A CEO only needs to be passionate and ...

判断题

The Right Way to Motivate Employees

It’s important for a CEO to be passionate and enthusiastic，but there’s a line of professionalism that must always be maintained.
According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn’t have the passion to use the products they work for.
According to the website，part of the leaked letter reads：
“It’s been brought to my attention that when testing paying with mobile at Cafe 17last week，some of you refused to install the PayPal app，and others didn’t even remember their PayPal passwords.That’s unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That’s the only way we can make them better，and better.”
“In closing，if you are one of the folks who refused to install the PayPal app or if you can’t remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere.”
While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn’t embracing what they make，you need to investigate the root of the problem --not threaten.
When faced with internal problems，good executives start by asking “why”.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it’s retreating.
Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？Marcus should have focused on three questions：
•Why are you not using the app？
•What is it that we can do to ensure you use our app？
•What do you need from me？

A CEO only needs to be passionate and enthusiastic.（）

参考答案：错

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1.单项选择题
How Google Continues to Keep Employees Happy
Working for Google is a dream of many，not just because of what this company has achieved in the last 15years，but because of its enviable work culture.With about 37,000 employees in 40countries，you might wonder how Google maintains a motivating work experience throughout its entire company.
Working for Google comes with perks that most other organizations can't provide --bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company’s secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products.
Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company.
“It's less about the aspiration to be No.1in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，”said Karen May，the Vice President of people development at Google.
Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs.
Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs.
“If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，”May said.
Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems.
What is Google's secret to success?（）

A.Innovating hi-tech products.
B.Paying high salary to the employees and practicing strict management.
C.Valuing the happiness of its employees as much as innovating good products.

点击查看答案&解析

2.单项选择题
How Google Continues to Keep Employees Happy
Working for Google is a dream of many，not just because of what this company has achieved in the last 15years，but because of its enviable work culture.With about 37,000 employees in 40countries，you might wonder how Google maintains a motivating work experience throughout its entire company.
Working for Google comes with perks that most other organizations can't provide --bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company’s secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products.
Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company.
“It's less about the aspiration to be No.1in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，”said Karen May，the Vice President of people development at Google.
Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs.
Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs.
“If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，”May said.
Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems.
If you are a normal employee of Google, what could you do EXCEPT?（）

A.Know all information of Google and discuss questions with your leaders.
B.Only work for the project you choose.
C.Play bowling with your colleagues and get away from mundane errands.

点击查看答案&解析

3.单项选择题
How Google Continues to Keep Employees Happy
Working for Google is a dream of many，not just because of what this company has achieved in the last 15years，but because of its enviable work culture.With about 37,000 employees in 40countries，you might wonder how Google maintains a motivating work experience throughout its entire company.
Working for Google comes with perks that most other organizations can't provide --bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company’s secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products.
Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company.
“It's less about the aspiration to be No.1in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，”said Karen May，the Vice President of people development at Google.
Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs.
Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs.
“If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，”May said.
Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems.
Who founded Google？（）

A.Larry Page and Sergey Brin
B.Karen May
C.Sergey Brin

点击查看答案&解析

4.单项选择题
How Google Continues to Keep Employees Happy
Working for Google is a dream of many，not just because of what this company has achieved in the last 15years，but because of its enviable work culture.With about 37,000 employees in 40countries，you might wonder how Google maintains a motivating work experience throughout its entire company.
Working for Google comes with perks that most other organizations can't provide --bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company’s secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products.
Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company.
“It's less about the aspiration to be No.1in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，”said Karen May，the Vice President of people development at Google.
Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs.
Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs.
“If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，”May said.
Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems.
Which one does NOT belong to the methods that Google motivate its employees？（）

A.Promoting the employee who has more influence on Google the higher job position.
B.Shuttling the employees between home and office.
C.Offering entertaining equipment in workplace.

