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更多“The factor of salary is just as important as career passion for students who try to pi”相关的问题
A Good supervision
B Job security
C Regular promotions
D Good salary
E A dental plan
49 Herzberg identified factors which, if present, will lead to increased motivation. A typical factor would be:
A. Good supervision
B. Job security
C. Regular promotions
D. Good salary
E. A dental plan
167 Herzberg identified factors which, if present, will lead to increased motivation. A typical factor would be:
A. Good supervision
B. Job security
C. Regular promotions
D. Good salary
E. A dental plan
Price Planning
A price represents the value of a goods or service for both the seller and the buyer. Price planning is systematic decision making by an organization regarding all aspects of pricing.
The value of a goods or service can involve both tangible and intangible marketing factors. An example of a tangible marketing factor is the cost savings (46) . An example of an intangible marketing factor is a consumer’s pride in the ownership of a Lamborghini rather than another brand of automobile. For an example to take place, both the buyer and seller must feel that the price of a goods or service provides an equitable value. To the buyer, the payment of a price reduces purchasing power (47) . To the seller, receipt of a price is a source of revenue and an important determinant of sales and profit levels.
Many words are substitutes for the term price: admission fee, membership fee, rate, tuition, service charge, donation, rent, salary, interest, retainer, and assessment. No matter what it is called, (48) : monetary and non-monetary charges, discounts, handling and shipping fees, credit charges and other forms of interest, and late-payment penalties.
A non-price exchange would be selling a new iron for 10 books of trading stamps or an airline offering tickets as payment for advertising space and time. Monetary and non-monetary exchange may be combined. This is common with automobiles, (49) . This combination allows a reduction in the monetary price.
From a broader perspective, price is the mechanism for allocating goods and services among potential purchasers and for ensuring competition among sellers in an open market economy. If there is an excess of demand over supply, prices are usually bid up by consumers. If there is an excess of supply over demand, (50) .
A. a price contains all the terms of purchase
B. obtained by the purchase of a new bottling machine by a soda manufacturer
C. where the consumer gives the seller money plus a trade-in
D. available for other items
E. prices are usually reduced by sellers
F. price means what one pays for what he wants
(46)
阅读理解
阅读下面的文章，根据文章内容，完成相应的选择题。
HUMAN RESOURCES MANAGEMENT
Human Resources Management (HRM) is the process of managing people and their relationships in an organization. These two processes are important in the success and growth of a business.
In managing people, staffing is the most important component of HRM. It needs to make guidelines and procedures for hiring and placement. Staffing also involves the management of employees on matters like monitoring of holidays, absences, health and safety, disciplinary action, and dismissal.
Another important element of HRM in managing people is keeping the employees in the company. The training of employees to enable them to improve their career development is very important. Good HRM policies ensure that there are clear regulations which show the pay levels for the different positions in an organization. It is important for the staff to know the career path, pay, training and other opportunities that are available to them. Performance management is another important component of HRM. The reason for this is that many employers use it to evaluate career improvement and to determine pay increases.
The secondary role of HRM is the management of the relationships among people in an organization. This includes staff within departments as well as across the whole organization. The relationship between staff and management is an important factor in the success of an organization. It decides how fast an organization will realize their goals.
The focus of HRM is the people within an organization. Regular planning, monitoring and evaluation are important for the success of HRM. Successful management ensures that all employees know their role, career development and also feel part of an organization.
操作提示：通过题干后的下拉框选择题目的正确答案。
1. ____________is / are important in the success of a business. {A; B; C}
A. Teamwork spirit and high salary
B. The process of managing people and their relationships
C. Talents and their goals
2. The most important component of HRM is____________. {A; B; C}
A. staffing
B. planning
C. monitoring
3. According to the passage, it is important for the employees to know the career path, pay, training and other opportunities through____________. {A; B; C}
A. notices
B. policies
C. advertisements
4. We can use____________ to evaluate career improvement and to determine pay increases. {A; B; C}
A. staffing
B. HRM policies
C. performance management
5. ____________ is NOT mentioned in the text about the success of HRM. {A; B; C}
A. Regular planning and monitoring
B. Evaluation
C. Training
The survey of more than 6,000managers and employees in 26 organizations in the U.S. and Canada showed that employees and managers felt their employers did a good job explaining their performance objectives and the way their performance is measured. They were unclear, though, about how performance was related to pay. Surprisingly, employees reported they knew more about stock options at their companies and how they are determined than how base pay is. However, the results showed that base pay knowledge plays a larger role in overall pay satisfaction than do other forms of compensation, such as bonuses. Employees who had higher levels of pay knowledge showed greater overall pay satisfaction, which, in turn, was linked to higher levels of retention(聘用), commitment to the company, and even trust in management. In other words, Heneman emphasizes, ensuring that employees understand their pay is good for a company’s bottom line.
He feels that corporate culture is often a major problem in dealing with the lack of pay knowledge among workers. In many companies, it is considered taboo—or even explicitly forbidden—to discuss matters dealing with salary. In lieu of (代替) disclosing actual pay amounts of employees to others within the company, management can provide more information about pay practices and policies, such as the process used to determine salary, and the average of raises in a particular year. Workers want more than generalities; they want to know how pay policies apply to their particular situation, Heneman points out. That often means managers need to sit down with their employees one-on-one.
21. What does the North American Survey mainly suggest？
A. If the employers make their pay policy known better, the company would get more in return.
B. If the employers make their pay policy known better, they would get pay raises and bonuses.
C. If the employees know more about the pay policy of the company, they would get more.
D. If the employees know more about the pay policy of the company, they would become one in the management.
22. The employers of many companies failed to ______.
A. explain what their performance objectives were
B. explain the way performance was measured
C. explain the way performance was related to pay
D. explain how performance was related to promotion
23. Which of the following is the most important factor in overall pay satisfaction？
A. Stock options.
B. Bonuses.
C. Corporate culture.
D. Base pay.
24. The employees who understand and are satisfied with their pay would ______.
A. be willing to remain in the bottom line
B. be willing to be loyal and dedicated to the company
C. be ensured that their pay is justified
D. be ensured that their employers are worthwhile
25. What can employers do to help their employees know better how pay is determined？
A. They can shatter the taboo by encouraging discussion about salary matters among the employees.
B. They can disclose pay amounts of employees to others within the company.
C. They can talk with individual employee about how pay policies apply to his particular situation.
D. They can tell all employees the total of raises in a particular year.
A.salary=salary*2.00;
B.salary=salary+(salary*3.00);
C.salary=salary*3;
D.salary=*3;
A.SALARY≤2000ANDSALARY≥1000
B.SALARY＜2000ANDSALARY＞1000
C.SALARY＝1000ANDSALARY＝2000
D.SALARY＝1000ORSALARY＝2000
A.SELECT * FROM employees where salary ＞ (SELECT MIN(salary) FROM employees GROUP BY department_id);
B.SELECT * FROM employees WHERE salary = (SELECT AVG(salary) FROM employees GROUP BY department_id);
C.SELECT distinct department_id FROM employees WHERE salary ＞ ANY (SELECT AVG(salary) FROM employees GROUP BY department_id);
D.SELECT department_id FROM employees WHERE salary ＞ ALL (SELECT AVG(salary) FROM employees GROUP BY department_id);
E.SELECT last_name FROM employees WHERE salary ＞ ANY (SELECT MAX(salary) FROM employees GROUP BY department_id);
F.SELECT department_id FROM employees WHERE salary ＞ ALL (SELECT AVG(salary) FROM employees GROUP BY AVG(SALARY));
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