PART ONE Interview

　　(1) What are the methods of communication to staff in most companies?大多數(shù)公司采用什么方式和員工進(jìn)行溝通?

　　The most popular communication methods include: face-to-face communication, E-mails, telephone, notice-boards, etc. nowadays, the Intranet is a very effective method of communication.

　　(2) Do you think you are good at communicating with your boss?(Why?/Why not?)你覺得自己善于和上司溝通嗎?

　　Yes. I think I’m quite good at communicating with people. Whenever I have some new ideas or resentment about my work. I’ll talk to my boss face to face. I’m very frank and open-minded, ready to accept different opinions.

　　(3) Is it important to let your manager know your ideas about work?(Why)

　　讓你的上司知道你對工作的看法是否重要?

　　I think it’s very important. You see, I often make suggestions to my boss about internal development, and discuss areas I would like to improve on. In this way, I’m contributing to the overall improvement of the company.

　　(4) Do you think people can be trained to communicate more efficiently (Why)

　　你認(rèn)為通過培訓(xùn)人們是否可以更有效地進(jìn)行溝通?

　　Yes. I think it will be very helpful if employees get chances to attend training courses on interpersonal skills. Such training will enable them to communicate more effectively.

　　Part Two: Mini-presentation

　　What’s important when…?

　　Communciating management messages to the staff

　　和員工溝通管理信息需要考慮哪些要點(diǎn)?

　　l Overall purpose 整體目標(biāo)

　　l Feedback on performance 對工作表現(xiàn)的反饋

　　l

　　First of all, I think it’s important to clearly state your overall purpose and expectations. In this way, employee know exactly what they should do to meet work requirements and to achieve performance excellence.

　　In addition to this, providing feedback on their performance is also important. On the managerial part, performance reviews help managers to keep track of possible problems in their own work. On the part of the employees, they get encouraged for their hard work and are given chances to correct mistakes made on the job.

　　Besides, managers should be more open in sharing information with their subordinates. They should let employees know in advance any proposed changes before they actually occur. This will enhance mutual understanding and trust.

　　首先，我認(rèn)為清晰的陳述你的總體目標(biāo)和期望是很重要的。這樣，員工可以確切的知道他們應(yīng)該做什么來滿足工作需求以及實(shí)現(xiàn)卓越的成績。

　　除此之外，對他們的成績提出反饋意見也很重要。從管理的角度來看，績效評估幫助管理者追蹤他們自己可能發(fā)生的問題;從員工的角度，他們努力工作得到鼓舞，工作中出現(xiàn)的問題也有機(jī)會得到糾正。

　　另外，管理者應(yīng)該與下屬更開發(fā)的分享信息。任何建議的改變之前，他們應(yīng)該讓員工提前知曉。這將加強(qiáng)相互的理解及信任。

　　PART THREE Discussion

　　E-mail Newsletter

　　You company would like to introduce an E-mail newsletter to send to all members regularly. You have been asked to help co-ordinate the project. Discuss the situation together, and decide:

　　l what kinds of articles and information should be included

　　l what the newsletter should look like and how often it should be sent

　　電子郵件快訊

　　你們公司意欲創(chuàng)建一份電子郵件快訊，定期發(fā)給全體員工。請你們共同協(xié)調(diào)這一計(jì)劃。討論并決定：

　　l 電子郵件快訊中應(yīng)包含哪些文章和信息

　　l 電子郵件快訊的版式、發(fā)送周期

　　A：You see, our company is designing an E-mail newsletter for all staff members. It certainly is a very good channel for internal communication.

　　B: Yes. What information should be included, in your opinion?

　　A: It should carry articles about the tangible performance standards for staff to follow, and information about any changes in the company, such as new policies, new projects and new managers, etc. this will help to reduce the chance for confusion and misinterpretation of key corporate polices and decisions.

　　B: Yes, I’m quite with you here. Information of this kind will help staff members better adjust themselves to the work environment and achieve higher level of performance.

　　A: There should also be information about the latest achievements of the company as well.

　　B: I agree with you. But…

　　A: And about annual performance reviews and staff appraisals, just to reward hardworking people and look at problems in work. You see…

　　B: Well, you are quite right. But I think we should place emphasis on two-way communication. The newsletter should also focus on the employee side. We should allow our employees to voice their opinions about day-to-day work and corporate development. They should also have a chance to comment on the performance of the managers and point out problems in their work.

　　A: That’s a good idea. So let’s put in this column” Voice from the Staff”.

