matching job candidates with job openings (職位空缺，職務(wù)空缺,職工空缺,就業(yè)機會), managers must consider not only such variables as previous work experience and educational background but also personality traits and work habits, which are more difficult to judge.What do you consider essential in an employee or colleague? Explain, using reasons and/or examples from your work or worklike experiences, or from your observations of others.匹配工作應聘者和工作機會時，經(jīng)理不但必需考慮以前的工作經(jīng)歷和教育背景之類的變量也必須考慮個人特點和工作習慣，這些更難評判。 你考量一個雇員或者同事的基本點是什么？從你自身的工作經(jīng)驗，或你對別人的觀察給出原因and/or例子來解釋你的觀點。
除了教育背景過去的工作經(jīng)驗之外確實有很多更難量化的因素需要一個公司去衡量
1.是否誠信是否對公司忠誠是決定一個員工是否可以為公司作出貢獻的基本要素。一個有很好教育背景很豐富的工作經(jīng)驗但對公司不忠誠不誠信的人反而可能會對公司帶來更大的傷害。他很可能會利用他的經(jīng)驗和專業(yè)知識做一些對自己有利而損害公司利益的事情
2. 一個人的對生活的態(tài)度對他是否勝任一項工作同樣重要。這直接決定了他是積極地還是消極地對待自己的工作。盡管這一指標很難判斷很難量化是隱性的但是同樣十分重要。
3.評價一個員工的是否勝任某一項工作僅僅從他是否有完成某個特定任務(wù)的能力來判斷是不夠的。因為在一個公司里面工作，每個人都需要和其他人協(xié)同沒有人可以完全獨立。因此員工是否可以和別人很好的溝通是否有團隊精神也是很重要的一個衡量指標。
honest honesty dishonest dishonesty loyal loyalty instead An employee with excellent expertise and a lot of previous work experience but dishonest and not loyal to the company will sometimes do no good to the company while do harm instead, because they may use their expertise and experience to do something that can benefit themselves while damage the company. optimistic pessimistic optimism pessimism negative positive index quantify recessive likewise compatible interdependent dependent independent quantifiable Thesis sentence: in spite of work experience and education background, there are many other factors, which are difficult to judge, essential in job candidates selection.View1: Loyalty is an important factor in determine whether a candidate will make contribution to the company.
View2: people’s attitudes towards life is also affect much on work performance. Positive ,passive,initiative, creative View3: Communication and cooperation abilities become more and more important in today’s business world. Team work, harmonious personnel environmentIn the hiring process, it is more difficult to assesspersonality and work habits than to determine work experience and educational background. Even so, it is important to try and judge the less quantifiable (adj.可以計量的) characteristics of a prospective colleague or employee—such as honesty, reliability, creativity, self-motivation, and the capacity to get along and work well with others. If it doesn’t seem obvious that these are important qualities in a coworker, then consider the alternatives.First of all, dishonest or unreliable workers harm an organization in many ways. Dishonest employees impose costs on a company whether they steal on the grand or small scale; just taking a few days of unwarranted sick leave here and there (from time to time) can add up to significant lost productivity. And lying about progress on a project can result in missed deadlines and even lost contracts. Unreliability works the same way; if an employee cannot meet deadlines or fails to appear at important meetings, the organization will sufferaccordingly.
In addition, coworkers who lack motivation or creativity take some of the life out of an organization. To the extent that employees simply plug along, the company will be less productive In contrast, employees who have imagination and the motivation to implement ideas are productive and can spark those around them to greater achievement.Finally, employees who cannot get along with or work well with others can as well be detrimental to the organization. The mere presence of a troublemaker is disruptive; moreover, the time such people spend on petty disagreements is time away from getting the job done successfully. In addition, those who cannot smoothly coordinate their efforts with others will end up making things more difficult for everyone else.
In conclusion, it may not be easy to judge the personality traits and work habits of prospective employees, but it certainly is worth the effort to try. Having coworkers who are honest, reliable, creative, self-motivated, compatible with one another and good team players will greatly enhance everyone’s work life, and benefit an organization in the most significant way—with greater productivity.
除了教育背景過去的工作經(jīng)驗之外確實有很多更難量化的因素需要一個公司去衡量
1.是否誠信是否對公司忠誠是決定一個員工是否可以為公司作出貢獻的基本要素。一個有很好教育背景很豐富的工作經(jīng)驗但對公司不忠誠不誠信的人反而可能會對公司帶來更大的傷害。他很可能會利用他的經(jīng)驗和專業(yè)知識做一些對自己有利而損害公司利益的事情
2. 一個人的對生活的態(tài)度對他是否勝任一項工作同樣重要。這直接決定了他是積極地還是消極地對待自己的工作。盡管這一指標很難判斷很難量化是隱性的但是同樣十分重要。
3.評價一個員工的是否勝任某一項工作僅僅從他是否有完成某個特定任務(wù)的能力來判斷是不夠的。因為在一個公司里面工作，每個人都需要和其他人協(xié)同沒有人可以完全獨立。因此員工是否可以和別人很好的溝通是否有團隊精神也是很重要的一個衡量指標。
honest honesty dishonest dishonesty loyal loyalty instead An employee with excellent expertise and a lot of previous work experience but dishonest and not loyal to the company will sometimes do no good to the company while do harm instead, because they may use their expertise and experience to do something that can benefit themselves while damage the company. optimistic pessimistic optimism pessimism negative positive index quantify recessive likewise compatible interdependent dependent independent quantifiable Thesis sentence: in spite of work experience and education background, there are many other factors, which are difficult to judge, essential in job candidates selection.View1: Loyalty is an important factor in determine whether a candidate will make contribution to the company.
View2: people’s attitudes towards life is also affect much on work performance. Positive ,passive,initiative, creative View3: Communication and cooperation abilities become more and more important in today’s business world. Team work, harmonious personnel environmentIn the hiring process, it is more difficult to assesspersonality and work habits than to determine work experience and educational background. Even so, it is important to try and judge the less quantifiable (adj.可以計量的) characteristics of a prospective colleague or employee—such as honesty, reliability, creativity, self-motivation, and the capacity to get along and work well with others. If it doesn’t seem obvious that these are important qualities in a coworker, then consider the alternatives.First of all, dishonest or unreliable workers harm an organization in many ways. Dishonest employees impose costs on a company whether they steal on the grand or small scale; just taking a few days of unwarranted sick leave here and there (from time to time) can add up to significant lost productivity. And lying about progress on a project can result in missed deadlines and even lost contracts. Unreliability works the same way; if an employee cannot meet deadlines or fails to appear at important meetings, the organization will sufferaccordingly.
In addition, coworkers who lack motivation or creativity take some of the life out of an organization. To the extent that employees simply plug along, the company will be less productive In contrast, employees who have imagination and the motivation to implement ideas are productive and can spark those around them to greater achievement.Finally, employees who cannot get along with or work well with others can as well be detrimental to the organization. The mere presence of a troublemaker is disruptive; moreover, the time such people spend on petty disagreements is time away from getting the job done successfully. In addition, those who cannot smoothly coordinate their efforts with others will end up making things more difficult for everyone else.
In conclusion, it may not be easy to judge the personality traits and work habits of prospective employees, but it certainly is worth the effort to try. Having coworkers who are honest, reliable, creative, self-motivated, compatible with one another and good team players will greatly enhance everyone’s work life, and benefit an organization in the most significant way—with greater productivity.