商务英语知识摘要.doc

这是我的摘要练习。原文太长了没法弄过来。请帮忙大概看一下wording,和cohesive language以及layout有没有需要改进的地方。不用改的太仔细，万分感谢。Summarize writingTest 1 of ALBUM 3Evaluating the performance of the boardStructure analysis:(1) 交代现状引出话题：the board appraisal (2) Board appraisal 的作用和重要性-(3) Board appraisal在大公司和小公司实施的情况(4) 怎样执行board appraisal.(5) 一些列举大公司的方法。-(6) 待解决的问题。(7) 表绩效评价的单词：appraisal/performance review/assess Passage: While appraisal for employees has been widely-applied by many companies, few procedures have been established to assess the performance of directors, which is particularly true with companies of small size. However, experts believes that reviewing the performance of directors is absolutely essential as it not only builds a fair atmosphere at workplace by including the directors in the appraisal list, but also offers the directors opportunities to exchange ideas and discuss issues.In small companies, the board appraisal is usually deemed as a positive means to avoid making basic mistakes, thus is easier to operate than is in large companies where the directors tend to view this procedure as a challenge to their status. To conduct the board appraisal effectively, it is recommended to establish a systematic manner combining both the comments from the chairman and peers, and self-assessment. In some large companies, the board appraisal is usually implemented through either informal talk with chairman or open sessions of the directors. A alternative method is questionnaires to all directors aiming at soliciting their opinions on the performance of the board.Despite the improvement（不可数？） has been made in the conduction of board appraisal, further problems like “who is to appraise the chairman?” have arose as new concerns. -206wordsBritish companies cross the ATLANTICSubject: 介绍一个trade initiative(这具体是什么意思啊？), 引出近年英国进军美国市场的经验总结Structure analysis:(1) 宣布活动，介绍活动的目的及特色/(2) 列举近年来英国公司进军美国公司的失败例子(3) 分析失败的原因/(4) 给出相应对策/-Passage: A high-profile trade initiative will be taking place next month with the ultimate goal to promote British products to American market. This trade initiative is distinguished by focusing on the market positioning and (the?) considerable emphasis (emphases?) on supporting niche businesses. These major concerns of the trade initiative were brought under spotlight due to some embarrassing experiences of British companies during their ventures in US. Carringtons, a well-established retail group, ended its grand business plan in US with a commercial disaster. And the American expansion plan of Polly Brown, another prestigious brand, also failed due to the debacle of positioning its products in the middle market. These unexpected failures, as pointed out by Sarah Scott, mainly resulted from the patronizing attitude of most British firms and the lack of thorough market research.Sarah also recommended that British firms who want to succeed in US should concentrate on the niche market and build a reputation as a supplier of unique goods rather than struggle to access the middle market that has already been fully occupied by domestic firms of US.-176-Staff appraisalsStructure analysis:(1) 简单交代现状，引出主题：staff appraisal作用很大(2) 目前实施中存在的问题，以及导致的后果(3) 如何有效执行，给出两个建议(4) 执行者manager的问题，和原因(5) 总结段Passage：Staff appraisals prove enormously helpful for both managers and staff members as an effective means to identify training needs, discovering career aspirations, boost morale and build loyalty. However, the current office appraisal is far from perfect and clearly dreaded by employees due to problems such as appraisers ignorance of employees role and rushing through the procedure. And the outcome could be disastrous when staff choose to leave the company at short notice after a bad appraisal. Andrew Gillingham believes that a constructive appraisal can be carried out either by an elaborately designed document aiming at establishing training needs and motivating employees to greater things, or through self-assessment of employees. Both cases should be followed by a discussion on the feedback collected.He also pointed out that many mangers regard appraisals as a wasted of time due to the lack of relevant knowledge in this area, and the success of staff appraisal, which will result in better quality management, lies with the open communications ethos in the workplace. -147wordsProblems in the IT industry (1) 提出问题：IT staff短缺，并且问题还在加剧/(2) 提出问题的原因 lack of investment in training(3) 当前公司主要采取的办法和该办法的局限性(4) 该办法导致的结果(5) 针对该结果采取的措施，(6) 该措施存在的问题Passage: The current gap for IT staff in the