PassCambridgeBEChigher高級經(jīng)貿(mào)英語EnglishDepartment,HuzhouTeachersCollegeCulturalDiversityObjectivesToenablestudentstotalkaboutCulturalDiversity.Topractisereadingandlisteningforspecificinformation.TaskandPlanDiscusswithyourgroupmembersandshowthesolutionsforCaferoma.Readingonpage94.Thetext’srelevantspeaking.Readingonpage94RelevantBackgroundKnowledgeStylesofinterview面談方式:Interview是一種在特定的場景下，經(jīng)過組織者精心設(shè)計，通過主考官和應(yīng)聘者雙方面對面（包括網(wǎng)絡(luò)方式）交談、觀察等雙向溝通方式，由表及里地了解應(yīng)聘者的知識、能力、經(jīng)驗及求職動機等的人員甄選方式。其主要形式如下：Structuredinterview:又稱結(jié)構(gòu)化面談，，它指面談前，就面試所設(shè)計的內(nèi)容、試題評分的標(biāo)準(zhǔn)、評分方法等一系列問題進行了系統(tǒng)的結(jié)構(gòu)化設(shè)計的面談方式。即向所有應(yīng)聘者提問事先擬定的同樣問題，包括behaviouraldescriptioninterviewandsituationalinterview,前者是問應(yīng)征者有關(guān)以往經(jīng)驗，后者是提出一些情景，詢問應(yīng)征者會怎么做。結(jié)構(gòu)性面談嚴(yán)格遵循一定的程序進行，如考官、考場的選擇，監(jiān)督機制與記分程序的設(shè)立等。Non-structuredinterview非結(jié)構(gòu)性面談，指采取不直接提問的方式(anon-directivestyle)，讓應(yīng)征者自由講述個人的經(jīng)歷和愛好。Semi-structuredinterview半結(jié)構(gòu)性面談，即向所有應(yīng)聘者或接受面談?wù)咛釂柺孪葦M定的相同的主要問題，次要問題則按個別面談情況而定。Thesentencesforselection:Thisrelationshipisbasedonsharedexpectationswhicharecommontoemployeesofthesamenationality.這種關(guān)系是建立在共同的期望值基礎(chǔ)上，而這種期望值在來自同一民族的員工中具有共性。Typicalofthisisthebeliefthatindividualsshouldreceivesalarygainswithouthavingtosharethemwithlower-performancecolleagues.它的突出特點是，認(rèn)為個人所得到的薪酬收入，無須將其與業(yè)績低下的員工分享。Thesetaketheformofoneproblemscenarios,eachonecentredonaspecificissue.采取在一頁紙上假設(shè)各種情景的形式，每個情景針對一個具體情況。However,withoutthisawareness,employeesfromdiversenationalitiescannotappreciatetheirdifferencesandbuildmutualunderstanding.可是，一旦缺少對這點的認(rèn)識，來自不同民族的員工就無法體會相互之間的差異，因而也就無法達到相互理解。Mostinternationalhumanresourcesmanagerswillhaveexperiencedtheseexpectationdifferencesatfirsthand.大多全球人力資源部經(jīng)理在一開始將會感受到這種期望值差異。Adescriptionofapossiblecourseofactionorevents計劃書（本來涵義），現(xiàn)在是一個出現(xiàn)頻率很高的詞，常用來替換或代替situation,表示（未來可能發(fā)生的）局面、情況、趨勢等。Therearetwopossiblescenariosfortheprocessofeconomicglobalizationandtradeliberalization.Thesesensitiveareastouchdirectlyuponculturalnormsandpeople’ssenseofwell-beingandorder.這些敏感領(lǐng)域直接涉及文化規(guī)范和人們的安樂感及次序感。Decisionstakenwiththewelfareofmorethantheindividualinmindarecharacteristicofthisvaluesystem.這一價值體系的特點是決策時考慮大家的共同利益。Thereisalsothemorecomplicatedquestion:whatreasonsdotheygivetoexplaintheirchoices?復(fù)雜的問題也有：他們?nèi)绾谓忉尭髯缘倪x擇？