② How far she climbs depends on how well she meets her latest challenge: closing the credibility gap at financial-services giant Citigroup，after government inquiries put a cloud over the firm's reputation—and its stock. Krawcheck was hired in October from the independent stock-research firm Sanford C．Bernstein（where she was CEO）to be Citi's designated savior．Citigroup's proud CEO，Sanford Weill，personally wooed her，reorganizing a large chunk of Citi around her．Krawcheck is now CEO of a reconstituted Smith Barney，which encompasses Citi's stock-research and retail-brokerage operations.

This large stage leaves Krawcheck outwardly undaunted．She's relaxed and confident，with a self-deprecating sense of humor．She says she’s“incredibly insecure,” and has had nightmares in which she fails to win the respect of her new colleagues．But this soft-spoken humility belies a toughness present from the start．Daughter of a lawyer and sister of three more，Krawcheck learned early on to substantiate her assertions—or keep quiet.

“It used to get quite interesting around the dinner table,” says her father Lenny，who practices law in Charleston．“Politics，relationships—you name it．It was every man for himself and awful tough to make your point.” says jokes Sallie，“None of us could get a friend to come over for dinner.”

Krawcheck earned a journalism degree from the University of North Carolina and an M.B.A．from Columbia University．She went to work at Salomon Brothers but soon moved to Donaldson，Lufkin & Jenrette，where she met her husband Gary Appel．In 1994 Krawcheck moved to Bernstein and dived into stock research．She began covering financial-services firms in 1997 and immediately became the most influential analyst in that field．During those years，Krawcheck earned Weill’s ire—and respect when she was later proved correct—by dwelling on the pitfalls of Weill's acquisition of Salomon.


注（1）：本文选自Time；

注（2）：本文习题命题模仿对象为2003年真题Text 2。



1．The author begins his article by ______.

A) making a comparison

B) posing a contrast

C) justifying an assumption

D) explaining a phenomenon

2．Krawcheck was chosen the CEO of Smith Barney because ______.

A) the CEO of Citigroup trusted her

B) she was thought to be able to save Citigroup out of trouble

C) she has wonderful experience in this field

D) she is the new rising star

3．Krawcheck's success depends on ______.

A) how well she can regain the firm's reputation

B) how well she can save the firm's credibility crisis

C) how well she can raise the firm's stock

D) krawcheck's family members discuss she can fulfill her own plan and aim

4．The previous days Krawcheck spent at home are mentioned to show that ______.

A) Krawcheck knows well how to prove her ideas

B) family members are always on different sides

C) there is an air of freedom at Krawcheck's home

D) family members discuss a variety of topics at dinner

5．From the text we learn that Krawcheck is ______.

A) humorous

B) soft-hearted

C) sensitive

D) strong-minded





篇章剖析


本文记述了萨莉·克劳切克成功的职业生涯。第一段指出中学时代的克劳切克就相当出色，今天的她更是出类拔萃；第二段指出她临危受命，担任花旗集团新组建的史密斯·巴尼公司首席执行官；第三段和第四段介绍了她的性格以及家庭对她的影响；第五段介绍了她辉煌的从业经历。





词汇注释


stoke /stəʊk/ vt. 添加燃料拨旺（炉火）；激发

credibility gap 信用差距

put (cast) a cloud over(on upon) 在…上投下一层阴影

woo /wuː/ vt. 追逐；争取，努力说服；求爱

belie /bɪˈlai/ vt. 掩饰；使人对…误解；证明…虚假；辜负

early on在早期

substantiate /sʌbsˈtænʃɪeɪt/ vt. 证明；使…具体化；使成为现实

assertion /əˈsɜːʃən/ n．主张，要求，断言

stand to one's assertion 坚持己见

for oneself 为自己；代表自己；独自地

ire /ˈaɪə(r)/ n. 愤怒，怒火

dwell on 细想；详述

pitfall /ˈpɪtfɔːl/ n. 陷阱，圈套；隐藏的危险；易犯的错误





难句突破


① But she hasn't jumped for anyone since，and her unshakable independence has propelled her career on Wall Street to heights unimaginable to a girl coming of age in Charleston，S.C.，in the 1970s.

主体句式：She hasn't jumped for anyone since，and her independence has propelled her career to heights...

