understrength

简明释义

英[ˌʌndəˈstreŋθ]美[ˈʌndərˌstreŋθ]

adj. 力量不足的；人员不足的，兵员不足的

英英释义

单词用法

同义词

反义词

例句

1.Also, the... telephone... is not working, and the escort is both understrength and new.

同样，电话没有工作，护卫队既力量不足又新。

2.Also, the... telephone... is not working, and the escort is both understrength and new.

同样，电话没有工作，护卫队既力量不足又新。

3.Our project is understrength because we haven't been able to hire enough engineers.

我们的项目人手不足，因为我们还没有能够雇佣足够的工程师。

4.The staff shortage has left the hospital understrength, impacting patient care.

员工短缺使医院处于人手不足的状态，影响了病人的护理。

5.The team is currently operating at an understrength level, which is affecting our productivity.

这个团队目前在人手不足的情况下运作，这影响了我们的生产力。

6.Due to recent layoffs, the department is understrength and struggling to meet deadlines.

由于最近的裁员，部门目前人手不足，难以按时完成任务。

7.The military unit was declared understrength after losing several soldiers in combat.

该军事单位在战斗中失去了几名士兵后被宣布为人手不足。

作文

In today's fast-paced world, organizations often face various challenges that can impact their overall performance. One such challenge is having a workforce that is understrength, which means that the number of employees available is less than what is needed for optimal functioning. This situation can arise due to several factors, including high turnover rates, budget constraints, or unexpected circumstances such as illness or emergencies. When a team is understrength, it can lead to increased workloads for the remaining employees, decreased morale, and ultimately, a decline in productivity.The implications of an understrength workforce are far-reaching. For instance, when departments are not adequately staffed, it can result in delays in project completion, lower quality of work, and even missed deadlines. Employees who are already stretched thin may feel overwhelmed, leading to burnout and further attrition. This cycle can create a vicious loop where the organization finds it increasingly difficult to maintain its operational standards.To address the issue of being understrength, organizations must first identify the root causes of their staffing shortages. This could involve conducting employee satisfaction surveys to understand why staff members are leaving or assessing the hiring processes to ensure they are efficient and effective. Once the underlying issues are identified, companies can take proactive steps to rectify them. For example, offering competitive salaries, improving workplace culture, and providing opportunities for career advancement can help retain existing employees and attract new talent.In addition to addressing retention, organizations should also consider developing a robust recruitment strategy. This includes not only filling current vacancies but also anticipating future needs based on projected growth or changes in the market. By being proactive, companies can avoid situations where they find themselves understrength during critical periods.Moreover, organizations can implement flexible working arrangements to better accommodate their employees. Remote work options, flexible hours, and job-sharing can enhance employee satisfaction and make positions more appealing to potential candidates. In doing so, businesses can reduce the risk of being understrength by ensuring they have a diverse pool of applicants to choose from.Training and development programs are another essential aspect of combating the effects of an understrength workforce. By investing in employee training, organizations can equip their teams with the necessary skills to handle increased responsibilities when the team is short-staffed. This not only helps in maintaining productivity but also boosts employee confidence and engagement.In conclusion, having an understrength workforce poses significant challenges for organizations. However, by understanding the causes and taking strategic actions to improve retention and recruitment, companies can mitigate these issues. A well-staffed team leads to higher morale, better productivity, and ultimately, greater success in achieving organizational goals. Therefore, it is crucial for leaders to prioritize workforce management to ensure they are never caught in a situation where they are understrength.

在当今快节奏的世界中，组织往往面临各种挑战，这些挑战会影响其整体表现。其中一个挑战是员工队伍的不足，这意味着可用的员工人数少于最佳运作所需的人数。这种情况可能由于多种因素引起，包括高流失率、预算限制或突发情况，如疾病或紧急情况。当一个团队处于不足状态时，可能导致剩余员工的工作负担增加、士气下降，最终导致生产力下降。员工队伍不足的影响是深远的。例如，当部门没有足够的人员配置时，可能导致项目完成延迟、工作质量降低，甚至错过截止日期。已经感到压力的员工可能会感到不堪重负，导致倦怠和进一步的离职。这种循环可能形成一个恶性循环，使组织越来越难以维持其运营标准。为了解决员工队伍不足的问题，组织必须首先确定人员短缺的根本原因。这可能涉及进行员工满意度调查，以了解员工离开的原因，或评估招聘流程，以确保其高效有效。一旦识别出潜在问题，公司可以采取积极措施来纠正它们。例如，提供具有竞争力的薪水、改善工作场所文化和提供职业发展机会，可以帮助留住现有员工并吸引新的人才。除了应对留任外，组织还应考虑制定强有力的招聘策略。这不仅包括填补当前空缺，还包括根据预计增长或市场变化来预测未来需求。通过主动出击，公司可以避免在关键时期处于不足的情况。此外，组织可以实施灵活的工作安排，以更好地满足员工的需求。远程工作选项、灵活的工作时间和职位共享可以提高员工满意度，并使职位对潜在候选人更具吸引力。通过这样做，企业可以降低处于不足状态的风险，确保他们拥有多样化的候选人库可供选择。培训和发展计划是应对员工队伍不足影响的另一个重要方面。通过投资员工培训，组织可以为团队提供必要的技能，以在人员短缺时处理增加的责任。这不仅有助于维持生产力，还提升了员工的信心和参与感。总之，员工队伍的不足给组织带来了重大挑战。然而，通过了解原因并采取战略行动来改善留任和招聘，公司可以减轻这些问题。一个人员齐全的团队可以提高士气、增强生产力，并最终在实现组织目标方面取得更大的成功。因此，领导者必须优先考虑人力资源管理，以确保他们永远不会陷入不足的境地。