UK managers are getting pay bonuses despite being "underperformers", a new report suggests。
一份新的報(bào)告指出，在英國(guó)，管理者們即使“業(yè)績(jī)不佳”，也依然能拿到獎(jiǎng)金。
The research into the pay of 70,000 managers concluded that a third of those given bonuses were rated as "not meeting expectations."
研究者對(duì)7萬(wàn)名管理者的薪酬進(jìn)行了調(diào)查，發(fā)現(xiàn)在拿到獎(jiǎng)金的人里，有三分之一的人績(jī)效評(píng)定為“未達(dá)預(yù)期標(biāo)準(zhǔn)”。
The Chartered Management Institute's National Salary Survey found that the average bonus for under-performing company directors was £45,000.
英國(guó)特許管理學(xué)會(huì)(CMI)“國(guó)家薪酬調(diào)查”發(fā)現(xiàn)，業(yè)績(jī)不佳的公司董事，平均獎(jiǎng)金為4.5萬(wàn)英鎊(約合人民幣43.6萬(wàn)元)。
The average bonus for below-par senior managers was almost £9,000.
績(jī)效不達(dá)標(biāo)的高級(jí)管理人員，平均獎(jiǎng)金為將近9000英鎊(約合人民幣8.7萬(wàn)元)。
CMI chief executive Ann Francke said: "Too many managers are reaping the rich rewards of their positions despite being poor performers。
英國(guó)特許管理學(xué)會(huì)首席執(zhí)行官安·弗蘭克(Ann Francke)說(shuō)：“太多的管理者靠職位贏得豐厚的獎(jiǎng)金，盡管自身表現(xiàn)欠佳。"
"Unfortunately, it seems to be a lot easier to reward poor performance than to face the awkwardness of having difficult conversations with underperforming staff."
“比起與業(yè)績(jī)不佳的公司成員進(jìn)行尷尬的對(duì)話，公司直接給他們獎(jiǎng)勵(lì)要顯得容易得多，這真是不幸。”
Ms Francke explained that bonuses may now be considered a part of normal pay, rather than a reward for hard work。
弗蘭克女士解釋稱，如今，獎(jiǎng)金幾乎可以看作正常工資的一部分，而不是對(duì)于辛勤工作的獎(jiǎng)勵(lì)。
"Another reason so many low performers get bonuses is that there is often a culture of rewarding past glories。
“這么多的低績(jī)效的人依然可以拿到獎(jiǎng)金，還有一個(gè)原因，就是獎(jiǎng)勵(lì)昔日輝煌的傳統(tǒng)。”
"The longer that goes on, the more people come to rely on the money... employers really should think about whether it would be better to address the level of basic pay."
“工齡越長(zhǎng)，人們對(duì)于獎(jiǎng)金的依賴程度也就越高……雇主們真的應(yīng)該考慮一下，是否應(yīng)該對(duì)基本工資進(jìn)行調(diào)整。”
The CMI said that companies are finding it increasingly difficult to find, recruit and hold on to staff. And it is this skills shortage that could be forcing up wages and bonuses, economists believe。
英國(guó)特許管理學(xué)會(huì)表示，很多公司發(fā)現(xiàn)，尋找、招聘和留住員工變得越來(lái)越難。經(jīng)濟(jì)學(xué)家認(rèn)為，技能短缺可能正是工資和獎(jiǎng)金被迫上漲的原因。
Vocabulary
below-par 未達(dá)標(biāo)的
reap 獲得