结构分析：本句由and引导的两个并列分句组成。在这个句子中，注意propel的用法：propel sb．to do sth.，意思是“促使、推动某人做某事”；unimaginable to a girl作后置定语来修饰heights；coming of age作后置定语修饰a girl，其中age的意思是“成年”。

句子译文：但她从那以后再也没有为任何人跳过，凭借着她那份不可动摇的独立个性，她在华尔街的职业生涯达到了一个受人瞩目的高度，这对于一个在20世纪70年代才步入成年之列的南卡罗来纳州查尔斯顿少女来说简直是不可思议。

② How far she climbs depends on how well she meets her latest challenge: closing the credibility gap at financial-services giant Citigroup，after government inquiries put a cloud over the firm's reputation—and its stock.

主体句式：How far she climbs depends on how well she meets her latest challenge.

结构分析：从句how far she climbs作句子主语；从句how well she meets..．challenge作动词短语depend on的宾语；closing the credibility gap是challenge的同位语，其中credibility gap的意思是“信用差距”，put a cloud over的意思是“在…上投下一层阴影”。

句子译文：她能取得多大的成就取决于她如何迎接她的最新挑战：缩小财政服务巨人花旗集团的信用差距。由于政府的调查，该集团的名誉——及其股票——都被笼罩上了一层阴影。





题目分析


1．A 细节题。文章中提到高中时代的克劳切克和今天的克劳切克都是相当成功的。

2．B 细节题。原文对应信息在第二段：“Krawcheck was hired in October from the independent stock-research firm Sanford C．Bernstein（where she was CEO）to be Citi's designated savior.”

3．B 细节题。原文对应信息在第二段：“How far she climbs depends on how well she meets her latest challenge: closing the credibility gap at financial-services giant Citigroup，after government inquiries put a cloud over the firm's reputation—and its stock.”本句的分析请参见难句突破。

4．A 细节题。第三段最后一句指出“Daughter of a lawyer and sister of three more，Krawcheck learned early on to substantiate her assertions—or keep quiet.”然后作者在第四段给出克劳切克的父亲和她本人的感受，来进一步说明这一句话。

5．D 推理题。原文对应信息在第三段：“But this soft-spoken humility belies a toughness present from the start.”





参考译文



作为高中时代的径赛明星，萨莉·克劳切克曾名列她所在州跳高运动员的榜首。但她从那以后再也没有为任何人跳过，凭借着她那份不可动摇的独立个性，她在华尔街的职业生涯达到了一个受人瞩目的高度，这对于一个在20世纪70年代才步入成年之列的南卡罗来纳州查尔斯顿少女来说简直是不可思议。学生时代一贯杰出的克劳切克承认说，当时主要想的就是如何带领拉拉队和“约会最酷的男孩”。很早就意识到她的潜能并激发她商业雄心的高中指导顾问南希·怀斯回忆说：“她极有可能成为绝顶聪明之人。” 今天，37岁的克劳切克是商界最强有力的女人之一，是一颗冉冉升起的明星。

她能取得多大的成就取决于她如何迎接她的最新挑战：缩小财政服务巨人花旗集团的信用差距。由于政府的调查，该集团的名誉——及其股票——都被笼罩上了一层阴影。克劳切克是10月从独立的股票研究公司——桑福德·伯恩斯坦公司（在这家公司她是首席执行官）被招聘至花旗集团，并被赋予救星的使命。花旗集团高傲的首席执行官桑福德·韦尔亲自邀请她，并且将花旗集团的一大块业务以她为核心进行重组。克劳切克现在是重组后的史密斯·巴尼公司（其中包括花旗集团的股票研究和零售经纪业务）的首席执行官。

这个大舞台并没有让克劳切克心存胆怯。她显得轻松自如且胸有成竹，带有几分自嘲式的幽默感。她说她感到“难以置信地没有把握”，常常做噩梦，梦见她得不到新同事的尊敬。但是这种说起话来让人感到温柔可亲的谦卑掩饰了她一开始就有的坚韧。作为律师的女儿并有三个做律师的姊妹，克劳切克很早就学会了如何证实自己的主张——或保持镇静。

“过去围坐餐桌就餐是相当有趣的，”她在查尔斯顿当律师的父亲伦尼这样说。“政治、男女关系，你想到的我们都谈。每个人都有自己的观点，要想说服别人着实很困难。” 萨莉开玩笑说，“我们谁也不可能邀请朋友来吃饭。”

克劳切克先后获得北卡罗来纳州立大学的新闻学学士学位和哥伦比亚大学的工商管理硕士学位。她到萨洛蒙兄弟公司工作，但很快就转到帝杰公司工作，在那儿她遇见了她的丈夫加里·阿普尔。1994年，克劳切克转入伯恩斯坦公司，此后便一头扎进股票研究工作。1997年，她开始涉足金融服务公司，很快便成为该领域最有影响力的分析家。在那几年中，克劳切克对韦尔收购萨洛蒙公司的错误做法进行了详细评述，这激起了韦尔的愤怒，同时也赢得了他的尊重，因为后来的发展证明她是正确的。





Unit 14


No one word demonstrated the shift in corporations’ attention in the mid-1990s from processes to people more vividly than the single word“talent”．Spurred on by a book called“The War for Talent”，written by three McKinsey consultants in the late 1990s，the word became common in management speak．Talent is a subset of what used to be called human resources，the people who work in organisations．It is，essentially，those individuals among that group who have the potential to add most value.

