公司内部窝里斗值不值得提倡?_BEC初级作文

公司内部窝里斗值不值得提倡?

然而，一些财富500强公司却在培养竞争性的内部环境。咨询公司和律师事务所在这方面比较典型。他们的晋升模式是“不升职就离职”。每个人都想成为合伙人，到了一定的阶段，要么如愿以偿，获得众人梦寐以求的合伙人地位，要么公司就会鼓励他们另谋高就。

Take Goldman Sachs (GS). Every couple of years, the company promotes roughly a hundred employees to partner. It's a big deal — those select few receive a significant raise in salary and equity in the company. But there are fewer than 500 partners out of 35,000 employees at the firm. People are weeded out on the way up, and though it's rare, they can even get de-partnered once they reach the top.

以高盛公司（Goldman Sachs）为例。每隔几年，公司都会提升大约一百位员工成为合伙人。成为合伙人意义重大，他们的薪水和公司股权都会大幅增加。但公司35,000名员工中总计只有不到500名合伙人。员工在晋升阶梯上会被逐步淘汰。此外，即使员工已经做到了最高的合伙人职位，也有可能被撤销职位，当然这种情况比较少见。

Other companies have implemented hiring practices that would seem to spur internal competition. Former GE CEO Jack Welch was known for championing a "forced ranking" system. Top GE (GE) executives would rank employees by performance, and they generally let the bottom 10% go. PepsiCo is also known for having a high churn rate among employees. "It seems to work for them," says Mark Jaffe, president of executive search firm Wyatt & Jaffe, adding that the people who survive the system carry that cachet with them when they look for other jobs.