点击查看答案&解析

5.单项选择题
How Google Continues to Keep Employees Happy
Working for Google is a dream of many，not just because of what this company has achieved in the last 15years，but because of its enviable work culture.With about 37,000 employees in 40countries，you might wonder how Google maintains a motivating work experience throughout its entire company.
Working for Google comes with perks that most other organizations can't provide --bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company’s secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products.
Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company.
“It's less about the aspiration to be No.1in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，”said Karen May，the Vice President of people development at Google.
Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs.
Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs.
“If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，”May said.
Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems.
How would you describe Google？（）

A.Medium-sized international company
B.Large global enterprises
C.Large American company

点击查看答案&解析

6.单项选择题
Communication Failure
The meaning of “communication”goes a lot deeper than people often think.Communication is about conceiving，sending，receiving，and interpreting messages as well as confirming reception of these messages.A failure at any point in this chain can result in ineffective communication.
Ineffective communication can be disastrous.There is a famous story of a British Army Commander who sent the message “Send reinforcements，we're going to advance.”back to his Command Center，through a long chain of subordinates.When the message finally reached the Command Center，it had “mutated”to become --“Send three and four-pence，we're going to a dance.”The reinforcements never arrived.
You can demonstrate this same principle，albeit on a less dramatic scale，by trying to play Chinese Whispers with more than 20 people.It is highly unlikely the same message you started with will be the one you end with.
In a business，there are three main types of communication failure.Each has its own indicative signs.
•The first type is known as allocative failure.This occurs when a firm is not gathering enough intelligence about its market or （most often），the information is not reaching the right points.The firm will not be allocating resources in step with the shifts in demand.If demand is rising but the firm is suffering from allocative communication failure，then stocks will fall and there will be understaffing.If the inverse happens，there will be a surplus of stocks and overstaffing.
•The second type is executive failure，where communication to trigger specific events/actions is either late，lacking or in error.The symptoms of this are a general loss of direction in the company or departments，a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.
•The final type is human failure.This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication.This leads to alienated staff，an increase in staff turnover，an increase in absenteeism and general frustration among staff.Creativity，especially that which takes place across departmental boundaries，is likely to suffer hugely as team synergy slips.
According to the passage，which of the following cases does NOT belong to human failure？（）

A.Decreasing creativity across departments.
B.Inadequate communication between departments.
C.Increasing customer complaints.

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7.单项选择题
Communication Failure
The meaning of “communication”goes a lot deeper than people often think.Communication is about conceiving，sending，receiving，and interpreting messages as well as confirming reception of these messages.A failure at any point in this chain can result in ineffective communication.
Ineffective communication can be disastrous.There is a famous story of a British Army Commander who sent the message “Send reinforcements，we're going to advance.”back to his Command Center，through a long chain of subordinates.When the message finally reached the Command Center，it had “mutated”to become --“Send three and four-pence，we're going to a dance.”The reinforcements never arrived.
You can demonstrate this same principle，albeit on a less dramatic scale，by trying to play Chinese Whispers with more than 20 people.It is highly unlikely the same message you started with will be the one you end with.
In a business，there are three main types of communication failure.Each has its own indicative signs.
•The first type is known as allocative failure.This occurs when a firm is not gathering enough intelligence about its market or （most often），the information is not reaching the right points.The firm will not be allocating resources in step with the shifts in demand.If demand is rising but the firm is suffering from allocative communication failure，then stocks will fall and there will be understaffing.If the inverse happens，there will be a surplus of stocks and overstaffing.
•The second type is executive failure，where communication to trigger specific events/actions is either late，lacking or in error.The symptoms of this are a general loss of direction in the company or departments，a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.
•The final type is human failure.This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication.This leads to alienated staff，an increase in staff turnover，an increase in absenteeism and general frustration among staff.Creativity，especially that which takes place across departmental boundaries，is likely to suffer hugely as team synergy slips.
Allocative failure does NOT happen when（）

A.the right information goes to the right place
B.a company gathers false information
C.the correct information is not received by the right department or person

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8.单项选择题
Communication Failure
The meaning of “communication”goes a lot deeper than people often think.Communication is about conceiving，sending，receiving，and interpreting messages as well as confirming reception of these messages.A failure at any point in this chain can result in ineffective communication.
Ineffective communication can be disastrous.There is a famous story of a British Army Commander who sent the message “Send reinforcements，we're going to advance.”back to his Command Center，through a long chain of subordinates.When the message finally reached the Command Center，it had “mutated”to become --“Send three and four-pence，we're going to a dance.”The reinforcements never arrived.
You can demonstrate this same principle，albeit on a less dramatic scale，by trying to play Chinese Whispers with more than 20 people.It is highly unlikely the same message you started with will be the one you end with.
In a business，there are three main types of communication failure.Each has its own indicative signs.
•The first type is known as allocative failure.This occurs when a firm is not gathering enough intelligence about its market or （most often），the information is not reaching the right points.The firm will not be allocating resources in step with the shifts in demand.If demand is rising but the firm is suffering from allocative communication failure，then stocks will fall and there will be understaffing.If the inverse happens，there will be a surplus of stocks and overstaffing.
•The second type is executive failure，where communication to trigger specific events/actions is either late，lacking or in error.The symptoms of this are a general loss of direction in the company or departments，a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.
•The final type is human failure.This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication.This leads to alienated staff，an increase in staff turnover，an increase in absenteeism and general frustration among staff.Creativity，especially that which takes place across departmental boundaries，is likely to suffer hugely as team synergy slips.
What is Chinese whispers？（）

