有關(guān)于留守兒童的外文翻譯

1、employee assistance programmes(eaps)what are they and why have them?it may be a truism to suggest that employees are the most important asset of an organisation，but many truisms are such because generally they are true!however,industries generally have been treating their employees rather badly over

2、 the last decade.the recession from which we are currently climbing has resulted in organisations“rationalising”and“downsizing”and in employees feeling vulnerable and insecure.most industries are coming out of recession feeling stronger,leaner and fitter. the more sensitive ones are aware of the val

3、ue of the employees that have helped them achieve this and are aware of their insecurity and the stress this can create.they realise that it makes good commercial sense to invest and support these people.after all,in any service industry“the value of a company is the sum of the knowledge of the peop

4、le working for it”.if an organisation loses its people,it loses the value,and might lose the entire service. this is particularly true in service indus-tries which are tightly financially controlled and target driven,creating pressures and stress for those within them.this means that unfortunately,m

5、any of the staff will suffer,in a major or minor way,from stress or stress-related illness at some point.frank davies,chairman of the health and safety commission,suggests that“people can be too frightened to admit that they are under stressperhaps because they associate it with the stigma of mental

6、 illness or because people see it as a sign of some kind of weakness and some organisations seem to be taking the view that stress is not their problem but an individ-uals”(davies,1997).員工援助計(jì)劃（eaps）是什么，為什么有他們呢？它可能是一個(gè)不言而喻的建議，員工是一個(gè)公司最重要的資產(chǎn)，但是許多眾所周知的事情都是如此，因?yàn)檫@是事實(shí)！然而，很多行業(yè)在過(guò)去的十年對(duì)待雇員很差。近年來(lái)不斷加劇的衰退導(dǎo)致很多公司合理化

7、和規(guī)?？s小，很多員工也因此感到不安和不穩(wěn)定。大部分行業(yè)從衰退中走出來(lái)之后，感覺(jué)到更強(qiáng)壯、更精簡(jiǎn)、更能適應(yīng)行業(yè)競(jìng)爭(zhēng)了更多比較敏感的行業(yè)知道了雇員能幫助他們達(dá)到目的的價(jià)值，他們也清楚員工的不安和壓力由此產(chǎn)生。他們意識(shí)到這對(duì)商業(yè)投資很有好處，也能很好的支持這些人。畢竟，不是在所有的服務(wù)行業(yè)都認(rèn)可“一個(gè)公司的價(jià)值是人的知識(shí)和它的工作”。如果一個(gè)公司失去了員工，失去了員工的價(jià)值，這有可能使它失去全部的服務(wù)。在服務(wù)性行業(yè)中，這是特別地正確的，這在財(cái)政控制和目標(biāo)達(dá)成中都有過(guò)試驗(yàn)，造成的壓力和應(yīng)力內(nèi)拔地而起。很不幸的是，這就意味著在某個(gè)時(shí)刻許多員工將直接或間接地產(chǎn)生壓力或與壓力有關(guān)的疾病。健康安全委員會(huì)主席弗

8、朗克戴維斯建議，“人們可能太害怕而不愿承認(rèn)自己受到的壓力，可能是因?yàn)樗麄儗⑺c精神病的特征聯(lián)系在一起，或者是人們把這看做是軟弱的一種表現(xiàn)，而且很多公司認(rèn)為壓力不是他們的問(wèn)題，而是大家都存在的問(wèn)題”（戴維斯，1997）。the health and safety executives 1990 survey of self-reported work-related illnesses in england and wales suggested that about 7,500 employees missed work because of stress, caused or made wo

9、rse by work, costing british businesses more than100 million each year. in the highly competitive world of service organisations especially (but in all organizations) stress is prevalent, resulting in varying performance and high staff-turnover. this can result in lower morale and flexibility, incre

10、ased tension and long-term uncertainty. it must therefore make good sense to find ways of managing this stressincluding both addressing the causes of stress and attacking the symptoms of stress by providing support and/or counselling on an ongoing basis to help individuals alleviate pressures and st

