大学英语第二版-1-4-部分短文及翻译

TheGenerationGapatWorkAsofficesgo,theeditorialsuitesatTimeInc.areprettylaidback.T-shirtsarefine.Shaveifyoulike.Slides,sneakersorheels-yourchoice.Yetthere'salimittowhatpassesforacceptableappearance,andIwassurearecentbunchofcollegeinternshadbreacheditspectacularlywiththeirnoserings,tattoosandlow-risepants.Thesewerebright,ambitiouskids.Whytheblatantshowofdisrespect?Myyoungercolleagueswonderedtoo.Buttheyweremoreamusedthanaghast,anditoccurredtomethatthereisawideninggenerationgapwhenitcomestointerpretingcasualFridays.Andthat'snotall:Youngfolksareputtingtheirstampontheworkplaceinwaysfarmorereachingthantheirwardrobe.Andweboomersdon'tnecessarilylikeit.We'reallpartofanew-ageexperiment:fourgenerationsworkingsidebysideyetoftenspeakingadifferentlanguage.Thinkthat'sanexaggeration?Goahead.Trytodecipherthistwentysomethingtextmessage:WUCMIWthatwasCLMormaybeCS.(What'sup?CorrectmeifI'mwrong.Thatwasacareer-limitingmoveormaybecareersuicide.)Boomers,theolder"silent"generation,andyoungeronesknownasXandYbringvastlydifferenthistories,valuesandworkhabitstothejob.Thesegapshaveledtostereotypesthathinderourabilitytogetthingsdone.Nearly60percentofHRmanagersatlargecompaniessaythey'veobservedofficeconflictsthatflowfromgenerationaldifferences,accordingtotheSocietyforHumanResourceManagement.Tensionstypicallystemfromperceptionsofloyaltyandrespect-asin,wethinkthekidsdon'thaveany.Yetthelatestresearchshowsthatwemaybecompatibleafterall.Debunkingsomekeymythsmayhelpyougetpastthetattoosandbellybuttonsinyouroffice.MythNo.1:YoungworkerslovechangeIt'scommonlythoughtthatyoungpeopleembracechangeasenthusiasticallyasolderworkersresistit.Notso.Inastudyof3,200workers,only12acrossthegenerationssaidtheylikedchangeattheoffice,reportstheCenterforCreativeLeadership."Resistancetochangeisn'taboutage,it'sabouthowmuchyoustandtogainorlose,"saystheCenter'sJenniferDeal,authorof"RetiringtheGenerationGap:HowEmployeesYoungandOldCanFindCommonGround."Ingeneral,olderworkershavemoretolose.Butmanyyoungerworkershaveidenticalanxieties.Don'tmakeassumptionsbasedonage,saysDeal.Askyouryoungcolleagueshowashiftwouldchangetheirlife.Ifit'sforthebetter,canyoublamethemforlovingit?Butitmightbeasupsettingtothemasitistoyou-anditcouldbeabondingmoment.MythNo.2:GenX-andY-erslackastrongworkethic(职业道德)Nottrue.Butcomingofageunderverydifferentcircumstanceshasaffectedourworkstyles.Boomershadtoscrapeandclawforjobsandworklonghourstokeepthemandgetaheadbecausethereweresomanyofus.Competitionwaskeen.Workbecamecentraltoouridentities,andwithtwo-earnerhouseholds,wedidmuchofoursocializinginprofessionalcircles.ButGenXismuchsmallerandhasneverknownjobscarcity.Theycandemandmoreormoveon.They'veseentheirparentsgetdownsized,seemingvictimsofcompanyloyalty,andwatchedthemstraintojugglecareerandfamily.Thatdifferenthistoryhasledtomarkeddifferencesinhowwework.Youngergenerationsarewillingtomoveeverytwoorthreeyearstogetthejobexperienceandwork-lifebalancetheywant.Askthemtocomeintotheofficeovertheweekendandtheyareapttoresist."Theirtimeoffistheirtimeoff,"saysGaryWesterman,aformeremploymentconsultant.Yetthatdoesn'tmeantheywon'tgetthejobdone.Iftheymust,they'llworkfromthebeachontheirlaptop.Andthey'remoreapttocomeinpromptlyandeschewthewater-coolerchatssopopularamongboomers.Theyfocus,finishandleave.Boomersneedtoappreciatethesestyledifferences.Lookattheresults,nottheprocess.MythNo.3:TheydisrespecteldersThisgetsbacktothedressissue.Whenboomersenteredtheworkforce,tattoosandbodypiercingswereforbikersandlowlifes.YetGenXandGenYseetheseexpressions(intastefullymodestdoses)asnormal,evenalluring-notawaytothumbtheirnoseatauthority.Thequestionofrespectgoesbeyondadresscode.Boomersgotaheadbydoingwhattheyweretoldandexpectyoungerworkerstosimilarlyfallinline.Butwiththeirleverageintheworkplace,twenty-andthirtysomethingsdon'thavetotakewhatyousayonfaith.Theywanttoknowwhythey'rebeingaskedtoperformatask.Thisisn'tdisrespect.Theyhavemoreoptionsthanyoudidatthatage.Butifyouareclearinwhatyouexpectandexplainthereasonsbehindaparticularassignment,they'llrespond.MythNo.4:Youngerworkersprefertogoitalone"Boomersliketocallameeting,"saysRobertWendover,managingdirectorfortheCenterforGenerationalStudies."X-erswouldrathere-mailortext."Butwhileyoungerworkersaremoreacceptingoftechnology,correspondingviatextmessageandpreferringtocommunicateonlineinsteadofinameetinghardlyqualifiesasgoingitalone.Allgenerationsvalueworkingwithcapablecolleaguesdespiteage,saysDealoftheCenterforCreativeLeadership.Boomersaccustomedtofacetimemaymisreadyoungworkers'preferencefortechtimeasisolationist（孤立主义者）.It'sanythingbut-ifyouknowhowtousethetools.Solearnthem.Andthengivethekidachance.Soonyouwon'tevennoticethesilverstudinhertongue.在工作​​中的代沟

