【Native Speaker每日综合训练—39系列】【39-19】 经管

小蘑菇开始打怪

内容：小蘑菇开始打怪 编辑：小蘑菇开始打怪

公益申请名额，每月一名
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Part I: Speaker

Ruling: McDonald's Can Be Held Liable For Franchises' Labor Violations

NPR's Business News begins with a labor ruling against McDonald's. The National Labor Relations Board says that the fast-food chain could be held liable alongside its franchises for labor and wage violations. The case grew out of a series of strikes by McDonald's employees demanding higher wages. The board gave merit to a number of complaints that franchises illegally fired workers, cut their hours or threatened them in the wake of those protests. McDonald's will challenge the ruling, but if it's upheld, it could become easier for employees to unionize nationwide.

[Rephrase 1, 00:43]

Source: NPR
http://www.npr.org/2014/07/30/336468269/business-news

小蘑菇开始打怪

Part II: Speed

5 Tips for Finding Friends When You're a Startup Newbie
JULY 31, 2014

[Time 2]
Entrepreneurship is a paradox. On one hand, being an entrepreneur is incredibly lonely. Not many of us are crazy enough to start a company and, inside the business, you can't share everything with your team or you'll scare them off.

On the other hand, after moving to Silicon Valley three years ago, I can also confidently say that being a successful entrepreneur is all about networks. You need networks to do deals with partners, networks to make key hires and networks to raise capital and get critical advice at critical times.

Creating these networks isn't easy. To pursue my entrepreneurial vision, I moved not just to a new city but to a new country. But even if you're starting from square one, without any network, you can build a really valuable network to help your startup succeed sooner.

1. Join an accelerator. Accelerators work by giving you advice, mentorship, some investment and, most importantly, an instant network, in return for some equity in your startup.

Accelerators come in lots of shapes and sizes. There's something out there for everyone. Accelerators have equity in your company, so they are literally invested in your success. Quality accelerators will bring in A-list mentors to advise and train growing company personnel.

Still, there's always going to be more companies and challenges than there are mentors and time for meeting with them. To get the most out of it, make the effort to connect with mentors and build networks through them. Their ongoing mentorship and initial capital  will be a vital component of your company’s growth.

Beyond mentorship, you will also gain privileged  access to investors who trust accelerators to accept only the top talent. Because they believe in the program, investors are willing to hear as many ideas as possible on the pitching day that concludes the program.
[304 words]

[Time 3]
2. Go to events and talk to other attendees. Silicon Valley and other tech hubs consistently offer networking events. Meetup and Eventbrite are great ways to discover new gatherings in your area of interest. To broaden your connections, go to a mix of general and hyper-specialized gatherings.

Just going to the event, however, is not enough. Be prepared before arrival. Look through the guest list and do some background research. When you recognize a guest at the event, you will more confidently introduce yourself. Simply saying, “I’m glad to meet you because I loved what you did at Company X,” can be a tremendous icebreaker.

The next day, follow-up with any new contacts via a friendly email. No one uses business cards anymore.

3. Seek out people who've trodden your path before. When you've moved to a new place and need to build a network, look for people with whom you share some history.

When I moved to Silicon Valley, connecting with other Australian entrepreneurs was really helpful. When you cold-request an intro via LinkedIn or email, sharing a common history makes it more likely they'll read your email and, perhaps, give you a hand. Your request for a coffee or some help will remind them of when they were starting out in a new, unfamiliar place, trying to build a network themselves.

This isn't just something patriotic. It works just as well with someone from your hometown or who went to your college. It isn't going to guarantee a positive response from everyone you ask, but your hit-rate is going to be a lot higher.
[266 words]

[Time 4]
4. Comment on influential articles and blogs. Internet trolls have made reading online comments a dangerous practice for many writers but the recent trend toward non-anonymous commenting on posts, via Facebook, for example, has made readers more accountable and writers more responsive.

Do not be afraid to engage in intelligent, opinionated discussion on credible online forums. Connecting with a writer is what led to me and my co-founder staying on the TechCrunch couch when we first arrived in San Francisco. We remain friends with TechCrunch founder, Michael Arrington, to this day.

Getting your ideas into print will solidify your voice and begin the slow process of establishing yourself as a thought leader in your field. These comments are great practice for future pitching opportunities. You will establish your voice and grow more aware of other important opinions in your business sphere.

Inspiration and future collaborators, as well as competition, are found everywhere when you pay attention.

