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GWD TN 23 11-15。恳请大牛帮我看下这篇阅读。

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发表于 2010-5-5 09:31:06 |显示全部楼层
Many managers are influenced by dangerous myths about pay that lead to counterproductive decisions about how their companies compensate employees.  One such myth is that labor rates, the rate per hour paid to workers, are identical with labor costs, the money spent on labor in relation to the productivity of the labor force. This myth leads to the assumption that a company can simply lower its labor costs by cutting wages.  But labor costs and labor rates are not in fact the same:  one company could pay its workers considerably more than another and yet have lower labor costs if that company’s productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors.  The confusion of costs with rates persists partly because labor rates are a convenient target for managers who want to make an impact on their company’s budgets.  Because labor rates are highly visible, managers can easily compare their company’s rates with those of competitors.  Furthermore, labor rates often appear to be a company’s most malleable financial variable:  cutting wages appears an easier way to control costs than such options as reconfiguring work processes or altering product design.

     The myth that labor rates and labor costs are equivalent is supported by business journalists, who frequently confound the two.  For example, prominent business journals often remark on the “high” cost of German labor, citing as evidence the average amount paid to German workers.  The myth is also perpetuated by the compensation-consulting industry, which has its own incentives to keep such myths alive. First, although some of these consulting firms have recently broadened their practices beyond the area of compensation, their mainstay continues to be advising companies on changing their compensation practices.  Suggesting that a company’s performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants’ interests.  Furthermore, changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization . so managers are more likely to find such advice from consultants palatable.  Finally, to the extant that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice

11.GWD-4-Q22:
The author of the passage suggests which of the following about the advice that the consulting firms discussed in the passage customarily give to companies attempting to control costs?
A.    It often fails to bring about the intended changes in companies’ compensation systems.
B.    It has highly influenced views that predominate in prominent business journals.
C.    It tends to result in decreased labor rates but increased labor costs.
D.    It leads to changes in companies’ compensation practices that are less visible than changes to work processes would be.
E.    It might be different if the consulting firms were less narrowly specialized.
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12.GWD-4-Q23:
The author of the passage mentions business journals primarily in order to
A.    demonstrate how a particular kind of evidence can be used to support two different conclusions
B.    cast doubt on a particular view about the average amount paid to German workers
C.    suggest that business journalists may have a vested interest in perpetuating a particular view
D.    identify one source of support for a view common among business managers
E.    indicate a way in which a particular myth could be dispelled
--------------------------------------------------------------------
13.D-4-Q24:
It can be inferred from the passage that the author would be most likely to agree with which of the following statements about compensation?
A.    A company’s labor costs are not affected by the efficiency of its work processes.
B.    High labor rates are not necessarily inconsistent with the goals of companies that want to reduce costs
C.    It is more difficult for managers to compare their companies’ labor rates with those of competitors than to compare labor costs.
D.    A company whose labor rates are high is unlikely to have lower labor costs than other companies.
E.    Managers often use information about competitors’ labor costs to calculate those companies’ labor rates.
-------------------------------------------------------------------
14.GWD-4-Q25:
According to the passage, which of the following is true about changes to a company’s compensation system?
A.    They are often implemented in conjunction with a company’s efforts to reconfigure its work processes.
B.    They have been advocated by prominent business journals as the most direct way for a company to bring about changes in its labor costs.
C.    They are more likely to result in an increase in labor costs than they are to bring about competitive advantages for the company.
D.    They sometimes result in significant cost savings but are likely to create labor-relations problems for the company.
E.    They may seem to managers to be relatively easy to implement compared with other kinds of changes managers might consider.
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TTGWD-15-Q24:
The passage suggests that the “myth” mentioned in line 5 persists partly because
A.    managers find it easier to compare their companies’ labor rates with those of competitors than to compare labor costs
B.    managers tend to assume that labor rates affect their companies’ budgets less than they actually do
C.    managers tend to believe that labor rates can have an impact on the efficiency of their companies’ work processes
D.    the average amount paid to workers differs significantly from one country to another
E.    many companies fail to rely on compensation consultants when making decisions about labor rates
------------------------------------------------------------------

不是很明白第二段关于cousultant company实行compensation system的原因,关于最后那句:Finally, to the extant that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice 是指counsulant company通过不真正解决问题而create new problems,这样就可以赚更多企业的钱了,是这样吗?那全文其实是在否定counsulant company?