Behind the word lies the idea that more and more corporate value is going to be created by knowledge and by so-called“knowledge workers”．Manual labour is worth less; knowledge（and the right use of it）is worth more．And people with such knowledge are（so the theory goes）in short supply．One CEO was reported as saying that not only did he not have enough talent to carry out the company's strategy，but he did not even have“the talent needed in HR to hire the missing managers”．Moreover，the situation is likely to stay that way（and may even get worse）for some time to come.

This has significantly shifted the balance of power in the recruitment process．Companies used to be relaxed about finding enough qualified people to run their operations．What they could not find they would train，was the usual attitude．That might take some time，but in a world where people sought jobs for life （and the pensions that went with them）time was in the company's favour．But talent is not patient，and it is not faithful．Many companies found themselves training employees only for them to go on and sell their acquired skills to their rivals．So now they look for talent that is ready-made.

In their eagerness to please this talent，companies have gone to considerable lengths to appear especially attractive．They have，for instance，devoted a great deal of effort to the design of their websites，often the first port of call these days for bright young potential recruits．They have in many cases reconstructed their HR departments，in part so that they can tailor their remuneration packages more finely for the individuals that they really require．And they have altered their approach to issues such as governance and environmental responsibility because they know that many of the talented people they are seeking want to work for ethical and responsible employers—almost more than they want a hefty pay packet.

Talented people increasingly want to work in places where they can feel good about what they do for most of the day．What's more，in today's knowledge-based businesses，these young people are far more aware of their working environment，of“what's going on around here”，than were their grandparents，who were hired for their brawn rather than their brain．It is harder for today's businesses to disguise from their employees what they are up to—even when，as in cases such as Enron and WorldCom，they put a lot of effort into it.


注（1）：本文选自Economist；

注（2）：本文习题命题模仿对象为2004年真题Text 1。



1．According to Paragraph 1，corporations start to ______.

A) rely more on consultants from McKinsey or other consulting companies

B) emphasize the different subsets of human resources

C) highlight the quality of people in organization

D) focus on those who can add most value

2．The expression“talent”（Line 2，Paragraph 1）most probably means ______.

A) knowledge worker

B) human resources

C) people working in an organization

D) manual labourer

3．The following measures to attract talents are mentioned EXCEPT ______.

A) creating a dynamic work atmosphere

B) establishing a positive company image through fulfilling social responsibility

C) carefully designing company website，brochure，booklet，flyer，etc.

D) finding the balance of efficiency and equity in wage policies

4．Which of the following statements is an unexpected result of the shift of attention to talent?

A) Corporations can no longer stay relaxed when it comes to people recruitment.

B) Corporations face more supervision from employees against indecent corporate acts.

C) Corporations find it less worthwhile to hire people for their brawn than their brain.

D) Corporations encounter larger pressure in terms of environmental protection.

5．The best title for the text may be______.

A) Talent and Human Resources

B) The Evolution of“Talent”

C) Talent Management

D) How to Recruit the Best Talent





篇章剖析


本文主要介绍了现代公司的人才观。第一段对“人才”一词的本身含义做出解释；第二段指出人才的价值及缺少人才的状况；第三段介绍了公司人才引进策略的变化及其原因；第四、五段则说明了公司为引进人才而采取的各种具体措施。





词汇注释


spur /spɜː/ v. 刺激；促进

consultant /kənˈsʌltənt/ n. 顾问

subset /ˈsʌbset/ n. 子集

recruitment /rɪˈkruːtmənt/ n. 招募，招聘，聘任

considerable /kənˈsɪdərəbl/ adj. 相当大的，相当多的

tailor /ˈteɪlə/ v. 修改，使合适

remuneration/riˌmjuːnəˈreɪʃən/ n. 酬金，工资

ethical /ˈeθɪkəl/ adj．伦理的，道德的

hefty/ˈhefti/ adj．数额大的，有力的

brawn /brɔːn/ n. 发达的肌肉

disguise /dɪsˈgaɪz/ v. 掩饰，假装





难句突破


And they have altered their approach to issues such as governance and environmental responsibility because they know that many of the talented people they are seeking want to work for ethical and responsible employers—almost more than they want a hefty pay packet.

