研究生英语综合教程第一单元课文翻译
研究生英语综合教程崔校平Unit1课文翻译
MangoThe mango is native to Southern Asia, especially Burma and Eastern India. It spread early on to Malaya, Eastern Asia and Eastern Africa. Mangos were introduced to California (Santa Barbara)in 1880.芒果原产于亚洲南部，特别是缅甸和印度东部。
它很早就传播到马来亚、东亚和东非。
1880年，芒果被引入加利福尼亚（圣巴巴拉）。
The mango exists in two races, one from India and the other from the Philippines and Southeast Asia. The Indian race is intolerant of humidity, has flushes of bright red new growth that are subject to mildew, and bears monoembryonic fruit of high color and regular form. The Philippine race tolerates excess moisture, has pale green or red new growth and resists mildew. Its polyembryonic fruit is pale green and elongated kidney-shaped.芒果有两个种族，一个来自印度，另一个来自菲律宾和东南亚。
印度种族不耐潮湿，新长出的果实呈鲜红色，容易发生霉变，结出的单胚果颜色高亮，形状规则。
它的多胚胎果实为淡绿色，拉长的肾形。
Mangos basically require a frost-free climate. Flowers and small fruit can be killed if temperatures drop below 40'F,even for a short period. Young trees may be seriously damaged if the temperature drops below 30'F,but mature trees may withstand very short periods of temperatures as low as 25'F.The mango must have warm, dry weather to set fruit. Mangos luxuriate in summer heat and resent cool summer fog. Wet,humid weather favors anthracnose and poor fruit set.芒果需要在无霜气候下生长。
unit1_硕士英语综合教程_课文翻译
Unit 11 Intel does it. So does Microsoft, Motorola, W. L. Gore & Associates, Southwest Airlines, Ben & Jerry’s Homemade, Hewlett-Packard, Lincoln Electric, and Starbucks. What is it? These companies pursue “people-first” strategies.英特尔公司奉行它。
微软、摩托罗拉、戈尔、西南航空公司、班杰瑞、惠普、林肯电气以及星巴克也都奉行它。
它是什么？它就是这些公司所奉行的“以人为本”的策略。
(Para. 2a) There is an increasing amount of evidence that successful organizations put people first. Why? Astute managers have come to learn that their organization’s employees are its only true competit ive advantage. Competitors can match most organizations’ products, processes, locations, distribution channels, and the like.越来越多的例子证明，成功的组织都是以人为本的。
为什么？因为精明的经理人们已经认识到他们企业的员工才是它们唯一真正的竞争优势。
竞争者可以在产品、工艺、选址、销售渠道等诸多方面与其不相上下，(Para. 2b)But what’s far more difficu lt to emulate is a workforce made up of highly knowledgeable and motivated people. The characteristic that differentiates successful companies from their less successful counterparts in almost every industry is the quality of the people they’re able to get and keep.但却很难效仿的是拥有一支由专业素质高和工作动机强的人组成的劳动力队伍。
研究生英语综合教程(上)课文翻译
研究生英语综合教程(上)课文翻译研究生英语综合教程(上)课文翻译在《研究生英语综合教程(上)》中，我们学习了许多有关英语的重要知识和技巧。
本课文将对其中一篇文章进行翻译，以帮助读者更好地理解和掌握英语。
标题：Understanding the Importance of Effective Communication in Business在商业领域，有效沟通的重要性不言而喻。
它是公司内部和公司之间顺利运作的关键。
只有通过清晰、准确的沟通，企业才能建立良好的工作环境，避免误解和冲突，提高工作效率。
首先，有效沟通有助于建立和维护良好的团队合作。
在一个团队中，成员之间需要相互协调、密切合作，才能共同完成任务。
如果沟通不畅或存在误解，团队成员之间会出现分歧和摩擦，导致项目延误或失败。
因此，在商业环境中，有能力以明确、及时的方式与团队成员进行沟通，是非常重要的。
其次，有效沟通有助于建立信任和良好的领导关系。
在一个组织中，领导者需要与下属建立稳固的信任基础，以便有效地领导团队。
通过有效的沟通，领导者能够确保他们的意图和要求被清楚地传达给下属，同时也能够聆听下属的观点和反馈。
这种开放和透明的沟通方式有助于建立积极的工作环境，从而提高员工的工作动力和满意度。
有效沟通还是处理客户关系的关键。
好的客户关系是公司成功的关键因素之一。
通过与客户进行真实、准确的沟通，企业能够更好地了解客户的需求和期望，并及时解决问题和提供支持。
通过与客户建立的有效沟通，企业能够树立良好的企业形象，树立信任感，并获得客户的长期支持。
总之，理解和掌握有效沟通在商业环境中的重要性至关重要。
无论是在团队合作、领导关系还是客户关系中，只有通过清晰、准确的沟通才能实现良好的合作，避免冲突和误解，并取得成功。
因此，我们应该不断提高自己的沟通技巧，以应对不同的商业场景，并为自己的职业生涯发展打下坚实的基础。