11、ress. important issues include ensuring that staff have the proper tools and equipment to do the work with which they are chargedand of course, ensuring that they are adequately trained and prepared for the work. a feeling of incompetence (even when not the employees fault) is a major inducer of str

12、ess. staff also need to feel that they are being treated fairly and consistently and ideally, that they have the chance to make a contribution to theirown working environment and practices. however, in times of paring resources to the bone to remain competitive, stress will still exist and will surf

13、ace from time to time in various ways. this is where an eap can help.在英格蘭和威爾士，健康與安全執(zhí)行委員會(huì)在1990年自報(bào)工作有關(guān)的疾病的調(diào)查顯示，大約7,500名員工因壓力而失去工作，造成或因工作而變得更加嚴(yán)重，英國(guó)企業(yè)的成本每年超過(guò)1億英鎊。在競(jìng)爭(zhēng)激烈的服務(wù)性行業(yè)中，壓力是普遍現(xiàn)象并導(dǎo)致不同的工作績(jī)效和較大的人員流失。這可以導(dǎo)致較低的士氣和靈活性,增加了緊張和長(zhǎng)期的不確定性。因此，必須作出明智的選擇，能找到這樣的壓力管理的方法，包括既著眼于解決壓力的原因和攻擊提供支持和/或持續(xù)進(jìn)行輔導(dǎo)，以幫助個(gè)人減輕壓力的癥狀的方法。重

14、要的問(wèn)題包括確保工作人員有合適的工具和設(shè)備去工作，確保他們得到充分的培訓(xùn)和工作準(zhǔn)備時(shí)間。一個(gè)不適合的感覺(jué)（即使不是雇員的過(guò)錯(cuò)）是一種壓力的重要誘導(dǎo)，員工也需要覺(jué)得他們是被公平對(duì)待的，他們有機(jī)會(huì)為工作環(huán)境做出自己的貢獻(xiàn)。然而在資源削減的時(shí)候遺留的就只是競(jìng)爭(zhēng)，壓力將時(shí)不時(shí)地以各種方式出現(xiàn)。這就是eap能提供的幫助。why have an eap?as we have seen,most people suffer from negative stress at times. it directly affects their performance at work. an eap is desig

15、ned to help alleviate this and enable people at work to realise their full potential for the benefit of their organisation and themselves. it is a tangible and practical employee benefit. all employers have a duty of care to their employees. 在1996年11月in november 1996,a social worker successfully sue

16、d his employer over the stress he suffered at work . he had suffered two breakdowns, of which it was judged that the second could have been avoided. the employer had ignored a number of requests for help and was held liableresulting in a potential200,000 award. this is currently under appeal. if uph

17、eld it could create a precedent for an avalanche of future cases. if the council had operated an eap, this expensive situation may have been avoided.為什么會(huì)有eap？正如我們所知，大多數(shù)人在遭受消極的壓力時(shí)，那將直接影響到他們?cè)诠ぷ魃系谋憩F(xiàn)。eap就是為了幫助減輕這些壓力以及使人們明白全力以赴的工作是對(duì)公司和他們自己都有好處而設(shè)計(jì)的。所有公司的老板都有責(zé)任去照顧他們的員工。在1996年11月，一個(gè)社會(huì)服務(wù)工作者成功地要求他的老板幫助克服他在工作上

18、所承受的壓力。他遇到了兩大麻煩，據(jù)稱他是第二個(gè)避免掉這些的。這個(gè)雇主忽視大量尋求幫助的要求將追究法律責(zé)任及受到2十萬(wàn)英鎊的罰款，現(xiàn)在正處在上訴中。如果堅(jiān)持它可以為未來(lái)這類案件的大量出現(xiàn)開(kāi)先例，如果安理會(huì)經(jīng)營(yíng)一個(gè)eap，這種昂貴的情況可能是可以避免的。history of eapseaps began in the usa.because they have been established for a reasonable time, it is possible to see the benefits that accrue for their use. mcdonnell douglas

19、eap, for example, is said to have brought about the following benefits? absentee levels reducedby44percent.?labour turnover reduced by 60 per cent.? health care costs reduced by 35 per cent. the popularity of eaps is shown by the fact that all of the top fortune 500 companies in the usa have an eap(

