2017年6月四级真题(第二套)答案解析
全文翻译

团队精神

A) 团队已经成为建构组织的基石。招聘广告总是说需要“具有团队精神的人”。商学院在评判学生时也会 考虑他们在团队项目中的表现。部门经理也会打破壁垒,鼓励团队建设。当然了,团队和文明一样古老:连耶稣 都有12个合作伙伴。(41) 但是,德勤最新发布的一项名为“全球人力资本趋势”的研究报告表明,固队合作的 热潮已经达到新的高度。这项研究调查了来自130多个国家的7000多名管理者,其中近一半的受访者说他们的 进行重组或即将开始重组;而大多数情况下,重组就意味着更加重视团队建设。

B) 各家公司都在摒弃传统的职能部门、组织员工构建跨领域团队,专注研究某些特定的产品、问题及客户 群。这些团队会获得更大的管理自身事务的权力。而且他们会花费更多的时间在相互合作上,而不是向上级汇 报。(38) 德勤认为一种新的组织形式正在形成:团队网络正在取代传统的等级体制。

C) 团队热潮受到一种观念的驱使,即组织人员的旧方法对于现代市场和员工期待来说都太过死板。技术创 新更加注重灵活性。全球电子产品生产巨头思科系统公司的总裁约翰·钱伯斯说“我们是在和市场转型竞争 而不是和对手竟争。(45) 过去,产品转型通常需要五到七年的时间;而现在只需要一到两年。”数字技术让人们 更容易协调活动,而不必诉诸等级制度。在发达国家,千禧一代即将占据市场上一半的劳动力,他们从幼儿园时 起就开始分组工作了。

D) 团队热潮也在从一些常规的企业(比如GE和IBM)蔓延至一些不太常规的企业。克利夫兰诊所是 家医院运营商,已将其医务人员重组为不同的治疗团队,专门负责特定的治疗领域;医院的咨询顾问、护理人 员和其他人员紧密合作,而不再像之前那样按照专业和等级被划分开。美国陆军也同样这么做。(37)在《团 对的团队》一书中，斯坦利*麦克利斯托尔将军描述了军队的等级制度是如何在伊拉克战争早期阻碍军事行 动的。他的建议是向正在与其战斗的反叛者们学习：将权力分散到自行运作的团队里。

E) 一个好的经验是,一旦将军们和医院管理者开始追随一种管理潮流,就是发问的时候了。伊利诺伊州 凯洛格管理学院的利·汤姆森警告说,“团队并不能解决所有问题————团队可能会产生一个人独立工作时不 会有的洞察力、创造力和知识;但是,团队合作也会导致混乱、延期和错误的决断”。(43)哈佛大学已故的 理查德·汉克曼曾经表示, “毫无疑问,当你拥有一个团队的时候,确实有产生奇迹的可能性,可能会创造出一些 不同凡响的东西…但是不要完全指望它。”

F) 汉克曼(于2013年去世)提到,团队受到相互配合与动机所产生问题的影响,而这会损害合作带来的好 处。团队中能干的人被迫工作,他们的价值可能会被低估,而不劳而获者还被赋予权力。团体思维也许是不可 避免的。在一项针对120个高级经理人团队进行的研究中,他发现,理应属于同一团队的成员中,只有不到10% 的人对于谁真正属于这个团队没有异议。(42) 如果定义团队的成员身份就已经足够困难,那么,在团队目标上 达成一致会更难。

G) 劳动力的深刻变化让团队更难管理。(40) 如果团队威员拥有强有力的共同文化,那么团队表现得最 好。不过这一点很难做到,因为现在的情况是,在很多大公司里,很大一部分员工是临时的合同工。提高团队合 作能力需要时间:美国国家运输安全委员会发现,它的民航数据库中有73%的事故发生在机组人员一起飞行的 首日。不过,正如哈佛的艾米·埃德蒙森所说,各组织越来越多地将“团队”用作动词而非名词:它们为了特定的 目的组建团队,然后又很快将其解散。