以上就是对《研究生英语综合教程(上)》中的一篇课文的翻译。
研究生英语综合教程课文翻译+原文
课文原文1-7 Unit 1 The Hidden Side of Happiness1 Hurricanes, house fires, cancer, whitewater rafting accidents, plane crashes, vicious attacks in dark alleyways. Nobody asks for any of it. But to their surprise, many people find that enduring such a harrowing ordeal ultimately changes them for the better.Their refrain might go something like this: "I wish it hadn't happened, but I'm a better person for it."1飓风、房屋失火、癌症、激流漂筏失事、坠机、昏暗小巷遭歹徒袭击，没人想找上这些事儿。
但出人意料的是，很多人发现遭受这样一次痛苦的磨难最终会使他们向好的方面转变。
他们可能都会这样说:“我希望这事没发生，但因为它我变得更完美了。
”2 We love to hear the stories of people who have been transformed by their tribulations, perhaps because they testify to a bona fide type of psychological truth, one that sometimes gets lost amid endless reports of disaster: There seems to be abuilt-in human capacity to flourish under the most difficult circumstances. Positive responses to profoundly disturbing experiences are not limited to the toughest or the bravest.In fact, roughly half the people who struggle with adversity say that their lives subsequently in some ways improved.2我们都爱听人们经历苦难后发生转变的故事，可能是因为这些故事证实了一条真正的心理学上的真理，这条真理有时会湮没在无数关于灾难的报道中:在最困难的境况中，人所具有的一种内在的奋发向上的能力会进发出来。
研究生英语综合教程UNIT1课文及翻译(含汉译英英译汉)PDF版
UNIT11. Recently, one of us had the opportunity to speak with a medical student about a research rotation that the student was planning to do. She would be working with Dr. Z, who had given her the project of writing a paper for which he had designed the protocol, collected the data, and compiled the results. The student was to do a literature search and write the first draft of the manuscript. For this she would become first author on the final publication. When concerns were raised about the proposed project, Dr. Z was shocked. "l thought I was doing her a favor," he said innocently, "and besides, I hate writing!"2. Dr. Z is perhaps a bit naive. Certainly, most researchers would know that the student's work would not merit first authorship. They would know that "gift" authorship is not an acceptable research practice. However, an earlier experience in our work makes us wonder. Several years ago, in conjunction with the grant from the Fund for the Improvement of Pott Secondary Education (FIPSE), a team of philosophers and scientists at Dartmouth College 2 ran a University Seminar series for faculty on the topic "Ethical Issues in scientific Research."At one seminar, a senior researcher (let's call him Professor R) argued a similar position to that of Dr. Z. In this case Professor R knew that "gift" authorship, authorship without a significant research contribution, was an unacceptable research practice. However, he had a reason to give authorship to his student.The student had worked for several years on a project suggested by him and the project had yielded to publishable data. Believing that he had a duty to the student to ensure a publication, Professor R had given the student some data that he himself had collected and told the student to write it up. The student had worked hard, he said, albeit on another project, and the student would do the writing. Thus, he reasoned, the authorship was not a "gift."3. These two stories point