英语报刊阅读Lesson 2

1、 Headline: job loyalty: corporate loyalty 敬业，工作敬业，工作 忠诚度忠诚度 Para. 1 job-hopping：跳槽跳槽 footloose: footloose and fancy-free: free; without personal responsibilities or commitment 无拘无束的，自由自在的无拘无束的，自由自在的 be reputed to be : be considered to be Para. 2 professionals: n. 专业人士，职业人士专业人士，职业人士 release a study:

2、发布一项研究发布一项研究 e.g. release the latest developments to the media向传媒发布最新的进展情况向传媒发布最新的进展情况 carry out a survey：进行调查进行调查 an economic downturn/recession: economic depression; crisis 经济不景气经济不景气 Para. 3 dispel the myth: drive away the misunderstanding 驱散神话驱散神话 / 说法说法 e.g. dispel ones doubts/fears/worries com

3、e of age: become adults 成年成年 economic boom: economic prosperity 经济繁荣经济繁荣 dot-com revolution：internet revolution 网络革命网络革命 this cohort: this group of people 这批人这批人 e.g. seeming intelligence 貌似聪明貌似聪明 seeming anger 貌似气愤貌似气愤 seeming interest 貌似有兴趣貌似有兴趣 Despite his seeming deafness, he could hear every wo

4、rd. 别看他好像耳背，每个词都能听到。别看他好像耳背，每个词都能听到。 assumption：n. 假设假设 precede：vt. come or go in front of 处处 在在之前，先于之前，先于 e.g. Now that youve read that sentence, reread the one that precedes. 你既已读完那个句子，那就再读读前面那句。你既已读完那个句子，那就再读读前面那句。 She preceded me into the classroom. Para. 5 (have high) demands for sb. prompt sb

5、to do sth: cause sb to do sth 促使某人做某事促使某人做某事 depart: v. leave，quit 离开离开 Para. 6 “They are highly sensitive to being treated as the wonderful people that they are.” (that在从句中作表语，表示性质，可以省在从句中作表语，表示性质，可以省 略略) He is not the man (that) he was. 他现在不是像过去那样的人了。他现在不是像过去那样的人了。 Aon Consultings Loyalty Institut

6、e: 美国美国 怡安保险公司忠诚度咨询协会怡安保险公司忠诚度咨询协会 make a commitment to sb: make a promise/pledge to sb. 对对做出承诺做出承诺 Para. 7 turn down: refuse/reject 拒绝拒绝 job offers with higher pay 更高薪水的工更高薪水的工 作作 varied jobs: jobs with variety flexibility：灵活性灵活性 Para. 9 respondent: 回应者，被告，被调查对象回应者，被告，被调查对象 Para. 10 rate A as B: re

7、gard A as B 认为认为A是是B companionship：友情友情 influential leader：有影响的领导有影响的领导 Para. 11 commitment: loyalty 忠诚忠诚 Para. 12 economic climate: economic situation Para. 13 voluntarily: adv. 自愿地自愿地 commission a survey：委托一项调查委托一项调查 a recruiting firm: 职介公司职介公司, 招聘公司招聘公司 Para. 14 job insecurities：工作的不稳定性，工作工作的不稳定性

8、，工作 的不安全感的不安全感 shift: n. v. 转变转变 human capital: human resources人力资人力资 源，人力资本源，人力资本 retain : v. keep Labor shortages intensified. : 劳动力短缺加剧。劳动力短缺加剧。 Para. 15 the war for talent：人才之战，人才竞争人才之战，人才竞争 mentoring: 职业导师制职业导师制 do sth out of necessity：出于需要而做某出于需要而做某 事事 I. Summary lead (1) Increasing job loyalt

9、y of GenXers II. Catalysts survey about job loyalty of GenXers (2 - 6) 1. General situation of the job loyalty（2） 2. Findings about the similarities between GenXers and the previous generations （3 - 4 ） a. Old-fashioned goals b. Traditional attractions 3. Findings about the differences between GenXe

10、rs and the previous generations（5 - 6 ） a. High demands for employers b. High sensitiveness to the way they are treated III. Specific example of Colleen Galle (7 8) Reasons for staying: job satisfaction（7） job loyalty（8） IV. More details of the survey (9 11) 1. Scope, objects and focus of the survey

11、 （9） 2. Findings about the factors in job loyalty: companionship, loving family, enjoying life （10） 3. Statistics showing job loyalty （11） V. Analysis of job loyalty (12 15) 1. Not surprising in the current economic climate （12） 2. Comparison between 1999 and 2001 in job loyalty （13） 3. Reasons for

12、the increase of job loyalty （14，15） a. Present job insecurity b. Employers efforts at retaining the talented V. 1. B 2. B 3. D 4. A According to Ms. Wellington, GenXers are attracted to their organizations for utterly traditional reasons: reputation of the organization, opportunities to advance. C a

13、 t a l y s t a n d o t h e r r e s e a r c h organizations caution that this age group has high demands for employers. If their demands are not met, they will leave. And they are highly sensitive to the way in which they are treated. If the GenXer believe that his employer is not making a commitment

14、 to him, he will leave. The survey found that more than 70 percent of them rated companionship, a loving family and enjoying life as extremely important. In contrast, fewer than 20 percent of them said earning a lot of money and becoming an influential leader were extremely important goals. According to Robert Morgan, the corporate loy