换工作
P1:通常学者认为是...(原因,实在不记得了,两个很普通的原因,不重要哈)导致了人们换工作,但是最近有学者提出一个"embedment (嵌入)"的理论,大概是说个人与工作的联系,这种联系越紧,工作就会更稳定,工作就更不容易变动。有3个特点:1)与周围人的联系。2)与community的联系。3)与生活方式的联系。(大家注意我这三条记得不是完全准确啊)。 P2: 但是,有两种极端情况,这种联系太紧,也会导致人换工作,一种是这个人的network太强,认识太多人。还有一种是太投入工作忽视了家庭…
V1 P1:先让步,一般认为:satisfactory(员工满意度)还有一个什么因素是员工离职与否的决定因素.然后,转折说embedment是另一个决定因素,然后就列举了embedment的三个因素 P2:转折,但是embedment不仅能够促进员工留住,而且也有可能促进员工离职.然后是列举了两种情况: 1)connection使得员工有更多机会去了解新的工作机会,从而离职; 2)embedment可能会使得员工在公司和家庭之间产生矛盾. 1 主题题注意作者TS的语气,有无强转折,强对比等 2 in order to 题 3 except细节(参考:有可能是背景里的第三四两段的小列举/第5段首句):Employee considers company as a community’s big part
According to Mitchell et al. (2001), job embeddedness represents a broad cluster of ideas that influence an employee's choice to remain in a job, operating like a net or a web in which an individual becomes enmeshed. A person who is highly embedded has many connections within a perceptual life space (Lewin, 1951). Moreover, a person can become enmeshed or embedded in a variety of ways (both on and off the job). The critical aspects of job embeddedness are the extent to which the job is similar to or fits with the other aspects in their life space, the extent to which the person has links to other people or activities, and the ease with which links can be broken--what they would give up if they left. These dimensions are called fit, links and sacrifice. Less concerned with the influence of any one specific connection, job embeddedness focuses on the overall level of connectedness (Mitchell et al., 2001). 介绍工作嵌入度的三个方面:fit (适合), links(联系) and sacrifice(损失)
According to the theory of job embeddedness (Mitchell, Holtom and Lee, 2001), an employee's personal values, career goals and plans for the future must fit with the larger corporate culture and the demands of his or her immediate job (e.g., job knowledge, skills and abilities). In addition, a person will consider how well he or she fits the community and surrounding environment. Job embeddedness assumes that the better the fit, the higher the likelihood that an employee will feel professionally and personally tied to the organization. 讲第一方面----fit(适合),员工的个人价值,职业目标和未来计划必须与公司文化以及他/她个人的工作相一致,也就是fit。员工自己也会考虑自己是否fit其所属团体与环境。越fit,员工越有归属感,越不会跳槽。
Job embeddedness theory suggests that a number of threads link an employee and his or her family in a social, psychological, and financial web that includes work and non-work friends, groups, the community, and the physical environment where they are located. The greater the number of links between the person and the web, the more likely an employee will stay in a job (Mitchell et al., 2001). 讲第二方面----Link(联系)。与方方面面联系越紧密,员工越愿意留在公司。注意这段的小列举
The concept of sacrifice represents the perceived cost of material or psychological benefits that are forfeited by organizational departure. For example, leaving an organization may induce personal losses (e.g., losing contact with friends, personally relevant projects, or perks). The more an employee will have to give up when leaving, the more difficult it will be to sever employment with the organization (Shaw et al., 1998). Examples include non-portable benefits, like stock options or defined benefit pensions, as well as potential sacrifices incurred through leaving an organization like job stability and opportunities for advancement (Shaw et al., 1998). Similarly, leaving a community where they are highly involved in local organizations can be difficult for employees. 讲第三方面----sacrifice(损失)。员工在各方面损失越大,越不愿跳槽。注意这段的小列举
还有一篇越毒,有一屏半
第一段讲的是信息时代,很多公司用各种strategy来取得竞争优势,然后举了一个strategy的例子,好像是说根据顾客的不同需要设计不用产品。 第二段三段各讲了一个strategy,然后分别定义,然后各举一个公司作为例子。最后第四段(不然就是直接连在第三段后面)做了总结。
这篇考的好像都是细节题。。特别是第三段的例子的细节题貌似有两个,因为第三段除了提到strategy的名字以外还提了一个概念,用引号标注了的。有一个是类比题,说是下面哪一个列子可以说明这个strategy。
V2 by tinawenzhao
我只能想起一篇阅读讲了好几个策略,是让manufacture去把握客户的。
考古 (内容较少,关系度也不强,待确认)市场策略比较 V1 lemoncat1103
三种市场策略,5段很长,第一段总说策略,第二段说mass策略,第三段是yield策略,第四段是c什么c策略(里面还有个e什么特别指出来),第五段总说,结构很清晰,定位也很好找。我的题MS基本都在第四段里,
1有个e什么的类比题。都是细节题。
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