Several years ago, I had to replace a receptionist for my unit. Before I advertised for the position, I was approached by another manager, and asked if l would consider a transfer from his staff instead of opening a new petition. My natural question was to ask who he wanted me to consider and why.
It appeared from his description of this employee, Maria, that she was having a lot of problems performing her duties, and had difficulties with her boss, and did not appear to respond to any attempts he, the manager, had made to settle the issues. Now, after listening to his explanation, I really had severe doubts. What crossed my mind, after this discussion, was that he wanted me to take a problem off his hands.
I told him I would think about it and would let him know the next day. As promised, after thinking more about this potential performance issue, I decided that I would agree to speak with Maria privately before I made any decision.
And, what I found out during this interview, left me deep in thought. As it turned out, the performance issue appeared to result from working for a boss who never extended a good morning greeting, never gave a word of encouragement, and was constantly changing the work load and routines. The end result was a totally ruined employee who was unconfident, hated to see a new work day start.
I decided to accept her transfer to my unit. What started out as a shy, withdrawn and frightened employee turned out to be one of the most productive and loyal employee that I had ever worked with. Maria couldn't do enough and was constantly asking for more and for more responsibility. I was more than happy to give her what she needed-praise for work well done, respect as a person, and encouragement for doing well in anything she dealt with.
Sometimes, we are guilty of holding others back from acplishing or doing or developing as they should or could. It may be a wise idea that we all look in the mirror, from time to time, to see what we are really like.
【小题1】What can we learn about the writer from the first paragraph?A．He is a manager in the pany.B．He doesn't like his receptionist.C．He likes to pete with others.D．He wants to find another position.【小题2】After hearing his colleague's description of Maria, the writer thought that Maria .A．attempted to settle the issuesB．was a problem to her bossC．shouldn't stay in the panyD．could get on well with others【小题3】Why did Maria fail to perform well in her previous job?A．Her previous job was not suitable for her.B．She had difficulty responding to her manager.C．Her boss didn't inspire her working enthusiasm.D．Her boss showed no trust in her ability.【小题4】The writer accepted Maria's transfer to unit probably because he thought that .A．she was a ruined employeeB．she would need his protectionC．she would turn out to be a good employee D．she was a shy and frightened employee【小题5】The writer probably believes that a good boss should .A．praise and award his employees a lot B．respect, praise and encourage his employeesC．greet his employees and give them much workD．always give his employees guidance in workingA
网友回答
(答案→)A
解析：作者在文中讲述了自己经历的一件事。一位经理向作者推荐了一名员工，通过经理的介绍作者意识到这是一个问题员工，于是他背后找到这名员工，了解到其实员工的状况都是由于经理自身的问题造成的，在鼓励和赞赏下这名员工成了作者的得力干将。这个故事告诉了我们赏识和鼓励的重要性。
【小题1】A推理判断题。根据文章第一段中I was approached by another manager“,另一位经理和我接洽”由此可以判断作者也是一个经理，故选A。
【小题2】B细节理解题。根据文章第二段中另一位经理的讲述Maria, that she was having a lot of problems performing her duties, and had difficulties with her boss,可知Maria是另她老板头疼的人物，故答案选B。
【小题3】C细节理解题。根据文章第三段中the performance issue appeared to result from working for a boss who never extended a good morning. greeting, never gave a word of encouragement,她的老板从来没有给她说过鼓励的话，可以判断她的问题都是由此老板的缘故造成的 ，所以答案选C。
【小题4】C推理判断题。文章第四段讲述了作者私下和这名员工进行了交流，意识到了员工自身不存在什么问题，问题都出在经理身上，而且认为她会成为一名优秀员工，所以把她调到了作者所在的部门，答案选C。
【小题5】B推理判断题。根据I was more than happy to give her what she needed-praise for work well done, respect as a person, and encouragement for doing well in anything she dealt with.根据作者对待Maria态度可以看出他认为老板应该尊敬表扬和鼓励他的员工，故选B。