golden handshake

简明释义

去职补偿费

英英释义

例句

1.Many executives negotiate their contracts to include a golden handshake clause.

许多高管在合同中谈判加入离职补偿金条款。

2.The company offered him a golden handshake to encourage his early retirement.

公司给他提供了一笔离职补偿金以鼓励他提前退休。

3.The board decided to give the former manager a golden handshake as a token of appreciation.

董事会决定给予前经理一笔离职补偿金以示感谢。

4.After 30 years of service, the CEO received a generous golden handshake.

在服务了30年后，首席执行官获得了一笔丰厚的离职补偿金。

5.She was surprised by the size of her golden handshake after being laid off.

她对被裁员后获得的离职补偿金的数额感到惊讶。

作文

In the world of business and employment, the term golden handshake refers to a financial arrangement made between an employer and an employee upon the termination of their employment. This agreement typically involves a substantial sum of money that is paid to the employee as a form of severance. The concept of a golden handshake is often associated with high-ranking executives or employees who have been with a company for a significant period. The reasons behind such arrangements can vary; they might be due to downsizing, restructuring, or simply a mutual decision to part ways amicably.The rationale for implementing a golden handshake is multifaceted. For companies, offering a generous severance package can help maintain a positive public image and foster goodwill among remaining employees. It can also serve as a strategic move to avoid potential legal disputes that may arise from terminations. By providing a financial cushion, companies can ensure that former employees leave without resentment, which could otherwise lead to negative publicity or even lawsuits.From the perspective of the employee, a golden handshake can provide a much-needed safety net during a transitional period. Losing a job can be a stressful experience, and having a financial buffer can ease some of that burden. It allows individuals to take their time in finding a new position that suits their skills and career aspirations rather than rushing into the first available opportunity out of financial necessity.However, the practice of golden handshakes is not without its controversies. Critics argue that such arrangements can create disparities within a company. When lower-level employees are laid off without any severance or with minimal compensation, while executives walk away with large sums, it can lead to feelings of injustice and demoralization among staff. This disparity can erode trust in leadership and affect overall workplace morale.Moreover, there is the question of accountability. Some believe that golden handshakes can enable poor performance by allowing executives to leave without facing the consequences of their actions. If a leader makes decisions that ultimately harm the company, receiving a lucrative severance package might seem like a reward rather than a penalty. This can create a culture where accountability is diminished, and employees feel that they can act without repercussions.Despite these concerns, golden handshakes remain a common practice in many industries. They are often seen as a necessary evil in the corporate world, balancing the need for humane treatment of employees with the realities of business operations. As companies continue to navigate the complexities of workforce management, the role of golden handshakes will likely evolve, but their presence in the employment landscape seems assured.In conclusion, the concept of a golden handshake serves as a double-edged sword in the realm of employment. While it can provide financial security and peace of mind for departing employees, it can also foster inequality and raise questions about accountability within organizations. As with many aspects of business, the key lies in finding a balance that respects the needs of both the company and its employees. Understanding the implications of golden handshakes can help individuals navigate their careers more effectively, whether they are on the receiving end of such a package or involved in the decision-making process as employers.

在商业和就业的世界中，短语黄金握手指的是雇主与雇员在终止雇佣关系时达成的财务安排。这项协议通常涉及一笔可观的金额，作为离职补偿支付给雇员。黄金握手的概念通常与高层管理人员或在公司工作了很长时间的员工相关。此类安排背后的原因可能各不相同；它们可能是由于裁员、重组，或者仅仅是双方决定友好分开的结果。实施黄金握手的理由是多方面的。对于公司而言，提供慷慨的离职补偿可以帮助维护积极的公众形象，并在留任员工中培养良好的意愿。它还可以作为一种战略举措，以避免因解雇而可能引发的法律纠纷。通过提供经济缓冲，公司可以确保前雇员在没有怨恨的情况下离开，这样可能会导致负面宣传或甚至诉讼。从雇员的角度来看，黄金握手可以在过渡期间提供急需的安全网。失去工作可能是一个压力巨大的经历，而拥有经济缓冲可以减轻一些负担。它使个人能够在寻找适合其技能和职业抱负的新职位时花费时间，而不是因为经济需要而匆忙进入第一个可用的机会。然而，黄金握手的做法并非没有争议。批评者认为，这种安排可能会在公司内部造成差距。当低级别员工在被解雇时没有任何离职补偿或只有微薄的补偿，而高管却拿到大笔款项时，这可能导致员工感到不公。这种差距可能会侵蚀对领导层的信任，并影响整体工作场所士气。此外，还有问责的问题。一些人认为，黄金握手可能使糟糕的表现得到纵容，因为它允许高管在不面对自己行为后果的情况下离开。如果一位领导做出的决策最终损害了公司，获得丰厚的离职补偿可能看起来更像是一种奖励而不是惩罚。这可能会导致一种文化，员工觉得他们可以在没有后果的情况下行事。尽管存在这些担忧，黄金握手在许多行业中仍然是一种常见做法。它们通常被视为企业世界中的一种必要之恶，在人道对待员工的需求与商业运作的现实之间取得平衡。随着公司继续应对劳动力管理的复杂性，黄金握手的角色可能会发展，但它们在就业领域的存在似乎是确定的。总之，黄金握手的概念在就业领域作为一把双刃剑。虽然它可以为离职员工提供经济安全和内心平静，但它也可能助长不平等，并引发关于组织内部问责制的问题。与商业的许多方面一样，关键在于找到尊重公司和员工需求之间的平衡。理解黄金握手的含义可以帮助个人更有效地驾驭他们的职业生涯，无论他们是在接受此类补偿的一方，还是作为雇主参与决策过程。