up a major reason for encouraging courses in research ethics: Good intentions do not necessarily result in ethical decisions. Both of the faculty members in the above scenarios "meant well." In both cases, the faculty members truly believed that what they were doing was morally acceptable. In the first case, Dr. Z's indefensible error was that he was unaware of the conventions of the field.In particular, he seemed blissfully oblivious to the meaning of first authorship. In the second case, Professor R was do ng what he thought best for the student without taking into consideration that moral. ty is a public system and that his actions with regard to a single student have public consequences for the practice of science as a profession.4. Well-meaning scientists, such as those just mentioned, can, with the best of intentions, make unethical decisions. In some cases, such decisions may lead individuals to become embroiled in cases of 1. 最近，我们当中的一员有机会与一名医科学生谈论她正计划要做的一个实验室轮转项目。
研究生英语综合教程(上)课文完整翻译
Unit One核心员工的特征大卫·G．詹森1核心员工究竟是什么样子的?几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
我请一位客户——一位正参与研究的人事部经理，给我解释一下。
“每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”他说，“他们对我的公司而言不可或缺。
当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不想失去的员工。
我们只招募核心员工。
”2这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
他们想从另一家公司招募核心员工。
然而，每家公司也从新人中招人。
他们要寻找的是完全一样的东西。
“我们把他们和公司顶级员工表现出的特质进行对照。
假如他们看起来有同样特征的话，我们就在他们身上赌一把。
”只是这样有点儿冒险。
3“这是一种有根据的猜测，”我的人事经理客户说。
作为未来的一名员工，你的工作是帮助人事部经理降低这种风险，你需要帮助他们认定你有潜力成为一名核心员工。
4特征1：无私的合作者职业顾问和化学家约翰·费策尔最早提出了这个特征。
关于这个特征，人们已经写了大量的文章。
它之所以值得被反复谈及，是因为这一特征是学术界和企业间最明显的差别。
“这里需要合作，”费策尔说，“企业的环境并不需要单打独斗，争强好胜，所以表现出合作和无私精神的员工就脱颖而出了。
在企业环境中，没有这样的思维方式就不可能成功。
”5许多博士后和研究生在进行这种过渡的过程中表现得相当费力。
因为生命中有那么长一段时间他们都在扮演一个独立研究者的角色，并且要表现得比其他年轻的优秀人才更出色。
你可以藉此提高在公司的吸引力：为追求一个共同的目标和来自其他实验室和学科的科学家们合作——并且为你的个人履历上的内容提供事迹证明。
这个方法，加上你在描述业绩时开明地使用代词“我们”，而不是“我”，能使公司对你的看法从“单干户”转变成“合作者”。
21世纪研究生英语综合教程 1到8单元课后翻译及答案
综合教程（一）（第一单元到第八单元）一、A. English to Chinese由于殖民地与许多海外地区的大量贸易，所有欧洲的重要商业国及其在西半球的附属国的金银铸币在北美东海岸都可以自由交易。
由于法律不允许英国货币从英国流向殖民地，相比之下，西班牙货币显得更加重要。
这些货币在墨西哥城几利马铸造，再流入西班牙殖民地。
西班牙币在殖民地被普遍使用，以至这种货币最终成为美国的货币单位。
虽然早在1652 年马萨诸塞首先铸造低含金量的硬币，但殖民地最后转而用纸币来提高短缺且不可靠的货币供给。
著名人士的期票与签发给英国商人的汇票在几个月内就能顺利转手。
此外，各殖民地的财政部门开始在税收前签发期票，同时向城镇官员下达书面命令，要求当地店铺履行付款义务，如其他可转让的单据一样，这些票据经签注后可作为货币进行交换。
B. Chinese to English1、随着我国加入世贸组织，国有银行面临的压力越来越大，为了尽快解决资本充足率以及扩大规模，这家大银行打算与其它两家小银行合并。
With China’s successful entry into the WTO, state-owned banks are faced with more and more pressure. The big bank intends to merge with two small banks so as to quickly solve the problem of capital sufficiency and enlarge its scale.2、受全球经济衰退和通货膨胀的影响，这个城市的许多小企业已经破产或者本大公司兼并，导致大量工人面临失业的困境。
Because of the recessionary effect on global economy and inflation, many small businesses in this city have gone bankrupt or have been swallowed up by giant corporations. It leads to a large number of workers facing unemployment.3、他没有娶她。
高等学校研究生英语综合教程上下册Unit原文加翻译