H) 从这项研究中,我们至少可以得出这样的结论:公司要更加努力地思考团队管理了。(36)它们不能感 情用事：最成功的团队的领导者们能够设定总体方向，并能果断采取行动。他们需要让团队保持小而专：屈服于压 力从而变得更“包容”一定意味着功能失调。亚马逊老板杰夫·贝佐斯说,“如果我看到午餐超过两个比萨,这个 团队就太大了。”他们要预防国队的群体性思维;哈克曼认为最好的团队一定有“离经叛道者”,他们喜欢做些让 别人难受的事情。

I) (44) 家具生产商斯尔卡斯也做咨询业务,他对17个国室的12000名员工做了一项新研究,发现确保 员工“投入”的最好方式是赋予他们更多的权力来掌控自已在哪里以何种方式工作————这可能意味着让他们摆 脱了凡事必须与他人合作的限制。

J) 但是,比起如何更好地管理团队,组织机构需要学习更重要的事:他们需要习惯性地反问自己,团队是否 是完成这项工作的最佳工具。团队建设的技巧很稀缺:德勒的报告指出,在他们联系的管理人员中,只有12%的 觉得他们理解人们在团队网络中协同工作的方式,只有21%的人确信他们有组建跨职能团队的能力。(39) 管理宽松的团队会分散注意————员工通常会抱怨他们完成不了工作,因为他们被迫花费了太多的时间开会， 或者被迫在喧闹的办公室工作。即便在开放式办公室和社交网络的时代,某些工作最好还是留给个人来做。

详解详析

36. Successful team leaders know exactly where the team should go and are able to take prompt action.

(译文)成功的团队领导 者们清楚地知道团队的发展 方向,并能果断采取行动。

(定位)由题干中的 Successful team leaders 和 take prompt action定位到 原文画线处。

H) The least that can be concluded from this research is that companies need to think harder about managing teams. They need to rid their minds of sentimentalism (感情用事): the most successful teams have leaders who are able to set an overall direction and take immediate action. They need to keep teams small and focused: giving in to pressure to be more “inclusive” is a guarantee of dysfunction. Jeff Bezos, Amazon’s boss, says that “If I see more than two pizzas for lunch, the team is too big.” They need to immunise teams against group-thin: Hackman argued that the best ones contain “deviant” (离经叛道者) who are willing to do something that may be upsetting to others.

详解) H)段第一句提到,公司需要好好思考一下团队管理的问题。接着,定位句就团队管理问题向管理者 提出了要求,即能够设定总体方向,并能果断采取行动。题干中的 where the team should go对应原文中的an overall direction; prompt对应原文中的 immediate,题干是对定位句的同义转述,故答案为H)。

37. Decentralisation of authority was also found to be more effective in military operations.

(译文)在军队管理中,分 散权力也被认为是更有效的 方法。

(定位)由题干中的 Decentralisation 和 authority 定位到原文画线处。

D) The fashion for teams is also spreading from the usual corporate suspects (such as GE and IBM) to some more unusual ones. The Cleveland Clinic, a hospital operator, has reorganised its medical staff into teams to focus on particular treatment areas: consultants, nurses and others collaborate closely instead of being separated by specialty (专业的) and rank. The US Army has gone the same way. In his book, Team of Teams, General Stanley McChrystal describes how the army’s hierarchical structure hindered its operations during the early stages of Iraq war. His solution was to learn something from the rebels it was fighting: decentralizing authority to self-organising teams.

(详解)定位句提到,在伊拉克战争初期,军队的等级制度阻碍了军队的运行管理,紧接着作者提出 斯坦利·麦克里斯托尔将军给出的解决方法是学习叛乱者,将权力分散到团队之中。综合以上两句可以推 断,将权力分散是一种更加有效的管理军队的方法,故答案为D)。

38. In many companies, the conventional form of organisation is giving way to a network of teams.

(译文)在许多公司里,传统的组织 形式正在被团队网络所代替。

(定位)由题干中的 conventional form和 a network of teams定位到原 文画线处。

B) Companies are abandoning conventional functional departments and organising employees into cross-disciplinary teams that focus on particular products, problems or customers. These teams are gaining more power to run their own affairs. They are also spending more time working with each other rather than reporting upwards. Deloitte argues that a new organizational form is on the rise: a network of teams is replacing the conventional hierarchy (等级体制).

