管理英语4 (1)

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We’ve asked the stand designers we used before to ______ up with some designs for us.

What can we ______ him?

What you need to do is to keep things short and sweet, just the ______.

When a strategy is not understood or embraced, it usually ______ misunderstanding and uneven commitments to implementation.

When people are surrounded by ______ communication and encouragement, they can find the courage to try, fail, redo, and try again.

When the message finally reached the Command Center, it ______ “mutated” to become — “Send three and four-pence, we’re going to a dance.”

While modest fear might be healthy for motivation, ______ it can be like overusing a drug, which risks generating harmful side effects.

With the ______ of China’s economic reforms, there is greater cooperation and interdependence between the private and the public sector.

Without his assistance, I ______ the research last month.

You ______ build teamwork by “retreating” as a group for a couple of days each year, instead you need to think of team building as something you do every single day.

You ______ an idea for the fun day out activities, and I’ll look into the pay rewards.

About how many team members were out of the second round of the activity?

What was the event going to teach these employees?

What was the purpose of holding this team-building event?

Where was the event held?

Which statement below is correct about the event?

team. However, one of their chief problems was the fact that they wouldn’t share information or solutions with each other, and the team leader thought they were too focused on themselves and not on the team. As a result, she brought them all into the cafeteria. All of the tables and chairs had been stored away, and fun decorations and hundreds of different colored balloons had been placed around the room. In the center of the room was a big box of balloons that hadn’t been blown up yet. The team leader instructed everybody to pick a balloon, blow it up, and write their name on it, but they had to be careful not to burst the balloon. Although they were given a second chance if their first balloon popped, they were out of the game the second time round. In the end, about 30 team members wrote their names without their balloons popping. They were then asked to leave the room and, after five minutes, the team leader brought them back in and asked them to find the balloon with their name on it amongst the hundreds of other balloons in the room. After 15 minutes of searching, no one had found their balloon, and the team were told that they were then going to move on to the third round of the activity. In this round, each team member was instructed to find any balloon with a name on it and then give that balloon to the person whose name was on it. Within two minutes, everybody had their own balloon. The team leader summarized the activity thus: “We are much more efficient when we are willing to share with each other and much better at problem solving when we are working together, not individually”. Sometimes, members of teams create obstacles by focusing solely on their own pursuits and goals. Every member of the team should ask themselves on a regular basis what they are doing and what they can do for the team.【缺少答案，请补充】

In 1916, a French coal mine director named Henri Fayol wrote a book entitled Administration Industrielle et Generale. Today, management courses still use many of his ideas to teach management to business students. Planning Planning involves deciding where to take a company and selecting steps to get there. It first requires managers to be aware of challenges facing their businesses, and then it requires managers to forecast future business and economic conditions. They then formulate objectives to reach by certain deadlines and decide on steps to reach them. They re-evaluate their plans as conditions change and make adjustments as necessary. Organizing Managers organize by bringing together physical, human, and financial resources to achieve objectives. They identify activities to be accomplished, classify activities, assign activities to groups or individuals, create responsibilities, and delegate authority. Leading Leading requires managers to motivate employees to achieve business objectives and goals. It requires the use of authority to achieve those ends as well as the ability to communicate effectively. Effective leaders can influence their personnel to view situations from their perspectives. Controlling Controlling involves measuring achievement against established objectives and goals. It also requires managers to be able to identify sources of deviation from successful accomplishment and to provide a corrective course of action. Staffing Without human resources, no organization can get off the ground, let alone do business and make profits. Some distinct features of the staffing function are: • It puts the right man in the right job. • It is an ongoing activity. • Efficiency is a prime focus of this function.【缺少答案，请补充】

How to Adapt to Change in the Workplace If there’s one word that captures the essence of what is occurring in the world today, it’s “change.” Downsizing, reorganizing, and cutting costs, are now the norm for survival. No industry is exempt. Even the most conservative institutions are undergoing significant change just to survive. Change management has always been an issue of debate amongst scholars: how can employers create suitable conditions for a successful change process? And what can employees do to get through it? Tips for dealing with change in the workplace. * Make yourself aware that change happens: it happens in personal life, it happens in your professional life. You cannot live in the past, so denying that change could occur only makes things more complicated for you. * Stay alert in the workplace: know what is happening around you. When you come across clues that hint change is on the way, acknowledge them! * Maintain open communication channels: Don’t lay back and expect things to pass you by smoothly. You need to get acquainted with the occurring changes. Seek more details from your management and peers to form an accurate understanding of the matter. Be transparent and honest about your fears: dealing with the unknown is often resented and daunting. Make the picture as clear as you can. * Assess yourself: Change is a time when one’s confidence about one’s skills and capabilities gets shaky. Recognize your strengths and where you could bring them into play. At the same time, stay aware of your developmental areas and work on improving those. * Don’t be stiff: It will make the change process much harder if you are rigid. Be flexible enough to look at the different angles of the change and see where you could apply your “existing” skills and knowledge, and what new skills you need to acquire. * Stay optimistic: Keep a positive attitude and don’t let yourself drown in uncertainty. Involve yourself in the new process; locate yourself properly in the new scenario. Adjust! “You can’t get to the top of Everest by jumping up the mountain. You get to the mountaintop by taking incremental steps. Step by step, you get to the goal”, says Robin Sharma, one of the world’s most-sought-after leadership and personal success experts.

How to Handle a Bad Performance Review Getting a bad performance review can make you feel angry, unappreciated, defeated, and hopeless. But it’s not the end of the world. Remember that the way you respond to this appraisal can make all the difference in the next one. Even if you believe that the review is inaccurate and that your boss is completely wrong, you will benefit by reacting in a mature, adult manner. Here are some suggestions: Stay calm. Relax. Breathe. Do not overreact and be objective. Especially, do not say things that will likely be regretted later. Besides, the person giving the performance review may or may not be the one who has written the bad review. * What to Do When Receiving a Bad Performance Review It’s best to listen attentively. And make comments or remarks only when asked for them. Besides, during the performance review, you will be given the chance to respond and may disagree. * What to Do After Receiving a Bad Performance Review Don’t be intimidated by the bad performance review and want to quit the job; instead, learn from it. Also, if the organization allows their employees to make a written statement on their own behalf, do make one. It is important for the worker to show why she does not agree with the bad performance review; for instance, an employee may express their different understanding and, at the same time, a willingness to comply with any constructive suggestions. * Ways to Improve a Bad Performance Review A way to improve a bad performance review is to set self-reviews, that is, establish performance standards. Another way to improve a bad review is to learn more about what the manager, supervisor, or boss wants or expects from his/her employees. Learning what it was that caused a bad performance review helps to improve professional growth and encourages as well as motivates the worker to do better in order to receive a good review next time.

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