potential employers. [br] What can we learn from the last paragraph?
选项 A、MBA degree has lost all its original function.
B、MBA degree might not be convincing in future.
C、MBA degree will still mean high income in future.
D、MBA degree holders often lack talent evidence now.
答案 B
解析 推理判断题。文章最后一段说，Pfeffer教授几乎没有发现什么证据可以证明MBA文凭对未来工资和事业有什么重大影响。未来的MBA学生可能要提供更多的证据来证明他们的天赋才能给潜在的雇主留下深刻印象。这说明未来MBA学位本身不够了。而文章第二段又曾提到很多公司找到“天才雇员”的捷径就是雇佣那些名牌大学得到MBA学位的人，这证明以前MBA学位本身就有说服力。那么综合以上分析可知“未来的MBA学位本身不再像以前一样有说服力了”。故选B。
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