上unit1——TRAITS OF THE KEY PLAYERS关键员工的特征1.What exactly is a key player?A“Key Player"is aphrase that I've heard about from employers during just about every search I've conducted.I asked a client——a hiring manager involved in a recent search—to define it for me."Every company has a handful of staff in a given area of expertise that you can count on to get the job done.On my team of seven process engineers and biologists,I've got two or three whom I just couldn't live without,”he said."Key players are essential to my organization.And when we hire your company to recruit for us,we expect that you'll be going into other companies and finding just that:the staff that another manager will not want to see leave.We recruit only key players.”关键员工到底是什么?在我进行的每一次搜索中，我都会从雇主那里听到“关键员工”这个词。
高等学校研究生英语系列教程综合英语上册课文原文+翻译
Unit One核心员工的特征大卫·G．詹森1核心员工究竟是什么样子的?What exactly is a key player?几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
A key player is a phrase that I’ve heard about from employers during just about every search I’ve conducted.我请一位客户——一位正参与研究的人事部经理，给我解释一下。
I asked a client --a hiring manager involved in a search --to define it for me.每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
Every company has a handful of staff in a given area of expertise that you can count on to get the job done.在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”On my team of seven process engineers and biologist,I’ve got two or three whom I just couldn’t live without他说，“他们对我的公司而言不可或缺。
He said.key players are essential to my organization.当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不想失去的员工。
我们只招募核心员工。
”And when hire your com pany to recruit for us ,we expect that you’ll be going into other companies and finding just that :the staff that another manager will not want to see leave .we recruit only key players .2这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
大学研究生英文系列教程综合英语上册课文原文及翻译
大学研究生英文系列教程综合英语上册课文原文及翻译课文一：HelloHello, everyone! Today, I'm going to introduce myself. My name is Sarah Smith. I am from London, England. I am 25 years old. I am a graduate student majoring in English literature. I am very interested in reading books and writing poems. In my free time, I enjoy playing the piano and traveling to different countries. I am looking forward to getting to know all of you and studying together.你好，大家！今天我要介绍一下我自己。
我的名字是Sarah Smith。
我来自英国伦敦。
我今年25岁。
我是一名英语文学专业的研究生。
我对阅读书籍和写诗非常感兴趣。
在空闲时间，我喜欢弹钢琴和去不同的国家旅行。
我期待着与大家相互认识和一起研究。
课文二：My Hobbies我叫Mark Johnson。
我是一名计算机科学专业的研究生。
除了学术研究，我有很多爱好。
其中一个爱好是打篮球。
我参加了大学篮球队，我们经常与其他大学进行比赛。
我还有一个爱好是弹吉他。
我已经弹吉他五年了。
我觉得这个爱好非常放松和享受。
另外，我也对摄影很感兴趣。
我喜欢用相机捕捉美丽的瞬间。
这些爱好让我忙碌起来，帮助我缓解学业压力。
课文三：My FamilyHello, everyone! Let me tell you about my family. I have a small family. There are four members in my family. My parents, my younger brother, and me. My father is a doctor and my mother is a teacher. They are both very loving and caring. My younger brother is in high school and he is very smart. We all live together in a small house. We always support and help each other. I am very grateful to have such a loving family.大家好！让我告诉你们关于我的家庭。
unit1_硕士英语综合教程_课文翻译
Unit 11 Intel does it. So does Microsoft, Motorola, W. L. Gore & Associates, Southwest Airlines, Ben & Jerry’s Homemade, Hewlett-Packard, Lincoln Electric, and Starbucks. What is it? These companies pursue “people-first” strategies.英特尔公司奉行它。
微软、摩托罗拉、戈尔、西南航空公司、班杰瑞、惠普、林肯电气以及星巴克也都奉行它。
它是什么？它就是这些公司所奉行的“以人为本”的策略。