有没有NN可以帮我分析下这篇文章的结构?跪谢。。。+献花。。。

感觉自己做得很懵呢。
GMAT,你是我的艳阳五月天。

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发表于 2010-5-10 15:24:58 |显示全部楼层
顶一下,我想问问第第一题。。。。
加油!

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发表于 2010-5-10 16:33:26 |显示全部楼层
Many managers are influenced by dangerous myths about pay that lead to counterproductive decisions about how their companies compensate employees.

举例其中一个myth:
定义:One such myth is that labor rates, the rate per hour paid to workers, are identical with labor costs, the money spent on labor in relation to the productivity of the labor force. This myth leads to the assumption that a company can simply lower its labor costs by cutting wages.  
作者更正定义:But labor costs and labor rates are not in fact the same:  one company could pay its workers considerably more than another and yet have lower labor costs if that company’s productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors.  
错误定义产生原因:The confusion of costs with rates persists partly because 1)labor rates are a convenient target for managers who want to make an impact on their company’s budgets.  Because labor rates are highly visible, managers can easily compare their company’s rates with those of competitors.  2)Furthermore, labor rates often appear to be a company’s most malleable financial variable:  cutting wages appears an easier way to control costs than such options as reconfiguring work processes or altering product design.

上述错误定义的现实运用:
其一,商业记者的误用:The myth that labor rates and labor costs are equivalent is supported by business journalists, who frequently confound the two.  For example, prominent business journals often remark on the “high” cost of German labor, citing as evidence the average amount paid to German workers.  
其二,赔偿咨询行业的运用及原因:
The myth is also perpetuated by the compensation-consulting industry, which has its own incentives to keep such myths alive.
原因一First, although some of these consulting firms have recently broadened their practices beyond the area of compensation, their mainstay continues to be advising companies on changing their compensation practices.  Suggesting that a company’s performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants’ interests.  
原因二Furthermore, changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization . so managers are more likely to find such advice from consultants palatable.  
原因三Finally, to the extant that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice.

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发表于 2010-5-10 16:36:10 |显示全部楼层
第一题应选A,从文章最后一句推出。

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发表于 2010-5-10 20:34:26 |显示全部楼层
第一题:文章里关于咨询公司第一个理由里说:their mainstay continues to be advising companies on changing their compensation practices. 他们还在见意公司改compensation practices.第二个理由里:changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization .容易实行。所以我觉得是咨询公司给出了见意,可能经理们就这样做了,所以是可以达到intended changes on compensation systems的,A就不对了。同同时,这里说对这个compensation system的改变是容易进行的,那说明如果咨询公司能扩大他们研究的scope,不光看这简单易行的方面那可能就更difficult.E就对了。大家一起讨论一下~~
加油!

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发表于 2010-5-12 01:50:03 |显示全部楼层
等待了无数天后,在我考完试后的限制,终于看见有人回复了。哇哈哈哈哈哈哈。

不过,谢谢你们。我下课回来再仔细看看。T T
GMAT,你是我的艳阳五月天。

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发表于 2010-5-27 09:37:13 |显示全部楼层
我也选了E
最后一句话怎么推出A?

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发表于 2010-5-27 09:43:58 |显示全部楼层
我也选了E
最后一句话怎么推出A?
-- by 会员 yaoyaoling (2010/5/27 9:37:13)



第一题是问作者的观点。
根据最后一句话:creat new problems可以知道,其实consultant company是故意为之而产生新问题从而获得更多赚取利润的机会。
GMAT,你是我的艳阳五月天。

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发表于 2010-5-27 14:39:19 |显示全部楼层
我也选了E
最后一句话怎么推出A?
-- by 会员 yaoyaoling (2010/5/27 9:37:13)




第一题是问作者的观点。
根据最后一句话:creat new problems可以知道,其实consultant company是故意为之而产生新问题从而获得更多赚取利润的机会。
-- by 会员 manna (2010/5/27 9:43:58)




明白了,谢谢!!!

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发表于 2010-5-27 16:07:19 |显示全部楼层
我也明白了。。。
我看错了那个选项,把different 看成了difficult。

但是还是觉得E说得通,虽然现在知道A对。E怎么排除?因为A对排除E?
加油!
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