GMAT考试写作指导:Issue写作范文五十-查字典英语网
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GMAT考试写作指导:Issue写作范文五十

发布时间:2016-03-02  编辑:查字典英语网小编

  50. Unsatisfactory employee performance demands appropriate response from a

  manager or supervisor. The question is what is appropriate? Some managers might

  claim that verbal abuse and intimidation are useful in getting employees to improve.

  While this may be true in exceptional cases, my view is that the best managerial

  responses generally fulfill two criteria; they are respectful: and they are likely to

  be the most effective in the long run.

  Treating employees with respect is important in all contexts. Respect, in the most

  basic sense, involves treating a person as equal in importance to oneself. For a manager

  or supervisor, this means recognizing that occupying a subordinate position does not

  make a worker a lesser person. And it means treating subordinates as one would want to

  be treated―honestly and fairly. Using threats or verbal abuse to elicit better employee

  performance amounts to treating a worker like the office copy machine―as an object

  from which to get what one wants.

  Moreover, while verbal abuse might produce the desired reaction at a particular

  time, it is likely to backfire later. Nobody likes to be abused or intimidated. If such

  methods were the general practice in an office or division, overall morale would

  probably be low. And it is unlikely that employees would give 100 percent to managers

  who so obviously disregarded them.

  More beneficial in the long run would be careful but clear feedback to the worker

  about specific deficiencies, along with ideas and encouragement about improvement. In

  addition, supervisors should allow employees to explain the problem from their point of

  view and to suggest solutions. Of course, a supervisor should never mislead a

  subordinate into thinking that major problems with work performance are insignificant

  or tolerable. Still, an honest message can be sent without threats or assaults on self-

  esteem.

  In conclusion, supervisors should avoid using verbal abuse and threats. These

  methods degrade subordinates, and they are unlikely to produce the best results in the

  long run. It is more respectful, and probably more effective overall, to handle cases of

  substandard work performance with clear, honest and supportive feedback.

  

  

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