(Para. 2a) There is an increasing amount of evidence that successful organizations put people first. Why? Astute managers have come to learn that their organization’s employees are its only true competit ive advantage. Competitors can match most organizations’ products, processes, locations, distribution channels, and the like.越来越多的例子证明，成功的组织都是以人为本的。
为什么？因为精明的经理人们已经认识到他们企业的员工才是它们唯一真正的竞争优势。
竞争者可以在产品、工艺、选址、销售渠道等诸多方面与其不相上下，(Para. 2b)But what’s far more difficu lt to emulate is a workforce made up of highly knowledgeable and motivated people. The characteristic that differentiates successful companies from their less successful counterparts in almost every industry is the quality of the people they’re able to get and keep.但却很难效仿的是拥有一支由专业素质高和工作动机强的人组成的劳动力队伍。
高等学校研究生英语系列教程综合英语上册课文原文+翻译
Unit One核心员工的特征大卫·G．詹森1核心员工究竟是什么样子的?What exactly is a key player?几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
A key player is a phrase that I’ve heard about from employers during just about every search I’ve conducted.我请一位客户——一位正参与研究的人事部经理，给我解释一下。
I asked a client --a hiring manager involved in a search --to define it for me.每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
Every company has a handful of staff in a given area of expertise that you can count on to get the job done.在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”On my team of seven process engineers and biologist,I’ve got two or three whom I just couldn’t live without他说，“他们对我的公司而言不可或缺。
He said.key players are essential to my organization.当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不想失去的员工。
我们只招募核心员工。
”And when hire your com pany to recruit for us ,we expect that you’ll be going into other companies and finding just that :the staff that another manager will not want to see leave .we recruit only key players .2这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
硕士英语综合教程1_参考译文
。绝灭临面物动和物植的�03至�02球全 。化退统系礁瑚珊 。气景不业渔 。区地分部的洲亚和洲非括包�重严荒饥区地些一�降下量产物作 。加增险风的病疾染传物食及水、亡死成造水洪及温高生发 。水缺临面口人亿02至亿01�化恶题问乏匮源资水 。米7升上面平海致导能可就化融原冰兰陵格是单。屿岛小及�区 地洼低的洲美丁拉和美北、市城海沿洲欧、区地洲角三型大的洲亚胁威�升上面平海 。 �高升度温面表海随伴时同 �加增会也率频的风飓�度强是只不�明表果结究研学科新最他其� 。加增度强风飓 。害损大更成造产财 和命生对�重严加更得变将�风飓括包�暴风的重严和水洪、旱干如�件事气天端极
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研究生综合英语（上）课文翻译
研究生综合英语（上）课文翻译研究生综合英语(上)课文翻译1 ”。
西东的找寻所上身工员的好最们他在主雇有所是?合组能技套一是险风冒敢样这像。
险风冒来义意的有具所业企的你对案答该为认你据根后然?案答上迷会你终最但?程过解了要需你?里业企在。
程过于迷沉往往们家学科此因。
的义定来时同者两身本案答和程过的案答寻找由是常常学科的大伟?说步一进更。
究研的谨严而真认靠依是实其功成的上术学为因?应适不到感家学科多许让就这。
的上务财和的上织组?的人个——险风和素因定确不受接能是就那?质特个一样这有常通功成业商“。
法说一这同赞特豪9 。
道写中述描业职在户客位一”?论结出做险风着冒并素因定确不纳接能须必她或他。
力能的策决出做就息信的整完不、确准不凭仅出现表要需者职求名一“。
险风受承能工员求要业企度忍容险风?3征特8 ”。
作工的门部理管是仅仅不而?作运的门部各司公全要需这。
求要了出提都们人的事行法想的己自按气勇有并?捷敏维思些那对也?们人的速快动行些那对仅不?样这。
里哪是’地的目‘定决何如道知得还且而?来起动调都能功的转运速快司公持支能有所把要仅不你?说是就这。
’地的目‘达到地快更要是就一之法方的胜取司公“?说特豪”?行进在样同也争竞?时小42天一?天7周一?天563年一着味意那?行进在终始意生?时小42天一?天7周一?天563年一“7 。
人的感迫紧视重个一是就他。
元美多亿42达高收税的缴上年每门部个这?作工发开业商和略策责负门部个一司公M3在他。
位职的理管级高到做直一并?业企了向转他前年多许。
家学科名一是前之他。
人稿撰的稿写繁频坛论站网给位一是特豪-唐感迫紧?2征特6 。
质品个这的你及谈们人的话电查调听接会些那让证保要还——人的作合动发并励鼓个一?誉声好良个一养培?间之们人的作合室验实们你和在及以?部内室验实你在要?是的利有为更。
”者作合“成变转”户干单“ 从法看的你对司公使能?”我“是不而?”们我“词代用使地明开时绩业述描在你上加?法方个这。
研究生英语综合教程1(西交大)部分课文翻译
硕士综合英语教程1参考译文Unit 1创建低碳经济概述1. 对于主要由人类活动而迅速积累的温室气体引发了全球变暖这一事实，没有人再持有异议。
除非我们协同一致，快速转向低碳经济，否则全球变暖的趋势将会愈演愈烈。
这一危机日益彰显逼近。
正如获得2007年诺贝尔和平奖的联合国政府间气候变化专门委员会（IPCC）主席拉金德拉?帕乔里所声称的：“如果在2012年之前我们还没有采取行动，那就为时已晚了。
