题目内容
（请给出正确答案）
如果结果不匹配，请 联系老师 获取答案
更多“ What workplace concerns do ma…”相关的问题
A．To urge manufacturers to obey the Workplace Code of Conduct.
B．To remind the manufacturers of the Workplace Code of Conduct.
C．To urge the Department of Labor to take its responsibility.
D．To urge the Department of Defense to inspect manufacturers.
We really appreciate our working environment,in() there was open, friendly workplace communication.
A. how
B. what
C. Which
D.whom
What subject does the passage mainly talk about？
A．Business management strategies.
B．The use of Computer.
C．The life style. of telecommuters.
D．Extending the workplace by means of computers.
A、have relevance to
B、have nothing to do with
C、have relevance with
D、have no relation to
Why did the Trade Union leaders propose to ban stiletto heels from the workplace？
A．They believed that these shoes were harmful to women workers' health.
B．They maintained that women should decide what to wear at work.
C．They thought these shoes gave women excuse to ask for a sick leave.
D．They didn't want to work in the place that looked like Hollywood.
A．Current trends in economic development.
B．Domestic issues of general social concern.
C．Stories about Britain’s relations with other nations.
D．Conflicts and compromises among political parties.
Workplace Negativity
Nothing affects employee morale more adversely than persistent workplace negativity. It saps (消耗) the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo (高潮) of voices responding to a workplace decision or event.
Learn About Workplace Negativity
As a manager or human resources professional, you are closely in touch with employees throughout the company. This allows you to keep your fingers on the pulse of the organization to sense workplace negativity. It enables you to establish and heed early warning signals that all is not well. You receive employee complaints, do exit interviews with employees who leave, and know the reputation of your organization in your community.
You watch the discussions on employee Intranets, manage the appraisal and 360-degree feedback process, and coach managers in appropriate staff treatment. This information will help you learn to identify the symptoms of negativity before its morale-busting consequences damage your workplace. It will also assist you in preventing and curing workplace negativity.
Diagnose Workplace Negativity
Negativity is an increasing problem in the workplace, according to Gary S. Topchik, the author of Managing Workplace Negativity. He states, in a Management Review article, that negativity is often the result of a loss of confidence, control, or community. Knowing what people are negative about is the first step in solving the problem.
In my experience, when rumblings (抱怨) and negativity are beginning in your organization, talking with employees will help you understand the exact problems and the degree to which the problems are impacting your workplace. You will want to identify the exact employee groups who are experiencing the negativity, and the nature of the issues that sparked their unhappiness.
Perhaps the organization made a decision that adversely affected staff. Perhaps the executive manager held a staff meeting and was perceived to threaten or ignore people asking legitimate questions. Maybe staff members feel insecure because concern exists over losing a product line.
Perhaps underground rumors are circulating about an impending layoff. People may feel that they give the organization more than they receive in return. They may feel that a coworker is mistreated or denied a deserved promotion.
When You Are Not in Control of the Negativity
Negativity often occurs when people are impacted by decisions and issues that are out of their control. Examples of these include: corporation downsizing; understaffing that requires people to work mandatory overtime; budget reductions; and upper-management decisions that adversely impact members of your staff. Under these circumstances, as a human resources professional, try some of the following ideas.
？Identify any aspects of the situation that you can impact, including providing feedback in your organization about the negative impact that is occurring. (Sometimes decisions are made and no one understands or predicts their outcome. Sometimes you can influence an issue or a decision if you practice personal, professional courage and speak your mind.)
？Listen, listen, listen. Often people just need a sounding board. Be visible and available to staff. Proactively (积极地) schedule group discussion sessions, town meetings, "lunches with the manager" or one-on-one blocks of time.
？Challenge pessimistic thinking and negative beliefs about people, the company, and the work area. Don't let negative, false statements go unchallenged. If the statements are true, provide the rationale, the corporate thinking, and the events that are responsible for the negative circumstances. Share eve
A．Y
B．N
C．NG
A. He might go to the movies when he finishes studying.
B. He doesn't know if he can concentrate on a movie.
C. He needs to stop studying for a while.
D. He can't think about anything but studying.
A．Your hands look good.
B．Your hair is in good condition.
C．You have a good beautician to serve you.
D．You can relax.