作为办公室，在时代公司的编辑套房都相当悠闲。T恤是好的。刮胡子，如果你喜欢。幻灯片，运动鞋或高跟鞋-你的选择。然而，有一个可接受的外观传递的限制，我相信最近的大专实习生一堆违反了与他们的鼻环，纹身和低层裤子壮观。这是光明的，雄心勃勃的孩子。为什么公然不敬的节目？

太想我年轻的同事。但他们比骇然逗乐了，它发生在我身上是有代沟的扩大，当它来解释休闲星期五。而这还不是全部：年轻的人来说，把他们的邮票，远远超过他们的衣柜深远的方式在工作场所。我们潮不一定喜欢它。

我们都是一个新时代的实验部分：四代并肩工作，还经常讲不同的语言。认为这是一种夸张吗？来吧。尝试破译这七字短信：吴CMIWCLM的或可能政务司司长。（什么事？纠正我，如果我错了。这是职业生涯限制移动或者职业生涯自杀。）

潮，旧的“沉默”的一代，年轻的称为X和Y的工作带来很大的不同的历史，价值观念和工作习惯。这些差距导致的陈腐观念妨碍我们有能力把事情做好。

近60％，大型企业的人力资源经理说，他们已经观察到的办公室冲突，从代际差异的流量，根据人力资源管理协会。紧张通常源于忠诚和尊重的观念-我们认为，孩IntheUnitedStates,apersoncantakecreditonlyforwhathehasaccomplishedbyhimself.Americansgetnocreditwhatsoeverforhavingbeenbornintoarichorprivilegedfamily.(IntheUnitedStates,thatwouldbeconsidered“anaccidentofbirth”.)Americanspridethemselvesinhavingbeenbornpoorand,throughtheirownhardwork,havingclimbedthedifficultladderofsuccesstowhateverleveltheyhaveachieved—allbythemselves.TheAmericansocialsystemhas,ofcourse,madeitpossibleforAmericanstomove,relativelyeasily,uptothesocialladder,whereasthisisimpossibletodoinmanyothercountries.The“self-mademanorwoman”isstillverymuchtheidealinpresent-dayAmerica.Americansbelievethatcompetitionbringsoutthebestinanyindividual.Consequently,theforeignvisitorwillseecompetitionbeingfosteredintheAmericanhomeandintheAmericanclassroom,evenattheyoungestagelevels.Youmayfindthevalueplacedoncompetitionamongindividuals.ButAmericansteachinginThirdWorldcountriesfindthelackofcompetitivenessinaclassroomsituationequallydistressing.TheysoonlearnthatwhattheyhadthoughttobeoneoftheuniversalhumancharacteristicsrepresentedonlyapeculiarlyAmerican(orWestern)value.Americans,valuingcompetition,havedevisedaneconomicsystemtogowithit–freeenterprise.Americansfeelverystronglythatahighlycompetitiveeconomywillbringoutthebestinitspeopleandultimately,thatthesocietywhichfosterscompetitionwillprogressmostrapidly.Ifyoulookforit,youwillseeevidenceinallareas–inallfieldsasdiverseasmedicine,theart,education,andsports–thatfreeenterpriseistheapproachmostoftenpreferredinAmerica.在美国，一个人可以采取只为他完成了自己的信用。美国人获得丰富或特权的家庭出生，因没有信用。（在美国，这将被视为“意外”出生）。美国人感到自豪，自己已被出身贫寒，通过自己的辛勤劳动，很难成功的梯子爬上了什么水平，他们已取得所有由自己。美国的社会制度，当然，有可能为美国人，相对容易移动，社会阶梯，而这是不可能做到在其他许多国家。“自制男人还是女人”仍然是非常理想在今天的美国。美国人认为，竞争带来的任何个人最好。因此，外国游客将会看到正在培育的竞争在美国的家，即使在最年轻的年龄层次，在美国的课堂。您可能会发现放在个体之间的竞争价值。但美国人在第三世界国家的教学发现，在教室里的情况同样令人痛心的竞争力的缺乏。他们很快就学会，他们被认为是人类普遍的特点之一，只有一种特殊的美国（或西方）价值。美国人，重视竞争，已制订了一个去-自由企业的经济体制。美国人感到非常强烈的一个高度竞争的经济将带来最好在其人，并最终促进竞争的社会进步最迅速。，如果你看一下它，你会看到在各个领域的证据-在各个领域，如医药等不同的艺术，教育，体育-自由企业是在美国最常用的首选方法。TheInternetisthemostimportanthumaninventionsincetheintroductionofprinting.Today,therearemorewebsitesthantherearehumanbeingsaliveontheplanet.。Asacommunicationsystemithasnoequals.Asallowsanyonewithacomputertosayanythingtheyliketoanyoneelsewithacomputer,anywhereintheworld.Inhumanterms,itssignificanceliesinthewayitgivesusbackourancientbirthright.。ForamillionyearsourancestorslivedinsmallgroupsWithineachgroupeveryonekneweveryoneelsepersonally.Then,withtheagriculturalrevoluntionabout10000yearsago,oursmalltribalsettlementsgrewintolargevillages,thentowns,thencities.Itnolonger8_possibletoknowallthepeoplewhereyoulive.Ifyoutriedtotalktoeveryone9_asyouwalkedoownacitystreet……Wearenowttibaloncemore.10_UnfortunatelywhiletheInternetmayprovideus11_withahighsp