　　B: Besides the contents, the layout is also important. We can use some photos, people usually like to see pictures of themselves and people they know. So it will be able to attract more readers. We can also use cartoon pictures to help illustrate our ideas.

　　A: Good. And don’t forget our company logo, it will help to promote a sense of belonging and loyalty. And let’s also insert some humour, to make it more readable.

　　B: Finally, I think it should be sent to our employees every other week.

　　A: Well, er…you see, this is a competitive age, news and information keep changing. Why not make it once in every ten days, three different issues every month.

　　B: Alright. And let’s make it short, so people don’t have to spend too much time reading each issue.

　　A: I agree.

　　A: 你是知道的，我們公司正在為全體員工設(shè)計(jì)一個電子郵件快訊。這確實(shí)是一個非常好的內(nèi)部溝通的渠道。

　　B：是的，你認(rèn)為這其中應(yīng)該包括什么樣的信息呢?

　　A：應(yīng)該包括員工遵循的具體工作標(biāo)準(zhǔn)這類文章，以及關(guān)于公司任何變化的信息，例如新政策、新項(xiàng)目和新的管理者等等。這將幫助減少對公司政策及抉擇的困惑和誤解。

　　B：是的，我很同意你的觀點(diǎn)。這方面的信息將幫助員工在適應(yīng)工作環(huán)境及達(dá)到更高的水平進(jìn)行更好的我調(diào)節(jié)

　　A：也應(yīng)該包括關(guān)于公司最新最新成果的信息。

　　B：我同意，但是…

　　A：且關(guān)于每年的績效考核與員工評估，只作為員工辛勤工作的回報(bào)及尋找工作中的問題。你知道…

　　B：是的，你說的很對。但是我認(rèn)為我們應(yīng)該把重點(diǎn)放在雙方的溝通上。郵件快訊也應(yīng)該聚焦于員工這一方面。我們應(yīng)該允許我們的員工發(fā)表他們對日常工作和公司發(fā)展的意見。他們也應(yīng)該有機(jī)會去評論管理者得成績以及指出其再工作中的問題。

　　A：這是個好主意。那么讓我們把這個專欄叫做：“員工之聲”

　　B：除了這個內(nèi)容，排版也很重要，我們應(yīng)該刊登一些照片，人們通常喜歡看到他們自己活著認(rèn)識的人的照片。這樣能夠吸引許多讀者。我們也可以用漫畫來說明我們的想法。

　　A：很好。還有別忘了我們公司的標(biāo)識，這將幫助我們?nèi)ヌ嵘龤w屬感和忠誠度。讓我們來穿插一些小幽默，讓它更具可讀性。

　　B：最后，我認(rèn)為我們應(yīng)該隔周發(fā)送給員工。

　　A：是的，可…你知道，這是一個競爭的時代，新聞和信息變化交替。不日我們每隔10天發(fā)送一次，每個月有不同的三期。

　　B：好的，讓我們盡量簡短些，這樣的話就不會花費(fèi)員工太多時間去閱讀每一期。

　　A：我同意。

　　(1) Do you think it’s important that managers listen to complaints from employees?(why/why not?)

　　你認(rèn)為經(jīng)理聽取員工的申訴是否很重要?

　　Yes. Complaints from employees usually reflect the problems within the firm, some even show problems of the management. Listening to the complaints helps managers to find problems and ways to resolve them.

　　(2) Do you communicate with your colleague often and how?

　　你是否經(jīng)常和同事溝通?是怎樣溝通的?

　　Yes. I often communicate with my colleagues, we share corporate information together, exchange news and views. In most cases, we chat with each other, sometimes we E-mail to each other.

　　(3) What are the advantages of management communications?

　　管理溝通有哪些優(yōu)勢?

　　Management communications can enhance mutual trust, promote employee commitment, boost morale. On top of that, it helps to improve productivity.

　　(4) Is it necessary for the manager to have personal contacts with his employees?

　　經(jīng)理是否有必要親自去同雇員溝通?(為什么)

　　Yes. It is better for the manager go to an employee’s work station rather than make phone calls. Face-to-face discussion shows your sincerity and what’s more, it’s more open and direct.

　　(5) How important is it to develop the intranet of the company?

　　開發(fā)公司內(nèi)部互聯(lián)網(wǎng)有任何重要意義?

　　In this information age, company intranet tends to be a very effective channel of communication. It’s speedy in relaying the corporate news, management messages, internal changes, etc. and it promotes information equality, as everyone has access to it.

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