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美国人这样说商务外贸英语Chapter 4-8-2 企业文化 实用对话及情景句(二)

cocotang 于2016-12-26发布 l 已有人浏览
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美国人这样说商务外贸英语,商贸口语,看这本就够了。第四章 商务衍生,Unit 08企业文化,实用对话及情景句(二),含MP3下载及中英同步字幕。
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4-8-2 Corporate Culture (2)

4-8-2 企业文化 (二)

Mr. Robert: Now to IKEA. The Swedish furniture retailer has just reported turnover of 56 billion Swedish Kroner from its 150 stores worldwide. Is every IKEA store really exactly the same, Mr. Jones?

罗伯特先生:现在来说一下宜家家居。据报导这家瑞典家具零售商在遍及世界的150个商店的营业额高达560亿瑞典克朗。那么请问琼斯先生,每一个宜家家居商店都是一模一样的吗?

Mr. Jones: Well, in terms of culture they're pretty well uniform. Although our culture will naturally bond with the local culture to some extend, our core values such as simplicity and cost-consciousness are valid in all stores.

琼斯先生:哦,在文化方面,这些商店几乎是一模一样的。虽然我们的文化在某种程度上会自然地与当地文化结合在一起,但我们的核心价值观比如说简朴、成本意识在所有的商店都是一样的。

Mr. Robert: Where do these values originate?

罗伯特先生:这些价值观起源于哪儿?

Mr. Jones: It all goes back to Sweden in the 50s and 60s. IKEA's founder, Ingvar Kamprad, started the company at a time of democratic and social change.

琼斯先生:这可以追溯到20世纪50~60年代的瑞典,宜家家居的创始人Ingavar Kamprad,是在一个民主的和社会变革的时代开办了这家公司。

Mr. Robert: Are IKEA's values those of its founder, then?

罗伯特先生:那么宜家家居这些价值观也是创始人的价值观吗?

Mr. Jones: Well, they evolved over the last 57 years, of course, but I think our mission statement "A better life for the majority of people" still very much reflects the spirit of those early years. Having said that though, I think Ingvar's ability to relate to a co-worker in China today would be pretty limited though.

琼斯先生:嗯,当然,这些价值观已经经历57年的发展了,但我仍然认同我们的使命宣言,“让多数人过上更好的生活”仍然在很大程度上反映了早期时代的精神。尽管这样说,我认为如果要和今天的中国同事建立联系,Ingvar的才能将是非常有限的。

Mr. Robert: You mentioned China. How does IKEA cope with such diversity amongst its employees?

罗伯特先生:您提到中国,请问宜家家居在众多的雇员中是怎样应对他们之间的差异的?

Mr. Jones: Well, funnily enough, I've been working for IKEA for 15 years in Sweden, Italy, Canada, the USA and what struck me most is how much we have in common. People may interpret certain concepts such as responsibility and freedom differently but our core values such as humbleness exist in every country.

琼斯先生:嗯,这点非常有趣,我在瑞典、意大利、加拿大、美国为宜家家居工作15年了,给我印象最深的就是我们有很多共同之处。也许我们的员工在解释某些概念诸如“责任、自由”时会有所不同,但我们的核心价值观比如“谦逊”,则在所有的国家中都存在。

Mr. Robert: But how do you educate 40,000 workers?

罗伯特先生:但您是怎样培训4万名员工的呢?

Mr. Jones: We begin by making sure people understand the values. That's why the IKEA Way seminars are so vital. All managers attend them and then it's their responsibility to pass the message on.

琼斯先生:首先,我们要确定员工们已经理解了这些价值观。这也是为什么宜家家居模式研讨会如此重要的原因。所有的经理都要参加,并且传递会议信息是他们的责任。

Mr. Robert: Do you use educational videos and brochures as well?

罗伯特先生:你们使用教育录像和手册吗?

Mr. Jones: Videos and brochures are helpful tools but only if used in conjunction with "walking the talk" and discussing values with management. We have various initiatives which regularly provide co-workers with the opportunity to participate and contribute to these discussions.

琼斯先生:录像和手册是非常有用的工具,但要与“言行一致”的原则以及同管理层讨论价值观的措施联系起来。我们有各种各样的措施,定期地给我们的同事提供机会,让他们参加到讨论中来,并有所贡献。

Mr. Robert: So, does value affect IKEA's recruitment process?

