sacking

简明释义

英[ˈsækɪŋ]美[ˈsækɪŋ]

v. （非正式）解雇；劫掠；擒杀（四分卫）；把……装入袋子（sack 的现在分词）

n. 粗麻布（等于 sackcloth）；解雇；洗劫

复 数 s a c k i n g s

英英释义

单词用法

同义词

反义词

例句

1.Those who are kept on beyond that age must be given six months' notice of any attempt to “retire”them, lest it be used as a cover for sacking.

在引退那些65岁以上的人之前，必须提前6个月发通知，以免以此作为解雇的借口。

2.He said, I think sacking the manager is not a solution.

他说：“我认为炒掉主帅根本解决不了问题。”

3.Then there would be an inquiry, the sacking of my room.

他们一定要调查，要来搜索我的房间。

4.In 2005 Franz munterfering, a German politician, described them as "locusts", intent on sacking workers and making a quick euro.

在2005年，德国政客Franz munterfering将他们描述为“蝗虫(贪婪，破坏)”，他们只想让员工下岗，让自己赚取快钱。

5.Part-time Job 'When my son was a hign-school sophomore, he got a part-time job sacking groceries at a supermarket.

我儿子在一所中学读二年级时，在一家超级市场找到了一份包装商品的业余工作。

6.WHAT I can't really forgive is that General MacChrystal prefers Bud to Bordeaux, though that's not a sacking offence in itself.

我无法原谅的是，MacChrystal将军比起波尔多葡萄酒来更喜欢百威啤酒，虽然这本身并不是值得解职的罪行。

7.She was devastated by her unexpected sacking 解雇 from the firm.

她对自己意外的sacking 解雇感到非常沮丧。

8.His sacking 解雇 came as a shock to the entire team.

他的sacking 解雇令整个团队感到震惊。

9.The company announced the sacking 解雇 of several employees due to budget cuts.

公司宣布由于预算削减，几名员工被sacking 解雇。

10.After a series of poor performances, the coach faced the possibility of sacking 解雇.

在一系列糟糕的表现后，教练面临着被sacking 解雇的可能性。

11.The manager justified the sacking 解雇 by citing repeated misconduct.

经理通过引用多次不当行为来证明这次sacking 解雇是合理的。

作文

The term sacking refers to the act of dismissing someone from their job, often abruptly and without much warning. In the world of business, sacking can have significant implications not only for the individual being let go but also for the organization as a whole. Understanding the reasons behind sacking is crucial for employees and employers alike, as it sheds light on workplace dynamics and the importance of performance management.In many cases, sacking occurs due to poor performance. Employers expect their employees to meet certain standards and contribute positively to the company’s goals. When an employee consistently fails to meet these expectations, it may lead to their eventual dismissal. This situation can be particularly challenging for both parties involved. The employee may feel demoralized and frustrated, while the employer must navigate the difficult task of letting someone go.Another common reason for sacking is misconduct. This can range from minor infractions, such as repeated tardiness, to serious violations like theft or harassment. Organizations often have policies in place to address misconduct, and if an employee violates these rules, they may face disciplinary action, including sacking. It is essential for companies to maintain a safe and respectful work environment, and taking action against misconduct is a critical aspect of that responsibility.Moreover, economic factors can also lead to sacking. During times of financial hardship, companies may need to downsize their workforce to cut costs. This type of sacking is often termed a layoff, and it can be particularly devastating for employees who may not have done anything wrong but find themselves out of work due to circumstances beyond their control. In such cases, organizations typically provide severance packages or assistance in finding new employment to help ease the transition for affected employees.The emotional impact of sacking should not be underestimated. For the individual who is let go, it can lead to feelings of inadequacy, anxiety, and uncertainty about the future. Losing a job can disrupt one’s financial stability and affect personal relationships. Therefore, it is crucial for individuals who experience sacking to seek support from friends, family, or professional counselors to navigate this challenging time.On the other hand, employers must also consider the ramifications of sacking on team morale. When one employee is dismissed, it can create a ripple effect within the organization. Remaining employees may feel insecure about their own positions, leading to decreased productivity and engagement. To mitigate these effects, it is vital for leaders to communicate openly about the reasons for sacking and reassure the team about their value to the organization.In conclusion, sacking is a complex issue that involves various factors, including performance, misconduct, and economic conditions. Both employees and employers must understand the implications of sacking and approach it with sensitivity and care. By fostering a positive work environment and addressing issues proactively, organizations can reduce the likelihood of sacking and create a culture of continuous improvement and support. Ultimately, the goal should be to empower employees to succeed and thrive in their roles, minimizing the need for such drastic measures as sacking.

这个词“sacking”指的是将某人从工作中解雇的行为，通常是突然的且没有太多警告。在商业世界中，“sacking”不仅对被解雇的个人有重大影响，也对整个组织产生重要影响。理解“sacking”的原因对于员工和雇主来说都至关重要，因为这揭示了工作场所的动态以及绩效管理的重要性。在许多情况下，“sacking”发生是因为表现不佳。雇主期望员工达到某些标准，并积极为公司的目标做出贡献。当一名员工持续未能满足这些期望时，最终可能导致他们被解雇。这种情况对双方来说都可能非常具有挑战性。员工可能会感到士气低落和沮丧，而雇主则必须面临解雇某人的艰难任务。另一个常见的被解雇原因是失职。这可以从轻微的违规行为（如经常迟到）到严重的违规行为（如盗窃或骚扰）不等。组织通常会制定政策来处理失职，如果员工违反这些规则，他们可能会面临纪律处分，包括“sacking”。公司维护安全和尊重的工作环境是至关重要的，因此对失职采取行动是这一责任的重要方面。此外，经济因素也可能导致“sacking”。在财务困难时期，公司可能需要裁减员工以削减成本。这种类型的“sacking”通常被称为裁员，对于那些可能没有做错任何事情但由于超出自己控制范围的情况而失去工作的员工来说，这可能特别毁灭性。在这种情况下，组织通常会提供遣散费或帮助寻找新工作的支持，以帮助受影响的员工顺利过渡。“sacking”的情感影响不容小觑。对于被解雇的个人来说，这可能导致自卑、焦虑和对未来的不确定感。失去工作可能会破坏个人的财务稳定性，并影响人际关系。因此，经历“sacking”的个人寻求朋友、家人或专业顾问的支持，以应对这一挑战时期是至关重要的。另一方面，雇主也必须考虑“sacking”对团队士气的影响。当一名员工被解雇时，可能会在组织内产生连锁反应。剩余员工可能会对自己的职位感到不安，从而导致生产力和参与度下降。为了减轻这些影响，领导者必须就“sacking”的原因进行开放沟通，并向团队保证他们对组织的价值。总之，“sacking”是一个复杂的问题，涉及多种因素，包括表现、失职和经济状况。员工和雇主都必须理解“sacking”的影响，并以敏感和谨慎的态度对待它。通过培养积极的工作环境并主动解决问题，组织可以减少“sacking”的可能性，并创造一个持续改进和支持的文化。最终，目标应该是赋予员工在其角色中成功和发展的能力，尽量减少像“sacking”这样的极端措施的必要性。