英語報(bào)刊閱讀Lesson 2

1、 Headline: job loyalty: corporate loyalty 敬業(yè)，工作敬業(yè)，工作 忠誠(chéng)度忠誠(chéng)度 Para. 1 job-hopping：跳槽跳槽 footloose: footloose and fancy-free: free; without personal responsibilities or commitment 無拘無束的，自由自在的無拘無束的，自由自在的 be reputed to be : be considered to be Para. 2 professionals: n. 專業(yè)人士，職業(yè)人士專業(yè)人士，職業(yè)人士 release a study:

2、發(fā)布一項(xiàng)研究發(fā)布一項(xiàng)研究 e.g. release the latest developments to the media向傳媒發(fā)布最新的進(jìn)展情況向傳媒發(fā)布最新的進(jìn)展情況 carry out a survey：進(jìn)行調(diào)查進(jìn)行調(diào)查 an economic downturn/recession: economic depression; crisis 經(jīng)濟(jì)不景氣經(jīng)濟(jì)不景氣 Para. 3 dispel the myth: drive away the misunderstanding 驅(qū)散神話驅(qū)散神話 / 說法說法 e.g. dispel ones doubts/fears/worries com

3、e of age: become adults 成年成年 economic boom: economic prosperity 經(jīng)濟(jì)繁榮經(jīng)濟(jì)繁榮 dot-com revolution：internet revolution 網(wǎng)絡(luò)革命網(wǎng)絡(luò)革命 this cohort: this group of people 這批人這批人 e.g. seeming intelligence 貌似聰明貌似聰明 seeming anger 貌似氣憤貌似氣憤 seeming interest 貌似有興趣貌似有興趣 Despite his seeming deafness, he could hear every wo

4、rd. 別看他好像耳背，每個(gè)詞都能聽到。別看他好像耳背，每個(gè)詞都能聽到。 assumption：n. 假設(shè)假設(shè) precede：vt. come or go in front of 處處 在在之前，先于之前，先于 e.g. Now that youve read that sentence, reread the one that precedes. 你既已讀完那個(gè)句子，那就再讀讀前面那句。你既已讀完那個(gè)句子，那就再讀讀前面那句。 She preceded me into the classroom. Para. 5 (have high) demands for sb. prompt sb

5、to do sth: cause sb to do sth 促使某人做某事促使某人做某事 depart: v. leave，quit 離開離開 Para. 6 “They are highly sensitive to being treated as the wonderful people that they are.” (that在從句中作表語，表示性質(zhì)，可以省在從句中作表語，表示性質(zhì)，可以省 略略) He is not the man (that) he was. 他現(xiàn)在不是像過去那樣的人了。他現(xiàn)在不是像過去那樣的人了。 Aon Consultings Loyalty Institut

6、e: 美國(guó)美國(guó) 怡安保險(xiǎn)公司忠誠(chéng)度咨詢協(xié)會(huì)怡安保險(xiǎn)公司忠誠(chéng)度咨詢協(xié)會(huì) make a commitment to sb: make a promise/pledge to sb. 對(duì)對(duì)做出承諾做出承諾 Para. 7 turn down: refuse/reject 拒絕拒絕 job offers with higher pay 更高薪水的工更高薪水的工 作作 varied jobs: jobs with variety flexibility：靈活性靈活性 Para. 9 respondent: 回應(yīng)者，被告，被調(diào)查對(duì)象回應(yīng)者，被告，被調(diào)查對(duì)象 Para. 10 rate A as B: re

7、gard A as B 認(rèn)為認(rèn)為A是是B companionship：友情友情 influential leader：有影響的領(lǐng)導(dǎo)有影響的領(lǐng)導(dǎo) Para. 11 commitment: loyalty 忠誠(chéng)忠誠(chéng) Para. 12 economic climate: economic situation Para. 13 voluntarily: adv. 自愿地自愿地 commission a survey：委托一項(xiàng)調(diào)查委托一項(xiàng)調(diào)查 a recruiting firm: 職介公司職介公司, 招聘公司招聘公司 Para. 14 job insecurities：工作的不穩(wěn)定性，工作工作的不穩(wěn)定性

8、，工作 的不安全感的不安全感 shift: n. v. 轉(zhuǎn)變轉(zhuǎn)變 human capital: human resources人力資人力資 源，人力資本源，人力資本 retain : v. keep Labor shortages intensified. : 勞動(dòng)力短缺加劇。勞動(dòng)力短缺加劇。 Para. 15 the war for talent：人才之戰(zhàn)，人才競(jìng)爭(zhēng)人才之戰(zhàn)，人才競(jìng)爭(zhēng) mentoring: 職業(yè)導(dǎo)師制職業(yè)導(dǎo)師制 do sth out of necessity：出于需要而做某出于需要而做某 事事 I. Summary lead (1) Increasing job loyalt

9、y of GenXers II. Catalysts survey about job loyalty of GenXers (2 - 6) 1. General situation of the job loyalty（2） 2. Findings about the similarities between GenXers and the previous generations （3 - 4 ） a. Old-fashioned goals b. Traditional attractions 3. Findings about the differences between GenXe

10、rs and the previous generations（5 - 6 ） a. High demands for employers b. High sensitiveness to the way they are treated III. Specific example of Colleen Galle (7 8) Reasons for staying: job satisfaction（7） job loyalty（8） IV. More details of the survey (9 11) 1. Scope, objects and focus of the survey

11、 （9） 2. Findings about the factors in job loyalty: companionship, loving family, enjoying life （10） 3. Statistics showing job loyalty （11） V. Analysis of job loyalty (12 15) 1. Not surprising in the current economic climate （12） 2. Comparison between 1999 and 2001 in job loyalty （13） 3. Reasons for

12、the increase of job loyalty （14，15） a. Present job insecurity b. Employers efforts at retaining the talented V. 1. B 2. B 3. D 4. A According to Ms. Wellington, GenXers are attracted to their organizations for utterly traditional reasons: reputation of the organization, opportunities to advance. C a

13、 t a l y s t a n d o t h e r r e s e a r c h organizations caution that this age group has high demands for employers. If their demands are not met, they will leave. And they are highly sensitive to the way in which they are treated. If the GenXer believe that his employer is not making a commitment

14、 to him, he will leave. The survey found that more than 70 percent of them rated companionship, a loving family and enjoying life as extremely important. In contrast, fewer than 20 percent of them said earning a lot of money and becoming an influential leader were extremely important goals. According to Robert Morgan, the corporate loy