5. Just. Say. Yes. This could be the most important one. While I'm not advocating you say "yes'' to everything that comes across your path, since that's a sure way to lose focus and fail, first ask "why not" when an opportunity presents itself

When I'd just moved to the US,  I was asked through mutual friends to MC the TechCrunch hackathon. They were in a bind, and while I didn't have any direct experience, I asked the "why not" question and quickly agreed.

That experience helped me connect with journalists, investors and other people who are now my friends. It is just one example. If an opportunity presents itself, make sure you're biased to say "yes,'' even if it is outside your comfort zone or you can't see an immediate benefit. Building a network is about building relationships. You'll never get anywhere saying "no" by default.

Connections are always helpful in business, even more so when you’re building a startup. Creating a quality product is important but understanding your audience, competition and allies will solidify your startup’s presence in a new location.
[339 words]

Source: Enterpreneur
http://www.entrepreneur.com/article/235840


What Recruiters Look for in Hiring a Manager and How to Ace That Interview
JULY 29, 2014

[Time 5]
Interviews for management roles are challenging not only for job candidates but also for the decision makers of the hiring company. Human resources managers and executives from the departments involved in therecruitment process need to carefully select the right candidate to be sure he or she will generate a high return on the investment that the company is about to make.

To make that final decision, the company schedules in-person interviews with the top candidates -- perhaps the most important step of the whole recruiting process, as it puts candidates in the room with their future boss, the hiring manager. While hiring managers are not psychologists or behavioral experts and may not have training in interview skills, they do know better than anyone else in the organization what the key challenges of the open position are. They know the team, the market, and have a clear idea of what a good candidate should be like to ace the interview and get the job.

Gaurav Rekhi, the head of product management at eBay, identifies the right candidates for his team and as a hiring manager he hones in on specific personality traits during an interview as indicators of leadership and high performance: “I look for individuals who are problem solvers," people who "can take on different roles," who are full of "passion" and who exude "confidence." In short, he looks for candidates who can "influence others.”

One secret to acing an interview is providing examples and ideas or proposals of how to approach specific problems, such as a strategic plan, Rekhi says.

What hiring managers are looking for is a proof, a demonstration that the candidate not only has the right background and experience to succeed in the job but that he or she can connect past experience to future performance.

So candidates would be wise to research the company's industry, competition, potential partners and market trends, showcase their problem solving skills -- and most have a plan. Finalists for a management role are in some cases expected to provide a short description of what their strategic plan would be to overcome current business challenges.  
[354 words]

[Time 6]  
Joanna Weidenmiller, the CEO of human-resources technology firm 1-Page that gamifies the hiring process (and my employer), works closely with HR departments and hiring managers at large companies to identify challenges that candidates need to solve before landing a final interview with the hiring managers. “The right way to approach company’s challenge and ace those interviews is to really understand the job responsibilities and requirements, do the homework and present a strategic plan on how to solve it," she says. "Ultimately, hiring managers are looking for candidates who are prepared to answer how [their] experience will work in the position and at the company, not only how it worked in the past.”

Candidates should be ready to provide answers on how they will overcome specific market threats, trends they have identified that company should follow, how they are going to make or save money for the company and provide strategic direction -- something  that managers won’t find in the resume.

Sydney Fleming, in charge of hiring for TrustPilot, a review-driven community that connects online consumers with companies, has similar advice. She looks for skilled candidates who can show proactive approach and interview preparation that goes beyond reporting the results of a Google search. What Fleming really values during an interview is hearing from "a candidate with a deep understanding of my business and of the market in which the company operates," someone who "could potentially educate me on my own company".

There is no silver bullet that will work with every hiring manager or organization, but these steps should help. It’s all about demonstrating that proof of an expected investment for the company because nobody wants the disaster effects of a bad hire: a loss in productivity, plus the waste of time and money involved in hiring that employee and the associated training costs. Descriptive data (resumes) won’t land managers a job. Instead candidates should present predictive data instead, like a strategic plan and a demonstration of problem solving skills.
[330 words]

Source: Entrepreneur
http://www.entrepreneur.com/article/234937

小蘑菇开始打怪

Part III: Obstacle

Cultivating social capital
by Suzanne Edinger  |  23 Jul 2014


[Time 7]
Knowledge workers are the fastest growing sector of today’s workforce. When Peter Drucker first coined the term, he described these workers as “high level employees who apply theoretical and analytical knowledge, acquired through formal education, to develop new products or services”.

Knowledge workers make decisions rather than products, and their work is often much less repetitive than that of their predecessors. Thus, managing teams of knowledge workers can be very difficult, and typically requires a different approach than managing more traditional types of workers.

The struggle to help teams understand ‘who knows what’ and to then develop effective strategies for both accessing distributed knowledge and for bringing it to bear when needed are often the most difficult aspects of managing knowledge workers. One approach to this problem is to better understand the role of social capital in knowledge work.

