2015年職稱英語閲讀判斷模擬試題帶答案

　　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一they have a vital stake in the companyand 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 work&s 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.

練習：

itional workers showed no interest in management.

A. Right B. Wrong C. Not mentioned

recent years many management specialists have been arguing for the workers' role in management with two major reasons.

A. Right B. Wrong C. Not mentioned

e policy decisions are business secrets of a firm, workers should not be informed of them.

A. Right B. Wrong C. Not mentioned

re closing, a plant should put up a notice and keep it for 90 days.

A. Right B. Wrong C. Not mentioned

workers' participation in management might save a plant from closing down.

A. Right B. Wrong C. Not mentioned

of the advantages of involving workers in making a decision is that the interpersonal relationship between workers and managers can be improved.

A. Right B. Wrong C. Not mentioned

efficient and productive worker should be rewarded with anything but shares of a plant.

A. Right B. Wrong C. Not mentioned

　　答案與題解：

1.C 文章第一段説在傳統上，工人的職責是幹活，因而無法介人管理，但並沒有説工人對管理不感興趣。

2.A 第一段説近年來一些企業管理專家指出應該讓工人蔘與一些管理工作，一方面是因為這可以調動他們的積極性為工廠作貢獻，另一方面是因為管理層作出的重大決定對工人及其家人的生活會產生重大影響。

3.B 第二段前兩句説工人應當參與管理，至少應當告訴工人工廠的重大決策。

4.B 第二段倒數第四行説工廠在宣佈破產關閉之前應當提前90天通知工人，以便讓他們有時間做一些調整。 "90 days' notice”的意思是“提前90天通知”，而不是“貼出告示，並保留90天”。

5.A 第二段末尾説如果讓工人蔘與管理工作，當工廠出現危機時工人可以獻計獻策以提高生產率，降低成本，而且他們還可能做出一些讓步或犧牲以使工廠渡過難關。由此可以推斷，如果讓工人蔘與管理，他們有時會拯救一家工廠。

6.C 文章最後一段列舉了讓工人蔘與管理的一系列好處，但並沒有明確提到可以改善勞資關係。

7.B 最後一段倒數第四行説作為一種鼓勵機制，可以讓工人分享一部分利潤。具體可以通過股票持有權方案、紅利或者發效益獎的方式來獎勵那些工作出色的工人。

　　參考譯文：

傳統上，工人的作用是生產，管理者的`作用是管理。管理者計劃和指導公司的運作，而很少想到去徵求勞動者的意見。管理者們很少覺得應聽取工人的意見或向他們的僱員解釋公司的決定。公司最多提供些“意見箱”，工人們至多將改善生產流程的意見投入意見箱。然而，近幾年來，許多管理專家一直在爭論工人們不僅僅出賣勞動力，而且對公司有很大的利害關係，或許還能對公司的管理做出重大貢獻。此外，公司的重大決定往往對工人及其家屬影響極大。如果工廠倒閉，這一點就更加確定無疑了。它可能會把成百上千的人推到實業的邊緣。那麼，工人們應該在企業管理中發揮舉足輕重的作用嗎?

工人們應該在管理中扮演自己的角色。至少，勞動者應該被告知公司的政策決定(普通工人最普遍的抱怨就是對公司的政策和行動缺少了解)。在1980年和1985年之間，有500萬工人在沒有事先被告知的情況下，成了工廠倒閉和永久性停工的犧牲品。在這種情況下，應至少提前90天通知工人們，這樣工人們才能有時間調整。管理者在關閉工廠之前，應該徵求工人們的意見，因為工人們也許會提出一些建議來提高生產率，降低成本，或許他們還願意為了幫助工廠運轉而做出讓步。

工人蔘與制訂管理決策應得到普遍實施。公司的董事會或其他重大決策制訂組裏也應該有工人代表。如果普通工人對流水線生產的計劃和管理有發言權的話，他們會幫助改善狀況，而且他們的士氣也會提升，生產效率也會提高。作為進一步地刺激，公司應給他們一份利潤分成。這可以通過工人股票持有權方案、紅利或者發效益獎獲得以實現。最後，當一個工廠不能再獲利經營的時候，工人們應該被賦予購買和經營本工廠的機會。