Report on VOICE Survey

Introduction

This report is aiming to express personal findings and suggestions as an employee before the annual VOICE Survey comes in. I’ll try my best to be objective based on what is going on during the past year as well as my personal perspectives and suggestions.

Facts and Findings

1.      Motivation

In my understanding, the meaning of motivation is to inspire employees within the organization by the company or people to make employees feel excited, valued and well respected, which can be a boost for both individual behaviors and their contributions to the organization, even the company. There are a lot of ways of motivation, such as promotion, new or high level job responsibility, salary raise or financial allowances, team-b

             多重身份

第一堂课的开场，虽然准备得比较充分，但还是，难免紧张拘谨。不过后来就放得很开了，特别是学生们那种求知专注的神情，还有个别学生说要退掉别的班来听我的课。我就很得意，窃喜，当然，这些都在我心里暗自进行，老师嘛，不能喜形于色。

其实，从准备试讲的时候开始，我就给了自己不少的压力，晚上睡觉休息也曾几度梦到过讲课的事情，包括后来通过试讲了，自己也仍积极准备自己的第一次讲课做足努力。准备了好多内容，就怕自己没有时间的概念让大家冷场，准备了好多应急的可能，就怕课堂上出现什么状况。我觉得，每一次讲课都可以说成是一个现场直播。没有后期的剪辑，只有现场的应变。就这样一路走来，到最后大家认可我作为他们的老师，其实这也不足为奇。因为自己备课太充分了。

上周日，也就是前天，自己的嗓子发炎，早上已经不能怎么说出话来了。不知道大家有没有这样的体会，就是生病的人在早晚的

                            Slowdown

最近的金融危机，或多或少影响了大家的生活。整个国家，整个社会的氛围变了，变得有些骚动与不确定，充满着焦虑和忧心忡忡，这些印记留在了走在我们对面的每个人的脸上。于是，国外的媒体在看到中国第三季度的GDP 9.9%等一系列数据后都在说“Slow down”或者“Slump”。

索爱Q3的财报公布了，听说亏损了2200多万欧元，这是索爱近些年来的首次亏损，然而，这个亏损的数额却少于业界事前估计的1亿欧元的水平。眼下这种亏损对BMC的影响虽然还没有较强凸现出来，但BMC已经开始了跟随索爱进行一系列的改革措施，诸如个别部门的重组，对于人力资源成本的控制等。可以预见的是，当索爱的亏损，伴随着世界金融危机所产生的多米诺骨牌效应袭来的时候，BMC将遭遇又一次的挑战。毕竟，当下的这种世界经济环境，对以出口为主的企业的影响是巨大

    百事可乐全球裁员关闭6工厂拟将拓展中国市场

RS: Here's the first bit of advice from human resources consultant Sharon Armstrong: It's not just words you have to think about, but also how you express them. Avoid, she says, a flat monotone voice that people sometimes get when they are nervous.

ARMSTRONG: 'It loses something. And I think that it can add so much if you show your excitement and your eagerness to work for that company.'

AA: Next: Be prepared for a common approach known as behavioral-based interviewing.

ARMSTRONG: 'And that is where past performance will indicate future performance. So good interviewers will ask you very detailed questions where they'll put you on the spot and they'll want to know specifically your role in what you did for a particular project.

'And so the key to giving a good answer to a behavioral interview question is to do what I call a STAR, S-T-A-R. The S and the T st

RS: It's a question several listeners have asked us, so we turned to a human resources consultant for answers.

AA: Sharon Armstrong runs a company that helps people find jobs. She says the first step is to draft a short resume -- no more than two pages.

ARMSTRONG: 'It should be customized to the company or position you're going for. By that I mean it should use the lingo of the industry. It should be clear and targeted, easy to read, on good bond paper, and it should be perfect. There should be no spelling and no grammar mistakes. So you should use spell check and then have two or three friends at a minimum review it before you send it out.'

RS: 'You say 'customized.' How do you know that language, the language of the company?'

ARMSTRONG: 'If it isn't your industry, you talk to people, you do informational interviews, you read their reports, you get your hands o