Social capital refers to the links, shared values and understandings that create trust between individuals and within teams. These links have the potential to either facilitate or constrain the flow of resources such as knowledge across the network links. Research suggests that teams who are successful at establishing strong social capital links enjoy increased collaboration, improved knowledge transfer, and higher productivity levels as well as greater responsiveness and higher quality solutions to increasingly complex problems.

Two types of social capital relationships are particularly vital for successful knowledge work. First, knowledge workers need to have effective relationships with their managers. Given the wide spans of control that are often present in today’s organizations, many managers have limited time to devote to developing relationships with their employees. But managers who are less involved in their team’s networks will lose touch with the pattern of knowledge flows in those networks. When problems or issues arise, these managers will be unable to offer their workers helpful advice on ‘who knows what’, or how to best access needed knowledge.

Second, the relationships within knowledge teams need to be effective as well. Extensive distribution of knowledge across a working group potentially makes it more difficult for members to tap needed information. Teams with strong social capital are better placed to capitalize on expertise because of their increased familiarity with one another and their potential willingness to share information. Internal transfers of knowledge are often difficult to achieve and require the expenditure of extensive time and energy in the transfer process.

Teams with strong social capital ties will be better positioned to work through these challenges because they communicate more extensively with each other and have higher levels of trust, making them more able and willing to share information.

Fostering the growth and utilization of social capital among employees needs to be managed carefully. It’s easy to assume that social capital will just develop naturally as individuals work together. However, this is not the case. So here are four tips to cultivate social capital and help ensure that your teams maximize their potential for collaboration and knowledge exchange:

Lead by example. Demonstrate to your employees that sharing information and trusting one another are ‘the way things are done’ in your organization. We know that one way employees learn how to behave at work is by copying the behaviours that are modelled for them by their manager and other senior staff members. So, provide them with a strong example to emulate.

Encourage open communications. Ensure that your teams are meeting regularly enough to maintain open lines of communication. Consider asking them to complete team contracts, which set out the norms expected of all team members, including honest and meaningful communication. Make it clear that withholding information is not considered acceptable behaviour.

Give team members time to get to know one another. Create opportunities for them to socialize outside of their project meeting time. Research suggests that team members who are friends, and not just work colleagues, are more likely to share strong social capital ties. Celebrate birthdays, team milestones, and company successes with get-togethers that help employees build relationships.

Be extra attentive to your virtual teams. Geographically dispersed groups have a much more difficult time building the trust that is necessary for social capital development than do face-to-face groups. Think about how you can help your virtual team members share their expertise and skills with one another. Encourage strong norms of respect and timeliness in your virtual groups, and be aware of any cultural difference that may play a role in communication.
[733 words]


Source: management-issues
http://www.management-issues.com/opinion/6939/cultivating-social-capital/

疏离无罪

沙发~~~~~~~~~~~~~~~~~~~~~~~

Speaker:McDonald's can be liable for its franchises's labor and wage violation.

01:18
Being an entrepreneur will be lonely and also need network.5 advices for finding friends.1 join an accelerator.Accelerator can give you lots help in many aspects.

01:14
2 Go to events and talk to other attendees,which is a good choice to expand your network.3 Seek out people who've trodden your path before.They are more willing to give you a hand.

01:38
4 Comment on influential articles and blogs,which can solidify your voice and establish yourself as a thought leader in your field.5 Just say yes.Ask yourself why not when you are facing a choice.

01:41
What hiring managers are looking for is a proof that the candidate has the right background and experience to succeed and can connect past experience to future performance.So candidates need to do enough research.

01:15
There is no silver bullet that will work with every hiring manager or organization.But something are common: all companies want the managers make benefits for themselves.

05:51
Knowledge workers make decisions rather than products.Thus, managing teams of knowledge workers can be very difficult.The most difficult aspect in managing them is understanding ‘who knows what and then develop ing effective strategies.One approach to this problem is to better understand the role of social capital in knowledge work.
Social capital refers to the links, shared values and understandings that create trust between individuals and within teams. Research suggests that teams who are successful at establishing strong social capital links enjoy increased collaboration, improved knowledge transfer, and higher productivity levels.
Two types of social capital relationships are important.1 knowledge workers need to have effective relationships with their managers. If managers are less involved in their team’s networks,they will be unable to offer their workers helpful advice when there are troubles.
2 the relationships within knowledge teams need to be effective..Being familiar with each other and communicating more extensively with each other make them more effective on works.
4 tips to cultivate social capital:1 Lead by example.2 Encourage open communications. 3 Give team members time to get to know one another. 4 Be extra attentive to your virtual teams.