UK is being enlarged and aggravated by the lack of investment in training. Facing an ageing and shrinking(ever-decreasing) skills base, employers are keen to cope with the immediate problems by short-term measure of bringing in more and more consultants on a contract basis rather than providing training to the raw recruits or existing staff. This has resulted in soaring contract rates and high turnover of IT professionals in other areas such as finical service sector and local government, whose IT staff are poached due to the uncompetitive salaries and perks comparing with the soaring rates for consultancy work. While some companies have to retain their IT staff by means of loyalty bonuses, experts advise that the bonuses should be accompanied by other incentives that fit in with the individuals long-term career objective, which requires more strategical thinking on establishing a win-win formula for both staff and company. However, to solve the urgent need of IT workers, there is a makeshift whereby the companies can import skilled workers from overseas. But the effect of this means is restricted by the strict quotas on the number of work permits issued and meanwhile vigorously opposed because of its bad impact on the UKs skill base in the long run. -191words-Setting up an appraisal scheme1. 分段大意总结(1) 绩效评价很重要，需要建立合理的计划 (2) 第一步确定目标和目的。(3) 选取合适的人设计评价方法。(4) 评价人的选取需要慎重(5) 告知员工评价内容。(6) 选取合适面谈时间(7) 资料保密Passage: As a wonderful opportunity to bring out the potential of the staff, appraisals should be carried out by establishing a carefully designed scheme through following steps.1. Decide the key objective and purpose of our scheme. This is best done at the start and should be to provide a supportive framework that aids staff development. 2. Appoint a proper person to design the scheme. He or she need to be trusted by employees and able to understand all roles in the organization and deal with problems from staff. 3. Serious thoughts should go into “who will be appraising whom”. An inappropriate appraiser may result in inefficiency of the scheme and create misunderstanding. And establish an appeal procedure if necessary. 4. Inform the staff about the appraiser, purpose and form of the appraisal interview rather than overload them with lengthy documents.5. Choose a convenient time to do the interview on neutral ground. It isnt recommended to carry it out at a time of redundancies for this will create fear and misinterpretation of the purpose. 6. Decide who will have access to written records of the appraisal to avoid leaking confidential information. -188wordsHuman Resource Management Structure:(1) focus: Growing importance of human resources and why(2) cite supported research and survey(3) How to evaluate the commitment of its staff: to ask for approval for more resources (4) Advice for HR.Passage: Human resources are gaining growing importance in todays business world. Managing people well gives a company competitive edge and, pointed Mike Manzotti, has been realized as a decisive factor in the performance for many multinational companies. So, how to evaluate the commitment of staff effectively? First of all, as experts advised, more resources should be allocated to H.R initiatives in view of its significant role in increasing shareholder value and improving the effectiveness of fund management from which both shareholders and senior executives would certainly benefit. Furthermore, prudent assessment of any investment in H.R initiatives should be done in advance, making sure they are good value for money. -115words-Achieving a successful mergerThe success or failure of a merger depends on the human factor. 70% of mergers ended up unsatisfactory due to culture clash, incompatible skill base or even personal rivalry of chief executives. These failures are mainly attributable to the inadequate considerations and attention to the people issues in the early stage when corporates are keen to ensure their financial interests, and could have been avoided by working with focus groups or employing intercultural analysis beforehand. Focus group is a group of people with specialist expertise(pl?) who can help companies to evaluate how well matched they are by analyzing their ways(单数?) of doing things. Focus group will help the merger work more smoothly by taking the best from both sides and making a new organization that everyone can accept. Another tool that can help to get the right cultural mix is intercultural analysis. Intercultural analysis is a research with