管理英语3
Passage 1
Managing Oneself
自我管理
We live in an age full of opportunities: If you are smart enough, and have got ambition and keep pushing forward, you can rise to the top of your chosen profession, no matter where you started out.
我们生活在一个充满机遇的时代：无论你从哪里开始，如果你既聪明过人，又有远大 抱负，并且勇往直前，那么你就可以在自己所选的职业领域中出类拔萃。
But with opportunity comes responsibility. Companies today aren't managing their employees' careers. Professional workers must be their own chief executive officers (CEO). It' s up to you to strive for your place, to keep yourself engaged and productive during a worki
ng life that may last around 50 years. To do those things well, you' 11 need to have a deep understanding of yourself — not only what your strengths and weaknesses are, but also how you learn, how you work with others, what your values are, and where you can make the greatest contribution, because only when you operate from strength can you achieve true excellence.
但是，随着机遇而来的便是责任。现在的公司已经不管理员工的职业生涯，自由职业者必须成为自己的首席执行官(CEO)。在大约五十年的职业生涯中，能否积极上进、 勤奋工作、取得成效取决于你自己。要把事情做好，你需要对自己有一个深刻的了解，不仅仅是你的优缺点，还有你的学习方式，你与人共事的方式，你的价值观，以及你能作出最大贡献的领域。因为只有当你充分发挥自己的长处时，你才能做到真正优秀。
History' s great achievers — Napoleon, da•Vinci, and Mozart — have always managed themselves. But they are so unusual both in their talents and in their accomplishments as to be considered rare exceptions. Now, most of us, even those of us with modest talents, will have to learn to manage ourselves. We will have to learn to develop ourselves. We will
have to place ourselves where we can make the greatest contribution. And we will have to stay mentally alert and engaged during a 50-year working life, which means knowing how and when to change the work we do.
历史上那些取得伟大成就的人一拿破仑，达•芬奇和莫扎特，他们一直在管理自己。正因为他们既才智过人，又成就非凡，所以人们把他们视为少之又少的例外。现在，我们中的大多数人，即使智力平平，也都得学会自我管理。我们不得不学会发展自己。我们应该把自己放到能作出最大贡献的位置。在将近五十年的工作生涯中，我们必须让自己时刻头脑清醒，全神贯注，这意味着我们该了解转变我们现有工作的方式和时机。
Passage 2
Organization Structure in Hoogle Engineering
Hoogle 工程公司的组织结构
sort of career翻译I' m Michael Bush, Managing Director of Hoogle Engineering. I am pleased to welcome you here to our website and I' d like to tell you a little about the company and its organization. H
oogle Engineering was set up in 1960. It was divided into several departments at that time, such as the sales department, marketing department, and production department. Lots of managers were employed to manage it all.
我是Hoogle 工程公司的主管麦克・布什。欢迎你来到我们的网站，请允许我为你介绍一下公司及其结构的情况。Hoogle 工程始建于1960年，当时被分为几个部门，如销售部、营销部和生产部。我们要聘请许多管理人员来管理各个部门。
Fortunately things are different now. Sixty people are employed by Hoogle and communication between departments is considered to be one of the most important aspects of the business. The market is global so we need to make contact with customers worldwide, not just locally.幸运的是现在的情况不一样了。Hoogle雇佣了六十个人，而部门之间的沟通被认为是业务中最重要的一个方而。市场是全球性的，所以我们需要与全球的客户密切联系，而不仅仅是本地客户。
But in the old days we were all in different departments and never spoke to each other. Wc had a tall structure. Traditionally we had people at the first level on the shop floor, manufact
uring products according to the instructions which they were given. Then you had a supervisory level of people who supervised them every day. Then you moved up to the middle management, who were doing the tasks of getting new business, and then you had the senior management team, and then you had the board, who decided the business strategy. So there were a lot of levels in the company in the old days actually.
但在过去，我们在不同的部门，也没有互相沟通。以前，我们是直线式结构，车间里的一线员工按照指令生产产品，会有一个管理层人员每天监督他们。当你上升到 要处理新业务的中层管理时，你就会有高级管理团队，你上面有董事会来决左业务策略。因此，在过去的年代，一个公司有很多层级管理。
The structure today is that we form teams within teams to place people who can manufacture a product. Each team has members that can manufacture different products. The actual teams now are self-managing, so we don' t even have team leaders. You've got the teams, and then you've got two people, only two people, who are what you think of as management. This is generally called flat structure.
现在的结构是，我们在团队内组建小团队，安排能够生产同一产品的人员在其中。每个团队都有可以制造不同产品的成员。现在的团队是自我管理的，所以我们 甚至不需要团队领袖。你有团队，然后你有两个人，只有两个人，这就是你认为的管理。这通常被称为扁平式结构。
Passage 3
“War for Talent”Goes on in Job Market
求职市场上的“人才之战”
The “War for Talent” reads like headlines from many years ago, but it has never gone away, says Eleanor Nickerson, director of UK operations for Top Employers. Many companies they have researched are short of talents. Though the companies may receive many applications, they cannot find the people they want.
顶尖雇主的英国业务主管Eleanor Nickerson说，“人才争夺战”看起来像许多年前的头条新闻，但它从未离开过我们的眼球。他们调查的许多公司都缺乏人才。虽然那 些公司可能会收
到很多应聘申请，但他们不到他们想要的人才。
Top Employers' research shows that offering good career chances is the key to attracting and keeping the talent. Smart employees know their own value and will want to know what their employers can offer them after 5 or 10 years' career development. So, keeping staff is the biggest challenge employers face in the long run.

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