宁波大学861翻译与汉语2019年考研真题
2024-02-11
999+
729.64KB
4 页
侵权投诉
宁波大学2019年硕士研究生招生考试初试试题(A卷)
(答案必须写在考点提供的答题纸上)
第 0 页 共 4 页
科目代码：
861
总分值：
150
科目名称：
翻译与汉语
Part I Translation (100 points)
Directions:
This part consists of three passages. Translate Passage 1 from English into Chinese and
Passages 2 and 3 from Chinese into English.
Passage 1: English- Chinese Translation. (50 points)
Win-Win Performance Agreements
Creating Win-Win Performance Agreements requires vital Paradigm Shifts. The focus is on results;
not methods. Most of us tend to supervise methods. We use the gofer delegation discussed in Habit 3,
the methods management I used with Sandra when I asked her to take pictures of our son as he was
waterskiing. But Win-Win Agreements focus on results, releasing tremendous individual human
potential and creating greater synergy, building PC in the process instead of focusing exclusively on P.
With win-win accountability, people evaluate themselves. The traditional evaluation games people
play are awkward and emotionally exhausting. In win-win, people evaluate themselves, using the
criteria that they themselves helped to create up front. And if you set it up correctly, people can do that.
With a Win-Win Delegation Agreement, even a seven-year-old boy can tell for himself how well he's
keeping the yard "green and clean."
My best experiences in teaching university classes have come when I have created a win-win
shared understanding of the goal up front. "This is what we're trying to accomplish. Here are the basic
requirements for an A, B, or C grade. My goal is to help every one of you get an A. Now you take what
we've talked about and analyze it and come up with your own understanding of what you want to
accomplish that is unique to you. Then let's get together and agree on the grade you want and what you
plan to do to get it."
Management philosopher and consultant Peter Drucker recommends the use of a "manager's letter"
to capture the essence of performance agreements between managers and their employees. Following a
deep and thorough discussion of expectations, guidelines, and resources to make sure they are in
harmony with organizational goals, the employee writes a letter to the manager that summarizes the
宁波大学2019年硕士研究生招生考试初试试题(A卷)
(答案必须写在考点提供的答题纸上)
第 1 页 共 4 页
科目代码：
861
总分值：
150
科目名称：
翻译与汉语
discussion and indicates when the next performance plan or review discussion will take place.
…
In Win-Win Agreements, consequences become the natural or logical results of performance rather
than a reward or punishment arbitrarily handed out by the person in charge.
There are basically four kinds of consequences (rewards and penalties) that management or parents
can control -- financial, psychic, opportunity, and responsibility. Financial consequences include such
things as income, stock options, allowances, or penalties. Psychic or psychological consequences
include recognition, approval, respect, credibility, or the loss of them. Unless people are in a survival
mode, psychic compensation is often more motivating than financial compensation. Opportunity
includes training, development, perks, and other benefits. Responsibility has to do with scope and
authority, either of which can be enlarged or diminished. Win-Win Agreements specify consequences
in one or more of those areas and the people involved know it up front. So you don't play games.
Everything is clear from the beginning.
标签： #宁波大学
摘要：
展开>>
收起<<
宁波大学2019年硕士研究生招生考试初试试题(A卷)(答案必须写在考点提供的答题纸上)第0页共4页科目代码：861总分值：150科目名称：翻译与汉语PartITranslation(100points)Directions:Thispartconsistsofthreepassages.TranslatePassage1fromEnglishintoChineseandPassages2and3fromChineseintoEnglish.Passage1:English-ChineseTranslation.(50points)Win-WinPerformanceAgreementsCrea...
声明：研友网所有资料均为用户上传分享，仅供参考学习使用，版权归原作者所有。若侵犯到您的权益，请告知我们处理！任何个人或组织，在未征得本平台同意时，禁止复制、盗用、采集、发布本站内容到任何网站、书籍等各类媒体平台。