A.Who whispers in Chinese.
B.A game to pass message around in a whisper.
C.Chinese people who don't normally talk very loudly.

点击查看答案&解析

9.单项选择题
Communication Failure
The meaning of “communication”goes a lot deeper than people often think.Communication is about conceiving，sending，receiving，and interpreting messages as well as confirming reception of these messages.A failure at any point in this chain can result in ineffective communication.
Ineffective communication can be disastrous.There is a famous story of a British Army Commander who sent the message “Send reinforcements，we're going to advance.”back to his Command Center，through a long chain of subordinates.When the message finally reached the Command Center，it had “mutated”to become --“Send three and four-pence，we're going to a dance.”The reinforcements never arrived.
You can demonstrate this same principle，albeit on a less dramatic scale，by trying to play Chinese Whispers with more than 20 people.It is highly unlikely the same message you started with will be the one you end with.
In a business，there are three main types of communication failure.Each has its own indicative signs.
•The first type is known as allocative failure.This occurs when a firm is not gathering enough intelligence about its market or （most often），the information is not reaching the right points.The firm will not be allocating resources in step with the shifts in demand.If demand is rising but the firm is suffering from allocative communication failure，then stocks will fall and there will be understaffing.If the inverse happens，there will be a surplus of stocks and overstaffing.
•The second type is executive failure，where communication to trigger specific events/actions is either late，lacking or in error.The symptoms of this are a general loss of direction in the company or departments，a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.
•The final type is human failure.This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication.This leads to alienated staff，an increase in staff turnover，an increase in absenteeism and general frustration among staff.Creativity，especially that which takes place across departmental boundaries，is likely to suffer hugely as team synergy slips.
In the famous British Army Commander story，which step probably did NOT go wrong in the communication chain？（）

A.Conceiving.
B.Sending.
C.Receiving.

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10.单项选择题
Communication Failure
The meaning of “communication”goes a lot deeper than people often think.Communication is about conceiving，sending，receiving，and interpreting messages as well as confirming reception of these messages.A failure at any point in this chain can result in ineffective communication.
Ineffective communication can be disastrous.There is a famous story of a British Army Commander who sent the message “Send reinforcements，we're going to advance.”back to his Command Center，through a long chain of subordinates.When the message finally reached the Command Center，it had “mutated”to become --“Send three and four-pence，we're going to a dance.”The reinforcements never arrived.
You can demonstrate this same principle，albeit on a less dramatic scale，by trying to play Chinese Whispers with more than 20 people.It is highly unlikely the same message you started with will be the one you end with.
In a business，there are three main types of communication failure.Each has its own indicative signs.
•The first type is known as allocative failure.This occurs when a firm is not gathering enough intelligence about its market or （most often），the information is not reaching the right points.The firm will not be allocating resources in step with the shifts in demand.If demand is rising but the firm is suffering from allocative communication failure，then stocks will fall and there will be understaffing.If the inverse happens，there will be a surplus of stocks and overstaffing.
•The second type is executive failure，where communication to trigger specific events/actions is either late，lacking or in error.The symptoms of this are a general loss of direction in the company or departments，a loss of co-ordination and an increase in complaints from customers as things happen late or not at all.
•The final type is human failure.This occurs when the general culture of a business or the relationships between particular individuals or departments do not foster effective communication.This leads to alienated staff，an increase in staff turnover，an increase in absenteeism and general frustration among staff.Creativity，especially that which takes place across departmental boundaries，is likely to suffer hugely as team synergy slips.
Confirming reception of the sent messages means（）

A.the messages are sent to right receivers
B.the messages are correctly understood
C.the messages are correctly understood by right receivers

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