首页
登录
职称英语
Complete the notes below.Write NO MORE THAN TWO WORDS for each answer.Company
Complete the notes below.Write NO MORE THAN TWO WORDS for each answer.Company
游客
2025-02-11
16
管理
问题
Complete the notes below.
Write NO MORE THAN TWO WORDS for each answer.
Company Outsourcing
Case study - TCP Technologies:
Manager: Manjeet Khanna
Main target: to create a【L31】______environment
Grading for staff:
Every month grades are published on an【L32】______.
The cultural openness increased the quantity of incoming contracted opportunities.
The cultural openness improved the level of【L33】______of the company.
The increased rate of staff satisfaction has led to growth of 32% in the【L34】______.
Recent interview:
A company is not one entity comprised of components, but a living organism composed of cells.
Manjeet’s motto is【L35】______.
Benefits of management style:
The rate of staff turnover has been reduced.
A【L36】______can be from any other company.
Grades are not used for【L37】______
Features of managing style:
Personally, the manager wrote emails to respond to the complaints.
The complaint form known as a【L38】______has access to all employees online.
The manager can receive any complaints concerning air conditioning, food quality and【L39】______entitlement.
A【L40】______on the anonymous complaint was introduced in the new system. [br] 【L35】
Welcome class to your very first lecture in this series on Business in the Modern World conducted by myself, Dr Toby Bennett. Today we will be looking into the practice of company outsourcing, using TCP Technologies as a case study. Now, for those of you who are unfamiliar with this practice, I will give you a summative definition: company outsourcing involves the contracting of various business activities by one company to another. This practice will sometimes occur from a western company to a party based in a third world country, the rationale being to make significant financial savings on lower international labour rates and to potentially increase quality.
Now, our case study for today is TCP Technologies - a party located in India that receives outsourced tasks from western companies. The manager of TCP Technologies is a man called Manjeet Khanna who has personally developed a series of aims and philosophies by which the company is expected to operate. He claims that the most important of these philosophies is to create a workplace where each individual member has the opportunity to contribute their opinion to the operations of the company. That is to say that he found it important to develop a [31]democratic environment.
As a means of ensuring quality from every individual at TCP Technologies, a grading system has been developed that encourages an ethos of hard work and recognises accomplishment. This grading of individuals is based upon a series of factors such as turnover, hours worked and efficiency. Every month Khanna publishes the grades on an [32] internal website where staff can access not only their own grades, but also compare it to others. A spirit of playful competitiveness has developed through this method, which has resulted in increased efficiency and turnover across the company.
Khanna also saw it as essential to develop a culturally diverse group of employees as a means of presenting a multi-faceted image that would appeal to a host of potential employees from across the globe. This cultural openness has not only increased the quantity of incoming contracted opportunities by 7%, but has also benefitted the company itself significantly. A level of [33]transparency now exists that had not before been apparent. According to questionnaires carried out recently, these newly introduced measures have significantly increased the rate of staff satisfaction, which has subsequently led to an increase of 32% in the [34]company’s income.
These figures are truly admirable and serve as a testament to the measures that Khanna has introduced to the workplace at TCP Technologies. In a recent interview published by the Economist, he declared, ’The figures speak for themselves - my system works!’ When asked if he had any advice for companies on methods they could employ to streamline workflow and increase turnover, he replied, "It’s simple, really. A company must see itself not as one entity comprised of nameless components, but instead as a living organism composed of cells, each one essential to the functioning of the whole. I suggest that the motto by which your management operates will be [35]’employee first’."
Many benefits have been reaped from the aforementioned changes in management style, such as a significant decrease in staff turnover. This improvement alone has solved many problems that had before stunted the growth of the company. A lot of these improvements came from the realisation that the [36]solution does not have to be produced internally, but can come from any other company. The grading system also immeasurably enhanced the dynamics of the company. The fact that this measuring system is solely produced for staff members and inaccessible by management means that it cannot be used as a judging criterion for [37]promotion. It has proven itself a relaxed and informal means of stimulating workflow.
When asked about specific features of his managing style, Khanna mentioned that it is important for him to respond personally to any complaints filed by staff members. Having found the existing complaints process slow and ineffective, he introduced a new online system that created a direct line of communication between Khanna and all employees of the company. The complaint form,
dubbed by Khanna as a [38]ticket, eradicates the middleman, is easily accessible to all employees online and has an interface that can be instinctively navigated. Any staff-related complaint, such as those relating to air conditioning and food quality, can be submitted directly to Khanna via this online system. Entitlement to [39]vacation is also a popular issue discussed through this forum. The main benefit of using this system is that staff must include their personal details on the ticket before they are able to submit it. In the past, anonymous complaints had been at the root of much confusion and caused many wasted work hours, so the new system has put a ban on this form of complaint.
That wraps up the lecture for today. Please remember that attendance is mandatory... (fade out)
选项
答案
employee first
解析
定位至“I suggest that the motto by which your management operates will be‘employee first’.(建议管理运作的格言为‘员工至上’)”,因此填employee first。
转载请注明原文地址:http://tihaiku.com/zcyy/3952350.html
相关试题推荐
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions28-29Completethenotes,whichshowhowtheapproachestodefining’t
Questions1-8Completethesummarybelow.ChooseONEorTWOWORDSfromthepassa
Questions1-8Completethesummarybelow.ChooseONEorTWOWORDSfromthepassa
随机试题
Intheeighteenthcentury,citiesbecamelargerandlarger.Peoplemovedfrom
WhenwestartedtheMeyerhoffScholarsProgramnearly20yearsago,wefaced
【B1】[br]【B2】A、stillB、evenC、sometimesD、oftenB
某单位要求在大型服务器上安装一种多用户、多任务操作系统,最适合的操作系统是()
某人连续3年每年末存入银行1000元,假定年利率为4%,每年复利两次,复利计息,
8岁男孩,常有发作性突然烦躁不安,面色苍白,呼吸增快,脉搏细弱。主诉心悸,心前区
下列哪项不符合多囊卵巢综合征的特征A.雄激素水平升高 B.雌酮水平升高 C.
诊断再障最佳的方法是A.血常规检查 B.骨髓穿刺检查 C.T检查 D
重金属检查以A.铁为代表 B.汞为代表 C.银为代表 D.铅为代表 E.
空调设备的温度监控是由现场控制器接受温度传感器的()信号,然后通过执行器对
最新回复
(
0
)