seniority system

简明释义

年资制度

英英释义

例句

1.Some organizations have moved away from a strict seniority system 资历制度 to focus more on performance.

一些组织已经不再严格遵循 资历制度 seniority system，而是更注重绩效。

2.In many companies, the seniority system 资历制度 determines promotions based on the length of service.

在许多公司中，资历制度 seniority system 根据服务年限决定晋升。

3.The seniority system 资历制度 can lead to dissatisfaction among younger employees who feel overlooked.

对于年轻员工来说，资历制度 seniority system 可能会导致不满，因为他们觉得被忽视。

4.Under the seniority system 资历制度, employees with longer tenure receive better benefits.

在 资历制度 seniority system 下，任职时间较长的员工享有更好的福利。

5.Critics argue that the seniority system 资历制度 stifles innovation by rewarding time served rather than skills.

批评者认为，资历制度 seniority system 通过奖励任职时间而非技能来抑制创新。

作文

The concept of the seniority system is prevalent in many workplaces around the world. It refers to a system where employees are ranked and rewarded based on their length of service within a company or organization. This approach has both its advantages and disadvantages, which can significantly impact the workplace culture and employee morale.One of the primary benefits of a seniority system is that it promotes loyalty among employees. When workers know that their hard work and dedication will be recognized over time, they are more likely to invest their efforts into their roles. This can lead to a stable workforce, as employees may be less inclined to leave for other job opportunities if they feel valued and secure in their positions. Additionally, a seniority system can simplify decision-making processes regarding promotions and raises. Employers can easily identify who has been with the company the longest and reward them accordingly, creating a clear path for advancement based on tenure.However, there are also significant drawbacks to this system. One major criticism is that it can lead to complacency among long-serving employees. If promotions and raises are guaranteed based on time served rather than performance, there may be little incentive for employees to continue improving their skills or contributing to the company's success. This can create a stagnation in innovation and productivity, as newer employees with fresh ideas may feel overlooked when compared to their more experienced counterparts.Furthermore, the seniority system can foster resentment among younger or newer employees who may feel that their contributions are undervalued simply because they have not been with the company as long. This can lead to a toxic work environment where employees are pitted against each other based on their tenure rather than their abilities or achievements. In some cases, this can even result in high turnover rates among talented individuals who seek workplaces that recognize merit over longevity.In conclusion, while the seniority system has its merits, it is essential for organizations to strike a balance between recognizing the value of experience and rewarding performance. Companies should consider implementing hybrid systems that incorporate both seniority and merit-based evaluations to ensure that all employees feel valued and motivated. By doing so, organizations can cultivate a dynamic and productive workplace that encourages growth and innovation while still honoring the commitment of long-serving employees. The challenge lies in finding the right approach that works for each unique organizational culture and workforce.

在世界许多工作场所中，seniority system（资历制度）的概念普遍存在。它指的是一种系统，在这种系统中，员工根据在公司或组织中的服务年限进行排名和奖励。这种方法有其优点和缺点，可能会对工作场所文化和员工士气产生重大影响。seniority system的一个主要好处是它促进了员工之间的忠诚。当员工知道他们的努力和奉献会随着时间得到认可时，他们更有可能投入精力到自己的角色中。这可以导致劳动力的稳定，因为如果员工感到被重视和安全，他们可能不太倾向于离开去寻找其他工作机会。此外，seniority system可以简化有关晋升和加薪的决策过程。雇主可以轻松识别出谁在公司工作时间最长，并相应地奖励他们，从而为基于任期的晋升创造明确的路径。然而，这种制度也存在显著的缺点。一个主要的批评是，它可能导致长期员工的自满。如果晋升和加薪是基于服务时间而非绩效的保证，那么员工可能几乎没有继续提高技能或为公司成功做出贡献的动力。这可能导致创新和生产力的停滞，因为拥有新想法的新员工在与经验丰富的同事相比时可能会感到被忽视。此外，seniority system可能会在年轻或新员工中引发怨恨，他们可能会觉得仅仅因为自己在公司工作的时间较短而没有受到重视。这可能导致一个有毒的工作环境，员工之间基于任期而非能力或成就进行竞争。在某些情况下，这甚至可能导致有才华的个人的高流失率，他们寻求那些重视业绩而非资历的工作场所。总之，虽然seniority system有其优点，但组织必须在认识到经验的价值和奖励绩效之间取得平衡。公司应考虑实施结合资历和基于绩效评估的混合系统，以确保所有员工都感到被重视和激励。通过这样做，组织可以培养一个充满活力和高效的工作场所，鼓励员工成长和创新，同时仍然尊重长期服务员工的承诺。挑战在于找到适合每个独特组织文化和劳动力的正确方法。