20、and 90 per cent of the fortune 1,000 companies have one).the first eap in the uk was established in1983 by john hall, a personnel manager working for the us-owned control data corporation.朗讀eap的歷史eap始于美國(guó)，由于它們已經(jīng)被建立了一段很合理的時(shí)間，有可能看到他們應(yīng)用產(chǎn)生的好處。例如，據(jù)說(shuō)麥克唐納道格拉斯公司的eap帶來(lái)了以下好處，缺席率減少了44%，員工流失率減少了60%，衛(wèi)生保健花費(fèi)減少了35%事

21、實(shí)證明了eap的普及，全美財(cái)富500強(qiáng)的公司都有eap（90%的財(cái)富前1000的公司均有eap）。1983年，一個(gè)屬于美資數(shù)據(jù)控制公司的人事部經(jīng)理約翰豪在英國(guó)建立了第一個(gè)eap。朗讀what is an eap?an eap is a work located programme of counselling support and advice to assist employees to resolve personal anxieties which may be affecting their performance at work.it works by providing conf

22、idential access to skilled and trained counsellors who are expe-rienced in dealing with a wide range of problems and who can offer employees short-term focused counselling:evidence suggests that between 5 per cent and 20 per cent of employees make use of the support provided(with about one-tenth of

23、these being senior to middle managers);a common average uptake is 10 to 12 per cent. of course, this depends on the particular nature of an eap and the extent to which help is offered on the telephone,by referring employees,where appropriate,to quality approved specialist sources of information or t

24、herapeutic support.the counselling is normally undertaken either by an external eap provider working under contract to you, the client company,or less commonly,by establishing an internal eap staffed and managed by specially recruited counsellors.implementing an eap:?assists the organisation in rest

25、oring valuable employees to full productivity.?recognises that,as a normal part of human nature,employees are unable to leave all of their problems at home and that there is interaction between personal and working lives.?underlines the organisations commitment to valuing their employees by demonstr

26、ating concern for their welfare.?tackles directly any issues relating to alcohol and drugs;can be a useful resource for drawing up policy on these issues?enables managers and supervisors to offer staff something positive to address personal issues affecting their performance?reduces stress-related i

27、llness and thenumber of days off for sickness;reduces absenteeism. can reduce or stabilise the cost of annual increase in private health care premiums,via a reduced number of claims?can provide some general feedback to management on employee reactions to change and various corporate policies(provide

28、d that confidential boundaries are not broken)?assists with the responsibility of employers to ensure the health,safety and welfare at work of all employees(reference section 2,health&safety at work act 1974)?can be extended to include or contribute to recruitment planning,career coun-selling,career

29、 development and planning,executive self-awareness,disaster,emergency response planning and criticalincident management.eaps are becoming more comprehensive and more sophisticated;latest developments are leading to the formation of managed care programmes which incorporate the work of former eaps. s

30、ome elements are essential if an eap is to be effective: (1)absolute confidentiality(an eap whether internal or external,will not be workable if the people using it feel that their confi-dences are not“safe”)once trust in an eap is lost it may never be regained.(2)commitment by top management and tr

31、ade union/staff associationif the eap is viewed as a staff benefit and is not used by managers it will not be seen as credible and may not be used.the ideal scenariois one where all employees perceive it as“their”eap,especially if they have been involved in defining and shaping it to begin with.(3)c

32、omplete integration into the life of the organisation(eap counsellors should be encouraged to attend business meetings in all departments and get to know line managers and supervisors)a healthy sign is a willingness by managers to refer distressed or non-performing subordinates from all levels of th