主体句式：They have altered their approach...

结构分析：本句为因果关系复合句。主句主语为they，谓语为have altered。由because引导了一个原因状语从句，从句的主要结构是they know that + 宾语从句，而宾语从句的主语为many of the talented people，谓语为want to...，其中包含了一个修饰talented people 的定语从句they are seeking。破折号后面的部分是对该宾语从句的补充说明。

句子译文：公司还改变了他们在管理方式和环保责任方面的策略，因为他们知道他们所需要的很多人才都愿意为有道德而且负责任的雇主工作——这一点几乎比高薪还重要。





题目分析


1．C 细节题。第一段引出“人才”这一概念，“20世纪90年代中期，许多公司的重心从流程转移到人，而没有一个词能够比‘人才’更生动地描述这一变化。”最后一句话还指出人才的重要性在于创造最大附加值的潜力。这些都说明公司的人力资源工作开始更加重视员工的质量，C符合原文的意思。

2．A 语义题。第一段的最后一句话解释了talent这个词的意思，即人才是“有潜力创造最大附加值的人”，第二段第一句话承接上文说“这个词背后隐藏着这样一种理念，即越来越多的企业价值将由知识创造，由被称为‘知识工作者’的群体创造”，因此可以把talent理解成knowledge worker。B和C是同一个意思，这在第一段里面有表述，而talent只是其中的一个子集。D指的是体力劳动者，与题意不符。

3．D 细节题。文章第四段提出了一些帮助公司招到优秀人才的措施，比如设计有吸引力的网站，履行社会责任以树立良好的企业形象，最后一段还提到了人才都很重视工作环境和氛围，因此A、B、C选项在文中都有体现。第四段指出根据个体差异提供不同的薪酬待遇，但并未提到效率与公平性的结合，因此答案为D。

4．B 推理题。本题题干中“unexpected result”意为“出人意料的结果”，因此，文中明确表示的结果就不能入选。文中的最后一句话说“现在企业想要对员工隐瞒自己的所做所为是越来越难了”，也就是说现在企业比以前更难做坏事了，因为员工更加关注工作场所发生的事情，也会对企业起到监督作用。这是如今引进优秀员工带来的结果，并非曾预料到的，所以答案为B。

5．C 主旨题。A的内容只在第一段中提及，文中没有具体涉及人才的演变，D只是最后两段的内容，无法概括全文。而全文主要是围绕人才管理来展开全文的，故选C。





参考译文



20世纪90年代中期，许多公司的重心从流程转移到人，而没有一个词能够比“人才”更生动地描述这一变化。20世纪90年代晚期，三位麦肯锡咨询顾问撰写了《人才战争》一书，促生了“人才”一词，此后这个词成为了管理用语中的常见用词。人才是过去所说的人力资源的一部分，人力资源指的是组织中工作的全体人员。从本质上来说，人才是组织团队中有潜力创造最大附加值的人。

这个词背后隐藏着这样一种理念，即越来越多的企业价值将由知识创造，由被称为“知识工作者”的群体创造。体力劳动的价值减少；知识（以及知识的恰当运用）的价值增加。具备这种知识的人（理论上说）十分稀缺。据报道，一位CEO曾说过，他不仅缺少足够的人才来执行公司战略，而且缺少“人力资源方面的人才来招聘公司需要的经理人”。而且，这种情况可能会持续一段时间（甚至变得更加严重）。

这种情况大大转变了招聘过程中的力量平衡。过去公司不会去积极寻找可以支持公司运营的足够人才。公司通常认为，如果找不到需要的人才，就可以通过培训来满足要求。那会花费一些时间，但过去人们都是寻找可以干一辈子的工作（并有养老金），公司有的是时间。但是人才没有耐心，而且他们也不忠诚。许多公司发现，自己培养出来的员工往往会跳槽，带着培训获得的技能投奔竞争对手。所以他们现在更青睐已经成型的人才。

为了招徕人才，公司竭尽所能展现自身的吸引力。例如，他们在网站设计上下了很大工夫，因为近来，可能加入公司的青年才俊往往首先浏览公司网站。很多公司还对HR部门进行重组，部分目的是为了更好地针对公司真正需要的人才设计薪酬待遇。公司还改变了他们在管理方式和环保责任方面的策略，因为他们知道他们所需的很多人才都愿意为有道德而且负责任的雇主工作——这一点几乎比高薪还重要。