首页
登录
职称英语
Job Satisfaction and Personnel Mobility Europe, and ind
Job Satisfaction and Personnel Mobility Europe, and ind
游客
2024-01-04
30
管理
问题
Job Satisfaction and Personnel Mobility
Europe, and indeed all the major industrialized nations, is currently going through a recession. This obviously has serious implications for companies and personnel who find themselves victims of the downturn. As Britain apparently eases out of recession, there are also potentially equally serious implications for the companies who survive, associated with the employment and recruitment market in general.
During a recession, voluntary staff turnover is bound to fall sharply. Staff who have been with a company for some years will clearly not want to risk losing their accumulated redundancy fights. Furthermore, they will be unwelling to go to a new organization where they may well be joining on a "last in, first out" basis. Consequently, even if there is little or no job satisfaction in their current post, they are most likely to remain where they are, quietly sitting it out and waiting for things to improve. In Britain, this situation has been aggravated by the length and nature of the recession--as may also prove to be the case in the rest of Europe and beyond.
In the past, companies used to take on staff at the lower levels and reward loyal employees with internal promotions. This opportunity for a lifetime career with one company is no longer available, owing to downsizing" of companies, structural reorganizations and redundancy programmes, all of which have affected middle management as much asthe lower levels. This reducetion in the layers of management has led to flatter hierarchies, which, in turn, has reduced promotion prospects within most companies. Whereas ambitious personnel had become used to regular promotion, they now find their progress is blocked.
This situation is compounded by yet another factor. When staff at any level are taken on, it is usually from outside and promotion is increasingly through career moves between companies. Recession has created a new breed of bright young graduates, much more self-interested and cynical than in the past. They tend to be more wary, sceptical of what is on offer and consequently much tougher negotiators. Those who joined companies directly from education feel the effects most strongly and now feel uncertain and insecure in mid-life.
In many cases, this has resulted in staff dissatisfaction. Moreover, management itself has contributed to this general ill-feeling and frustration. The caring image of the recent past has gone and the fear of redundancy is often used as the prime motivator.
As a result of all these factors, when the recession eases and people find more confidence, there will be an explosion of employees seeking new opportunities to escape their current jobs. This will be led by younger, less-experienced employees and the hard-headed young graduates. "Headhunters" confirm that older staff are still cautious, having seen so many good companies "go to the wall", and are reluctant to jeopardize their redundancy entitlements. Past experience, however, suggests that, once triggered, the expansion in recruitment will be very rapid.
The problem which faces many organizations is one of strategic planning; of not knowing who will leave and who will stay.A Often it is the best personnel who move on whilst the worst cling to the little security they have.B Whilst this expansion in the recruitment market is likely to happen soon in Britain, most employers are simply not prepared.C With the loss of middle management, in a static marketplace, personnel management and recruitment are often conducted by junior personnel.D They have only known recession and lack the experience to plan ahead and to implement strategies for growth. This is tree of many other functions, leaving companies without the skills, ability or vision to structure themselves for long-term growth. Without this ability to recruit competitively for strategic planning, and given the speed at which these changes are likely to occur, a real crisis seems imminent. [br] The word bound in paragraph 2 is closest in meaning to
选项
A、necessary.
B、possible.
C、very likely.
D、quick.
答案
C
解析
转载请注明原文地址:https://tihaiku.com/zcyy/3334370.html
相关试题推荐
Whatdoesthepassagemainlydiscuss?[br]Accordingtothepassage,Indo-Europe
ThelanguagesspokenbyearlyEuropeansarestillshroudedinmystery.T
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
JobSatisfactionandPersonnelMobilityEurope,andind
HistoricalChangesintheEuropeanArtWorld1.Europeanartists
随机试题
Cigarettesmokingkills.Thatweknow.So,manufacturersmade【B1】______cigar
Oneofthemostinterestingofallstudiesisthestudyofwordsandwordor
下列选项中,属于认识客体的有()A.人认识到的自然界 B.人尚未观察到的星球
南方某大型综合商业中心机电安装工程由A公司中标承建。施工过程中,材料员对进人现场
编制监理规划的步骤为( )。 ①确定监理工作内容 ②规划信息的收集与处理
头晕眼花,少气倦怠,久泄久痢,腹部坠胀,脱肛或子宫脱垂,舌淡脉弱,属于A、气虚证
低聚糖的组成是A:1个单糖B:2~9个单糖C:10~19个单糖D:10个以
有关场外交易市场特征的描述不正确的是( )。A:场外交易市场与证券交易所的区别在
普通准备金的计提比例()。 A.—般确定一个固定比例,或者确定计提比例
以拟建项目的设备购置费为基数估算建设投资的公式(C=E(1+f1P1+f2P2)
最新回复
(
0
)