happyxgb

time 2: 01:24
time 3: 00:59
time 4: 01:35
time 5: 01:28
time 6: -1:32
Obstacle: 04:14
Knowledge workers: def
Features: more decision maker and difficult to manage
--To build social capital is the most important thing
  Def of social capital
  The benefits of great social capital
  two relationships are critical
  Higher social capital, higher effectiveness
--4 tips for managing

mozhiwanjia

掌管 6        00:09:36.74        00:28:27.74
掌管 5        00:04:31.42        00:18:50.99
掌管 4        00:03:36.33        00:14:19.56
掌管 3        00:03:28.70        00:10:43.23
掌管 2        00:03:00.71        00:07:14.52
掌管 1        00:04:13.81        00:04:13.81

vsetteacher

1:28,1:19,2:00,1:40,1:31,3:31

ZOEYZHANG114

1)        McD faces the issue of franchisee labor
2)        Network can help Entrepreneur success
3)        Companies want to hire someone who can provide solutions to them
4)        Social capital can help build strong teams in companies

cherry6891

谢谢蘑菇妹纸～
39-19
obstacle
Knowledge workers--fast growing,less repetitive work,make decisions than products
Social capital-- shared value,create trust between individuals and with manager
Two successful social capital team:good relationship with manager
The relationship with knowledge team is effective too
Four tips to culture social capital:encourage open communication, pay more attention to virtual team and give team members time to know each other
Time2
Entrepreneurship is a paradox because u can not share everything with coworkers and so u will feel alone
The key points to start a successful startup is network
Join an accelerator
Time3
Go to events and talk to other attendees
Look through the guest list and do some background research
A good open talk is a good way to break Ice
Seek out people who have similar trodden path for example,people from the same country
Time4
Author shared a his experience of making comment to know his co-founder
Be open to opportunity
Time5
Interviewer of a manager is a tough job for hiring company
Specify personality traits--problem solver,influence others
Time6
Understand the responsibility and requirements of job, do the homework and make a strategy plan to solve the problem
Do not just show how well done job in the past but also how work experience works in the future work
A wrong manager candidate is a catastrophe for the company

CatherineTSIM

[Speaker]
M was ruling against by its employees.

[Time 2] 2’09’’
Main idea: It is important for start-up to make a network.
Structure:
(1)        Network is important for star-up to make success.
(2)        How to make a network: first step is to join an accelerator.
(3)        Accelerator will bring mentors; use accelerator to connect them; access to investors who believe in the accelerator.

[Time 3] 1’50’’
Main idea: The other two ways to build up network.
Structure:
(1)        Get into the gathering you are interested; further, you should do some background research.
(2)        Make some same history between you and the people you connect to, the method will guarantee a positive response.

[Time 4] 2’18’’
Main idea: The last two ways to build up network. Connection network is important besides the great products.
Structure:
(1)        Make some comment on the influential blogs or public pages when you establish yourself in the field.
(2)        Say yes when an opportunity come, even it is out of you range of ablity.
(3)        Conclusion: network is important.

[Time 5] 2’39’’
Main idea: How to make success in an interview.
Structure:
(1)        Interview is a challenge both to HR and to the interviewee.
(2)        Manager will find people who can both have the problem solving skills and have a plan.

[Time 6] 2’04’’
Main idea: What factors are the hiring managers valued as the most important.
Structure:
(1)        The key to know who should be hired is to know the responsibility and requirements of the job.
(2)        The job interviewees should show their strategic plan and the problem solving skill which are not in their CV in the interview.

[Obstacle] 5’28’’
Main idea: The social capital is important in a company and how to cultivate a social capital.
Structure:
(1)        Knowledge workers make a great position in company.
(2)        The role of social capital in the company.
(3)        There are 2 types of social capital.
(4)        How to foster the social capital?
First, make the example for employees to emulate.
Second, make sure the communication is open to everyone in the team.
Third, help members to be friends.
Fourth, help to eliminate the negative factors in the team.

OH yeah，不知道是不是蘑菇妹子的文章选得对胃口还是本来就对经管类的文章比较感兴趣，今天做的很顺利。
所有的时间都是算上做笔记的时间的。看着笔记自己能慢慢脑补出文章了。
一定要做structure，真的很有用。看着structure有一种自己就是主宰文章的感觉！
学了一个词，trodden，tread的过去分词，行走。例句：Seek out people who've trodden your path before.这句自己脑补为找机会套关系哈哈。

好啦，8月的第一天挺开心的。就酱。