Theexplanationofthetext:Intoday’shyper-competitiveglobalmarkets,any…Hyper-(prefix,it’soppositeishypo-)above／beyondsthortoomuch/excessive.hypo-:Below;beneath;under;Lessthannormal;deficient:Methodologyreferstoasystemofmethodsandprinciplesfordoingsomething,forexample,forteachingorforcarryingoutresearch.指的是教學(xué)或開展研究等使用的一整套方法原則。Method:aparticularwayofdoingsomething指做某事的具體方法。Thebehavioursthatintriguetheresearchteammostare…Intrigue:tointerestgreatlyDecisionsaboutfinanceandmarketing,ontheotherhand,arefarlessemotiveandlesslikelytorevealunderlyingvalues.Emotive:thatmaycausestrongfeelings.另一方面，圍繞財務(wù)和營銷的決定，情感因素就少得多，不太容易顯現(xiàn)深藏其中的價值觀。Theresponsesarethenplottedbetweentwoopposinglogics.Plot:todivideintosmallpartsThesecondlogicisaneconomicrationale…Rationale:thereasonsonwhichasystemorpracticeisbased.基本原理，理論基礎(chǔ)第二種邏輯是出于經(jīng)濟上的理由。Althoughtheseseminarscanbeentertaining,theyultimatelyfailbecausetheydonotrequiremanagerstoexaminetheirownvaluesfirst.Seminar:asmallclassofusu.Advancedstudentsmeetingtostudysomesubjectwithateacher.研究班/討論會雖然這些研討會可能趣味橫生，最終卻收效甚微，原因就在于他們并未要求經(jīng)理們首先對自己的價值觀進行審視．Choosethebestsentencetofilleachgap.1-6:F,A,C,G.B.DRelevantspeakingDiscusswithyourgroupmembers:whatfactorsaffectdecisionmakingintheseareainChina?Recruitingnewemployees招聘新員工Promotingstaff員工晉升Fixingsalarylevels制定工資級別Makingstaffredundant裁減員工InChina,recruitmentisbasedmainlyoncollegegraduates.在中國，招聘公司員工主要以大學(xué)畢業(yè)生為主Sometimesbasedonnepotismornetworking.有時以裙帶關(guān)系或關(guān)系網(wǎng)為基礎(chǔ)Recruitfamilyorfriendseveniftheyaren’ttherightpeopleforthejob.聘用親戚或熟人，雖然他們并非某個職位的最佳人選Oftenpromoteonthebasisofseniorityratherthanmerit.往往根據(jù)資力而不是不是主要業(yè)績做出晉升Basedmainlyonappraisalfrommanagementteammeetingsandsubjectivejudgment.以管理層小組討論、主觀判斷得出的評估為主Salarylevelsarefixedoutofegalitarianconsiderationwithsmallsalarygapbetweenstaff.定薪考慮因素主要是相對平等，差距小．（egalitarian：平等主義的）Payaccordingtohierarchicallevels以職務(wù)等級制定新酬標(biāo)準(zhǔn)Seldomlayoffstaffunlesssomeoneseriouslyviolatesregulations.除非嚴(yán)重違規(guī)，很少裁減員工Themoresenioranemployeeis,thelesslikelyheismaderedundant.資力越高，越不容易被裁減Beingamediocreemployeewithaverageperformanceisnotamajorfactortoconsiderwhenmakingstaffredundancy.業(yè)績平平通常不作為影響裁員的因素AredecisionsaffectingeachofthefourareasbasedongroupormarketlogicinChina?InChina,belongingtoeasternculture,decisionsaffectingeachofthefourareasarebasedongrouplogic.Thedecisionmakerscaremoreaboutthecommonbenefitofthegroups.Thepopularregulationandprincipleinoursocietyis“democraticcentralism