(详解)B段前几句提到很多公司正在弃传统的职能部门,建立一些跨领域团队,在这些特定的团队中 工有更大的自主权,花费更多时间相协作面不是受到等级体制的限制需向上级报因此,在许多公 司出现了这样一种新型组织形式即团队网络正在取代传统的等级体制的组织形式,题于中的 giving way to是对原文中 replacing的同义替换,故答案为B)。

39. Members of poorly managed teams are easily distracted from their work.

(译文)在管理不佳的团 队中,成员更容易不专心 工作。

(定位)由题干中的 poorly managed teams和 distracted定位到原文画 线处。

J) However, organisations need to learn something bigger than how to manage teams better: they need to be in the habit of asking themselves whether teams are the best tools for the job. Team- building skills are in short supply: Deloitte reports that only 12% of the executives they contacted feel they understand the way people work together in the networks and only 21% feel confident in their ability to build cross-functional teams. Loosely managed teams can become hotbeds of distraction— employees routinely complain that they can’t get their work done because they are forced to spend too much time in meetings or compelled to work in noisy offices. Even in the age of open-plan offices and social networks some work is best left to the individual.

(详解) 定位句提到管理宽松的团队可能会变成分散注意力的温床,员工也会常常抱怨工作做不完,因为会 议太多,工作环境太嘈杂。题干中的 poorly managed teams对应原文中的 Loosely managed teams; distracted对应原文中的 distraction,故答案为J)。

40. Teamwork is most effective when team members share the same culture.

(译文)当团队成员拥有 相同文化时,团队合作最 高效。

(定位)由题干中的 members 和 share the same culture 定位到原文画线处。

G) Profound changes in the workforce are making teams trickier to manage. Team work best if their members have a strong common culture. This is hard to achieve when, as is now the case in many big firms, a large proportion of staff are temporary contractors. Teamwork improves with time: America’s National Transportation Safety Board found that 73% of the incidents in its civil-aviation database occurred on a crew’s first day of flying together. However, as Amy Edmondson of Harvard points out, organisations increasingly use “team” as a verb rather than a noun: they form teams for specific purpose and then quickly disband them.

(详解) G)段开头提到,劳动力的深刻变化让团队更加难以管理。接着定位句解释说,当团队成员拥有强有 力的共同文化时,团队协作的效果才是最好的。题干是对定位句的同义转述,故答案为G)。

41. According to a report by Deloitte, teamwork is becoming increasingly popular among companies.

(译文)根据德勤的报告 团队合作在公司中正日益 流行。

(定位)由题干中的 report 和 Deloitte定位到原文画 线处。

A) Teams have become the basic building blocks of organisations. Recruitment advertisements routinely call for “team players”. Business schools grade their students in part on their performance in group projects. Office managers knock down walls to encourage team building. Teams are as old as civilisation, of course: even Jesus had 12 co-workers. But a new report by Deloitte, “Global Human Capital Trends”, based on a survey of more than 7,000 executive in over 130 countries, suggests that the fashion for teamwork has reached a new high. Almost half of those surveyed said their companies were either in the middle of restructuring or about to embark on（开始) it; and for the most part , restructuring meant putting more emphasis on teams.

(详解) A)段首句提到,团队已经成为建构组织的基石。接着,作者又提到招聘广告、商学院评价学生、经理 进行团队建设等来说明团队的重要性和普遍性。定位句中提到德勤公司的研究报告表明,团队合作的热潮已 经达到新的高度。题干中的 becoming increasingly popular对应原文中的 has reached a new high,故答案为A)。

42. Some team members find it hard to agree on questions like membership and the team’s purpose.

(译文)一些团队成员发现很难在 成员身份和团队目标方面达成一致。

(定位)由题干中的 membership 和 purpose定位到原文画线处。

F) Hackman（who died in 2013) noted that teams are hindered by problems of co-ordination and motivation that chip away at the benefits of collaboration. High –flyers (能干的人) who are forced to work in teams may be undervalued and free-riders empowered. Group-think may be unavoidable. In a study of 120 teams of senior executives, he discovered that less than 10% of their supposed members agreed on who exactly was on the team. If it is hard enough to define a team’s membership, agreeing on its purpose is harder still.