我们在未来两到三年中的所作所为将决定我们的未来。
这是决定性的时刻。
”2. 同工业化前的水平相比，地球平均温度已经上升了0.8摄氏度（1.4华氏度左右），速度为自1975年以来每十年增加0.2摄氏度；如果我们仍然一意孤行，那么温度还会继续发生永久性的变化。
这种温度变化听起来似乎不大，但事实并非如此。
最后一个冰河时代时的全球平均气温不过比现今低约5.4摄氏度（9.7华氏度）。
3. 很多权威的气候学家们都曾发出过这样的警告：如果我们现在的温度超过工业化前2摄氏度（3.6华氏度）的话，我们将会迈进一个危险的未知国度。
没有人能知道到底全球变暖具体达到多少度会变得无法控制，并且造成像干旱、洪水、飓风以及热浪等自然灾害的逐渐恶化，造成诸如格陵兰岛或西南极洲大冰原坍塌以及伴随的全球海平面上升等意外的灾难性变化。
但是我们还依然在我们唯一的家园上不断做着危险而又不受约束的尝试，这也是为什么越来越多的年轻人开始将气候变化视为他们这一代人的一项挑战。
4. 《华盛顿邮报》4月刊报导到：“对于许多儿童和青年而言，全球气候变暖无异于当今的原子弹。
对于环境危机的担忧正影响着这一代人，正如经济大萧条、第二次世界大战、越南战争和冷战等等挥之不去的‘战争游戏’影响了20世纪的灵魂一样。
”5. 有些可怕的预测可能并不会发生，但考虑到那些最优秀的科学家们发出的警告，如果我们再冒险尝试将是极不负责任的做法。
科学家告诉我们，如果我们不尽快采取行动，想要避免全球变暖引发的最严重恶果则为时晚矣。
高等学校研究生英语系列教程综合英语上册课文原文+翻译
Unit One核心员工的特征大卫·G．詹森1核心员工究竟是什么样子的?What exactly is a key player?几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
A key player is a phrase that I’ve heard about from employers during just about every search I’ve conducted.我请一位客户——一位正参与研究的人事部经理，给我解释一下。
I asked a client --a hiring manager involved in a search --to define it for me.每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
Every company has a handful of staff in a given area of expertise that you can count on to get the job done.在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”On my team of seven process engineers and biologist,I’ve got two or three whom I just couldn’t live without他说，“他们对我的公司而言不可或缺。
He said.key players are essential to my organization.当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不想失去的员工。
我们只招募核心员工。
”And when hire your com pany to recruit for us ,we expect that you’ll be going into other companies and finding just that :the staff that another manager will not want to see leave .we recruit only key players .2这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
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Unit One TRAITS OF THE KEY PLAYERS核心员工的特征大卫·G．詹森1What exactly is a key player? A key player is a phrase that I've heard about from employers during just about every search I've conducted. I asked a client --a hiring manager involved in a search --to define it for me.核心员工究竟是什么样子的? 几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
我请一位客户——一位正参与研究的人事部经理，给我解释一下。
“Every company has a handful of staff in a given area of expertise that you can count on to get the job done.On my team of seven process engineers and biologist, I've got two or three whom I just couldn't live without ，”he said.他说，每家公司都有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，”“Key players are essential to my organization.And when hire your company to recruit for us ,we expect that you'll be going into other companies and finding just that :the staff that another manager will not want to see leave .We recruit only key players .”“他们对我的公司而言不可或缺。
.当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不想失去的员工。
我们只招募核心员工。
”2This is part of a pep talk intended to send headhunters into competitor's company to talk to the most experienced staff about making a change .这是一段充满了鼓动性的谈话，目的是把猎头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
They want to hire a key player from another company .Every company also hires from the ranks of newbies ,and what they are looking for is exactly the same .We hold them up to the standards we see in our top people他们想从另一家公司招募核心员工。
