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2015考研英语作文高分范文：员工满意度调查
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　　是同学们在最后几天冲刺提分的关键，建议大家要准备几套高分范文，在考场上做到举一反三。下面是2015作文高分范文：员工满意度调查。希望能帮助大家快速提分!　　员工满意度调查　　The table clearly reflects the statistics of job satisfaction of the
staff(员工满意度)in a certain company. According to the data given above, we may
conclude that the percentage of people satisfied with their jobs is highest
among those over 50 years old, at about 40%. Meanwhile, the proportions of the
personnel feeling hard to say are the same between those under 40 and over the
age of 50, at about 50%. In contrast, the figure of the staff not satisfied with
their jobs is about 64% among those between the age of 41 and 50, the highest
among all the three categories.　　The major deternant lies in people’s various attitudes. On the one hand,
the staffs between the age of 41 and 50 usually have to undertake their
responsibilities(承担责任) and pressure from both their families and their career.
Sometimes they even go to extremes, and frantically pursue money, power, high
social status, and so on, which are all symbols of success—but never of
satisfaction. On the other hand, people over the age of 50 always shift their
life’s goal from ultimate success to a relatively easy and coortable life, and
therefore become much more satisfied with their jobs.　　In view of the above reasoning, I am convinced that it is difficult for
everyone to be content with their jobs,and that it is advisable for each person
to adjust his or her understanding of job satisfaction to reality. It is also
clear to me that, despite the diverse attitudes towards one’s career,true
satisfaction probably derives from a positive attitude.　　精彩译文　　表格清晰的反映出某公司员工满意度的数据统计。根据上面给出的数据，对工作满意度最高的人群在50岁左右，达到40%。同时，在小于40岁大于50岁的人群中，对工作满意度模糊的人数比例相同。相比之下，对工作不满意的比例三类型中最高达64%，出现在41到50岁之间人群中。　　最主要的原因在于人们不同的态度。一方面，年龄在41岁到50岁之间员工必须要承担来自家庭和工作中的责任和压力。有时候甚至走向极端，疯狂的追求象征着成功的金钱、权利和高的社会地位等等，从不知满足。另一方面，超过50岁的员工已经把生活目标从终极成功转到了相对惬意和舒适的生活，因此，对他们的工作更加满意。　　由于上述理由，我确信让每个人对自己的工作满意很难，建议大家调整对工作满意度的理解变得现实。同时，我也明白了，不同的人对自己的工作有不同的态度，真正的满足可能来源于积极的态度。
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关注微信公众号如何做好员工满意度，企业如何提高员工满意度_百度知道
如何做好员工满意度，企业如何提高员工满意度
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那么他们想要的你和公司能不能满足，自己所做得事情是否符合企业性质1：首先员工都是你所聘用来的2：员工满意度其实概念很笼统，企业文化也不错那就回过头来看看员工，是否一切出发点都是围绕公司的利益；4：自己做得没毛病，公司的发展方向没问题，多与员工开交流会，了解他们想要说明；3，但是非要怎么说那首先这些员工是否都喜欢这个工作：自我审视一下，作为领导层面，一切做得都他们还都不满意，只能说明他的心没有和你的工作在一个线上，这种情况非要让他们满意只能修改公司规定，改变自己做事风格，剩下的事情就只能自己去选择了。（存手打
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通过弹性福利提高员工企业满意度和敬业度(国外英语资料).doc 15页
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通过弹性福利提高员工企业满意度和敬业度(国外英语资料)
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通过弹性福利提高员工企业满意度和敬业度(国外英语资料)
Employee well-being is an important factor in determining employee engagement and retention. Concern about the well-being of employees is often an important factor in determining employee engagement and retention. Well, what does employee well-being mean? Generally, employee well-being mainly consists of the following three aspects:
1) health of employees: such as the annual physical examination, medical insurance, fitness program, nutrition arrangement and health information provid
2) employee mental health: mainly refers to the degree of stress, achievement, security in the work environment and mental health cou
3) employees' interpersonal health: whether employees are treated fairly in their work, can they balance their work and personal life well, and their concern for their employees.
Well-being affects the level of involvement of employees in their work. When the work of the staff involvement and corporate welfare have reached a higher level, we see the staff commitment to work really, this investment is often long- and when the work of the staff involvement and well-being is not proportional or both are relatively low, we will see some the enterprise does not conform to the expectations.
Enterprises need to constantly explore a better way to provide personal health benefits for employees, while maintaining the healthy development of corporate culture, in order to protect the well-being of employees and enhance satisfaction.
Measures to improve employee well-being and satisfaction include understanding employee needs and their expectations for benefits. Through questionnaires and other forms, enterprises can understand the real welfare of employees, and find out the welfare projects which are beneficial to improve employee satisfaction and lower cost. In addition, the enterprise only understand the different groups of employees on welfare projects corresponding concerns,
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