罗伯特先生:那么,价值观也影响了宜家家居的招聘程序吗?

Mr. Jones: It has a major impact. Although it's important for us to get highly-skilled people into the company, we're not interested if there's a conflict of value systems. Anyone expecting a flashy car or status symbols has no future with us. Recruitment at IKEA is an extensive process, based on judgements about a candidate's value system and attributes. We can add retail skills, no problem, but it's tough to change someone's mindset.

琼斯先生:有很大影响。虽然招聘技能纯熟的员工加入公司对我们来说很重要,但对于和公司的价值观相沖突的人我们是不感兴趣的。对我们来说任何追名逐利的人都是没有前途的。在宜家家居招聘是一个涉及范围广泛的过程,基于对候选人的价值观和品质的评价。我们能训练员工的零售技能,这没有问题,但是要改变某个人的思想就非常难了。

Mr. Robert: Does that go for career advancement too?

罗伯特先生:那么价值观对职业生涯的发展也是很有影响吗?

Mr. Jones: Yes, it does.

琼斯先生:是的,是这样。

 

实用情景句型

1. Well, in terms of culture they're pretty well uniform.

哦,在文化方法,这些商店几乎是一模一样的。

Well, in respect of culture they're as like as two peas.

哦,在文化方面,这些商店几乎是一模一样的。

Well, regarding the culture they're nearly alike.

哦,在文化方面,这些商店几乎是一模一样的。

2. Where do these values originate?

这些价值观起源于哪儿?

Where do these values stem from?

这些价值观起源于哪儿?

Where do these values derive from?

这些价值观起源于哪儿?

3. It all goes back to Sweden in the 50s and 60s.

这可以追溯到20世纪50~60年代的瑞典。

It all traces back to Sweden in the 50s and 60s.

这可以追溯到20世纪50~60年代的瑞典。

It all dates back to Sweden in the 50s and 60s.

这可以追溯到20世纪50~60年代的瑞典。

It all retrospects to Sweden in the 50s and 60s.

这可以追溯到20世纪50~60年代的瑞典。

4. Having said that though, I think Ingvar's ability to relate to a co-worker in China today would be pretty limited though.

尽管这样说,我认为如果要和今天的中国同事建立联系,Ingvar的才能将是非常有限的。

That being said, I think Ingvar's ability to establish a connection with a co-worker in China today would be pretty limited though.

尽管这样说,我认为如果要和今天的中国同事建立联系,Ingvar的才能将是非常有限的。

That said, I think Ingvar's ability to establish contact with a co-worker in China today would be pretty limited though.

尽管这样说,我认为如果要和今天的中国同事建立联系,Ingvar的才能将是非常有限的。

5. How does IKEA cope with such diversity amongst its employees?

请问宜家家居在众多的雇员中是怎样应对他们之间的差异的?

How does IKEA deal with such diversity amongst its employees?

请问宜家家居在众多的雇员中是怎样应对他们之间的差异的?

How does IKEA handle such diversity amongst its employees?

请问宜家家居在众多的雇员中是怎样应对他们之间的差异的?

How does IKEA tackle such diversity amongst its employees?

请问宜家家居在众多的雇员中是怎样应对他们之间的差异的?

There was too much work for our computer to cope with.

我们的计算机要干的工作太多,简直应接不暇。

6. Videos and brochures are helpful tools but only if used in conjunction with "walking the talk" and discussing values with management.

录像和手册是非常有用的工具,但要和“言行一致”的原则以及同管理层讨论价值观的措施联系起来。

Only if a teacher has given permission is a student allowed to enter his room.

只有得到老师的允许,学生才可以进这间屋。

We are working in conjunction with the police.

我们与警方配合进行工作。

Practise what you preach.

言出必行,说到做到。

7. Anyone expecting a flashy car or status symbols has no future with us.

对我们来说任何追名逐利的人都是没有前途的。

Anyone seeking fame and gain has no future with us.

任何追名逐利的人都是没有前途的。

Anyone going after fame and money has no future with us.

任何追名逐利的人都是没有前途的。

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