33、e hierarchy.么是eap的？eap系統(tǒng)是基于工作輔導(dǎo)計(jì)劃的支持和建議，以協(xié)助員工解決可能影響他們工作表現(xiàn)的個(gè)人憂慮。它通過(guò)提供機(jī)密訪問(wèn)熟練和訓(xùn)練有素的輔導(dǎo)員位于一個(gè)eap是支持和咨詢意見(jiàn)，以協(xié)助雇員解決可能會(huì)影響提供機(jī)密獲得熟練和訓(xùn)練有素的輔導(dǎo)員誰(shuí)是艱難，在處理廣泛rienced他們?cè)趙ork.it作品的表演的個(gè)人憂慮的工作方案問(wèn)題，誰(shuí)能夠?yàn)閱T工提供短期輔導(dǎo)的重點(diǎn)：證據(jù)表明，百分之五之間，占百分之二十使員工的使用提供支持（大約三分之一的這些被高級(jí)的中層管理人員的十分之一），一個(gè)共同的平均攝取10至12個(gè)cent.of當(dāng)然，這對(duì)一個(gè)eap的特殊性質(zhì)和參照員工，在適當(dāng)情況下，以優(yōu)質(zhì)的批準(zhǔn)

34、或治療的信息來(lái)源，支持專家的幫助程度上提供的電話，而定。通常進(jìn)行輔導(dǎo)或者由外部的eap工作根據(jù)合同給你，客戶公司，還是少普遍建立內(nèi)部eap的工作人員和專門(mén)招募counsellors.implementing一個(gè)eap管理，供應(yīng)商：協(xié)助恢復(fù)該組織有價(jià)值的員工？全面生產(chǎn)力。？recognises，作為人性的正常組成部分，員工不能留在家里，并且有互動(dòng)關(guān)系的個(gè)人和工作生活。？強(qiáng)調(diào)該組織的承諾，重視通過(guò)展示關(guān)心他們的員工他們所有的問(wèn)題他們的福利搶斷直接有關(guān)的任何問(wèn)題對(duì)酒精和毒品。？可作為制定有關(guān)這些問(wèn)題的政策有用的資源使管理人員和主管人員提供一些積極的地址等個(gè)人問(wèn)題影響他們的表現(xiàn)減輕壓力有關(guān)的疾?。亢蛿?shù)

35、目，應(yīng)按每個(gè)患病的日關(guān)閉;減少曠工。朗讀可以減少或穩(wěn)定在私人醫(yī)療保險(xiǎn)費(fèi)每年增加成本，通過(guò)人數(shù)減少的索賠是否可以提供一些一般性的反饋，對(duì)員工的管理和各種反應(yīng)，改變企業(yè)政策（前提是保密的界限是不破）？與雇主的責(zé)任，以確保所有雇員的工作（參考第2節(jié)，健康及安全工作法1974年）的健康，安全和福利的協(xié)助？可以擴(kuò)展到包括或有助于招聘規(guī)劃，職業(yè)coun銷售，職業(yè)發(fā)展和規(guī)劃，執(zhí)行自我意識(shí)，災(zāi)害，應(yīng)急規(guī)劃和criticalincident management.eaps變得更全面，更復(fù)雜;最新事態(tài)發(fā)展導(dǎo)致了管理式醫(yī)療計(jì)劃，納入工作形成前eaps。有些元素是必不可少的，如果一個(gè)eap要有效：（1）絕對(duì)機(jī)密（一無(wú)論是內(nèi)部或外部的eap，不會(huì)是可行的，如果使用它的人感到他們的置信dences不“安全“）的一個(gè)eap，一旦失去它可能永遠(yuǎn)找不回來(lái)。（2）承諾高層管理人員和工會(huì)/員工協(xié)會(huì)中頻的eap被視為員工福利，而不是管理者使用它不會(huì)被視為可靠的，不得理想的情況下，低脂是一個(gè)讓所有員工看成是“他們”的eap的，尤其是如果他們一直在界定和塑造它開(kāi)始與有關(guān)。（3）進(jìn)入該組織（eap的輔導(dǎo)員應(yīng)鼓勵(lì)參加商務(wù)會(huì)議，生活完全集成各部門(mén)，了解各級(jí)管理人員及監(jiān)事），一個(gè)健康的標(biāo)志是指由管理人員愿意從層次結(jié)構(gòu)的各級(jí)痛苦，不良的下屬。朗讀ky jinsho