2019职称英语考试辅导综合类A级阅读(四)

2019职称英语考试辅导综合类A级阅读(四)
2017年职称英语考试辅导综合类A级阅读(四)
The Workers' Role in Management
Traditionally, it has been the workers’ role to work and management’s role to manage. Managers have planned and directed the firm’s operations with little thought to consulting the labor force. Managers have rarely felt compelled to obtain the workers’ opinions or to explain
their decisions to their employees. At most, companies have provided “suggestion boxes” in which workers could place ideas for improving procedures. In recent years, however, many management specialists have been arguing that workers are more than sellers of labor—they have a vital stake in the company and may be able to make significant contributions to its management. Furthermore, major company decisions profoundly affect workers and their dependents. This is particularly true of plant closings, which may put thousands on the unemployment lines. Should workers, then play a stronger role in management?
Workers should have a role in management. At the very least the labor force should be informed of major policy decisions. (A common complaint among rank-and-file workers is the lack of information about company policies and actions.)Between 1980 and 1985 about five million workers were the victims of plant closings and permanent layoffs, often with no warning. At least 90 days--notice ought to be given in such instances so that workers have time to adjust. Management should consult workers before closing a plant
because the workers might be able to suggest ways of
improving productivity and reducing costs and might be
willing to make concessions that will help keep the plant operating.
It should become a general practice to include workers
in some managerial decision making. There ought to be representatives of the workers on the firm’s board of
directors or other major policymaking groups. If rank-and-
file workers are given a voice in the planning and management of the work flow, they will help to make improvements, their morale will rise, and their productivity will increase. As a further incentive they must be given a share in the company's profits. This can be done through employee stockownership plans, bonuses, or rewards for efficiency and productivity. Finally, when a plant can no longer operate at a profit, the workers should be given the opportunity to purchase the plant and run it themselves.
译文：
工人在企业管理中的角色
传统上，工人的角色是生产，管理者的角色是管理。

管理者计划
和指导公司的运作，而很少想到去征求劳动者的意见。

管理者们很少
觉得应听取工人的意见或向他们的雇员解释公司的决定。

公司最多提
供些“意见箱”，工人们至多将改善生产流程的意见投入意见箱。

不过，近几年来，很多管理专家一直在争论工人们不但仅出卖劳动力，
而且对公司有很大的利害关系，或许还能对公司的管理作出重大贡献。

此外，公司的重大决定往往对工人及其家属影晌极^：。

如果工厂倒闭，
这个点就更加确定无疑了，它可能会把成百上千的人推到失业的
边缘。

那么，工人们应该在企业管理中发挥举足轻重的作用吗?
工人们应该在管理中扮演自己的角色。

至少，劳动者应该被告知公司的政策决定(普通工人最普遍的抱怨就是对公司的政策和行动缺少了解)。

在1980年和1985年之间，有500万工人在没有被事先告知的情况下，成了工厂倒闭和永久性停工的牺牲品。

在这种情况下，应至少提前90天通知工人们，这样工人们才能有时间调整。

管理者在关闭工厂之前，应该征求工人们的意见，因为工人们也许会提出一些建^^来提升生产率，降低成本，或许他们还愿意为了协助工厂运转而做出让步。

工人参与制订管理决策应得到普遍实施。

公司的董事会里或其他重大决策制订组里也应该有工人代表。

如果普通工人对流水线生产的计划和管理有发言权的话，他们会协助改善状况，而且他们的士气也会增加，生产效率也会提髙。

作为进一步的刺激，公司应给他们一份利润分成。

这能够通过工人股票持有权方案、红利或者发效益奖得以实现。

最后，当一个工厂不能再获利经营的时候，工人们应该被赋予购买和经营本工厂的机会。