然而，每家公司也从新人中招人。
他们要寻找的是完全一样的东西。
“我们把他们和公司顶级员工表现出的特质进行对照。
.If it looks like they have this traits ,we'll place a bet on them .It's just a bit riskier . 假如他们看起来有同样特征的话，我们就在他们身上赌一把。
”只是这样有点儿冒险。
3It's an educated guess ,says my hiring manager client .Your job as a future employee is to help the hiring manager mitigate that risk .You need to help them identify you as a prospective key player .“这是一种有根据的猜测，”我的人事经理客户说。
作为未来的一名员工，你的工作是帮助人事部经理降低这种风险，你需要帮助他们认定你有潜力成为一名核心员工。
4Trait 1:the selfless collaborator无私的合作者John Fetzer ,career consultant and chemist ,first suggested this trait ,which has already been written about a great deal .It deserves repeating because it is the single most public difference between academic and industry .It's teamwork ,says Fetzer .The business environment is less lone-wolf and competitive ,so signs of being collaborative and selfless stand out .You just can't succeed in an industry environment without this mindset .职业顾问和化学家约翰·费策尔最早提出了这个特征。
关于这个特征，人们已经写了大量的文章。
它之所以值得被反复谈及，是因为这一特征是学术界和企业间最明显的差别。
“这里需要合作，”费策尔说，“企业的环境并不需要单打独斗，争强好胜，所以表现出合作和无私精神的员工就脱颖而出了。
在企业环境中，没有这样的思维方式就不可能成功。
”5Many postdocs and grad students have a tough time showing that they can make this transition because so much of their life has involved playing the independent-researcher role and outshining other young stars.。
You can make yourself more attractive to companies by working together with scientists from other laboratories and disciplines in pursuit of common goal --and documenting the results on your resume .This approach ,combined with a liberal use of the pronoun “we”and not just “I” when describing your accomplishments ,can change the company's perception of you from a lone wolf to a selfless collaborator .许多博士后和研究生在进行这种过渡的过程中表现得相当费力。
因为生命中有那么长一段时间他们都在扮演一个独立研究者的角色，并且要表现得比其他年轻的优秀人才更出色。
你可以藉此提高在公司的吸引力：为追求一个共同的目标和来自其他实验室和学科的科学家们合作——并且为你的个人履历上的内容提供事迹证明这个方法，加上你在描述业绩时开明地使用代词“我们”，而不是“我”，能使公司对你的看法从“单干户”转变成“合作者”。
Better still ,develop a reputation inside your lab and with people your lab collaborator with as a person who fosters and initiates collaborations --and make sure this quality gets mentioned by those who will take those reference phone calls .更为有利的是，要在你实验室内部，以及在和你们实验室合作的人们之间，培养一个良好声誉：一个鼓励并发动合作的人——还要保证让那些会接听调查电话的人们谈及你的这个品质。
6trait 2:a sense of urgency特征2：紧迫感Don Haut is a frequent contributor to the aaas.sciencecareers@org discussion forum .He is a former scientist who transitioned to industry many years ago and then on to a senior management position .Haut heads strategy and business development for a division of 3M with more than 2.4 billion in annual revenues . He is among those who value a sense of urgency .唐-豪特是一位给aaas.sciencecareers@org 网站论坛频繁写稿的撰稿人。
他之前是一名科学家。
许多年前他转向了企业，并一直做到高级管理的职位。
他在3M公司一个部门负责策略和商业开发工作，这个部门每年上缴的税收高达24亿多美元。
他就是一个重视紧迫感的人。
7Business happens 24/7/365 ,which means that competition happens 24/7/365 ,as well ,says Haut . One way that companies win is by getting there faster ,which means that you not only have to mobilize all of the functions that support a business to move quickly ,but you have to know how to decide where there is !“一年365天，一周7天，一天24小时，生意始终在进行，那意味着一年365天，一周7天，一天24小时，竞争也同样在进行，”豪特说，“公司取胜的方法之一就是要更快地到达‘目的地'。