(详解) F)段倒数第二句介绍了一项针对企业高管的研究,发现能够在确认成员身份时达成一致意见的只 占不到10%,比例非常低,因此对于一些成员来讲,这是很困难的事情。定位句得出结论,如果定义团队的成 员身份已经足够困难,那么,在团队目标上达成一致会更难。题干是对定位句的同义转述,故答案为F)。

43. Some scholars think teamwork may not always be reliable, despite its potential to work wonders.

(译文)一些学者认为,团队合 作或许不总是可靠的,尽管它有 创造奇迹的潜力。

(定位)由题干中的 not always be reliable和 work wonders定 位到原文画线处。

E) A good rule of thumb is that as soon as generals and hospital administrators jump on a management bandwagon (追随一种管理潮流), it is time to ask questions. Leigh Thompson of Kellogg School of Management in Illinois warns that, “Team are not always the answer—teams may provide insight, creativity and knowledge in a way that a person working independently cannot; but teamwork may also lead to confusion, delay and poor decision-making.” The late Richard Hackman of Harvard University once argued, “I have no question that when you have a team, the possibility exists that it will generate magic, producing something extraordinary… But don’t count on it.”

(详解) 定位句提到,已故学者理查德·汉克曼认为,团队确实有产生奇迹的可能性,但我们不能指望它。由 此可推断出,这位学者认为团队并不总是可靠的。题干中的 not always be reliable对应原文中的don' t count onit; work wonders对应原文中的 generate magie,故答案为E)。

44. To ensure employees’ commitment, it is advisable to give them more flexibility as to where and how they work.

(译文)为了确保员工专心工作,公司应该给予 employees are"engaged is to give them m 他们较大的灵活性来选择在哪里工作和如何工作。

(定位)由题干中的 ensure和 where and how they work定位到原文画线处。

I) A new study of 12,000 workers in 17 countries by Steelcase, a furniture-maker which also does consulting, finds that the best way to ensure employees are “engaged” is to give them more control over where and how they do their work—which may mean liberating them from having to do everything in collaboration with others.

(详解)定位段提到,家具生产商斯蒂尔卡斯的一项新研究发现,确保员工“投入”的最好方式是赋予他们更 多的权力来掌控自己在哪里以何种方式工作。采用这种方式,员工不必凡事都与他人合作。题干中的 employees commitment是对原文中 employees are" engaged的同义转述; more newbility对应原文中的 more control题干是对该段的总结,故答案为I)。

45. Product transitions take much less time now than in the past.

(译文)和过去相比,现 在产品转型花费的时间 更少。

(定位) 由题干中的 Product transitions定位 到原文画线处。

C) The fashion for teams is driven by a sense that the old way of organising people is too rigid for both the modern marketplace and the expectations of employees. Technological innovation places greater value on agility (灵活性). John Chambers, chairman of Cisco System Inc., a worldwide leader in electronics products, says that “we compete against market transitions (过渡), not competitors. Product transitions used to take five or seven years; now they take one or two.” Digital technology also makes it easier for people to co-ordinate their activities without resorting to hierarchy. The “millennials” (千禧一代) who will soon make up half the workforce in rich countries were raised from nursery school onwards to work in groups.

(详解) C)段第三句提到思科系统公司总裁对于竞争的看法，即他们是和市场转型竞争，而不是与对手竞 争。然后接下来继续说明，在过去产品转型通常需要五到七年时间，而现在只需要一到两年。由此可见，和从 前相比，产品转型的时间缩短了很多。题干是对定位句的归纳，故答案为C)。