downsize

简明释义

英[ˈdaʊnsaɪz]美[ˈdaʊnsaɪz]

vt. 以较小尺寸设计；缩小尺寸；裁减人数

第 三 人 称 单 数 d o w n s i z e s

现 在 分 词 d o w n s i z i n g

过 去 式 d o w n s i z e d

过 去 分 词 d o w n s i z e d

英英释义

单词用法

同义词

反义词

例句

1.Seems the only way out is to cut some programs and downsize our organization.

看来唯一的出路是减少一些慈善项目和精简我们的机构。

2.When we decided to downsize our home we took the opportunity to get rid of some “treasures” we no longer needed.

当我们决定搬进小点的房子时，就需要扔掉一些用不上的“宝贝”。

3.Downsize potatoes, pasta, rice and fatty and sugary foods, and super size fruit and vegetables.

减少土豆、意大利面、米跟多糖多脂的食物分量，多吃水果跟蔬菜。

4.Sales have decreased so much that they need to downsize.

销售业绩减少很多，所以他们必须缩小规模。

5.They have to downsize, says Mr Abed .

他们必须厉行精简，阿比德先生说。

6.It is said that the company is going to downsize staff, everyone is feeling anxious.

据说公司要裁员了，大家全都人心惶惶。

7.If, as most experts agree, downsizing is here to stay, perhaps the real question is not, "is it ethical to downsize?"

正如大多数专家所认同，如果裁员行动继续下去，或许真正的问题不在？

8.The current owners bought the house for 35,000 dollars in 1973 and are looking to downsize to a condominium.

这套房子的现房主于1973年花了3.5万美元买下这处住宅，如今房主希望将其缩小为一套公寓。

9.And as businesses decentralize and downsize, information systems follow suit.

并且随着企业的分散化和小规模化，信息系统也产生同样的变化。

10.The company decided to downsize its workforce due to budget cuts.

由于预算削减，公司决定裁员。

11.After the merger, many employees were worried about being downsize.

合并后，许多员工担心会被裁员。

12.To remain competitive, the firm had to downsize its operations.

为了保持竞争力，公司不得不缩减规模。

13.She was offered a severance package when the company chose to downsize.

当公司选择裁员时，她被提供了离职补偿方案。

14.Many businesses downsize during economic downturns.

在经济衰退期间，许多企业会缩减规模。

作文

In today's fast-paced business environment, many companies are faced with the challenge of staying competitive while managing their resources effectively. One common strategy that organizations employ to achieve this goal is to downsize (裁员) their workforce. While downsizing can be a necessary step for some businesses to survive, it often comes with significant emotional and financial consequences for both employees and employers. When a company decides to downsize (裁员), it typically means that they will reduce the number of employees in order to cut costs and improve efficiency. This can happen for various reasons, including economic downturns, changes in market demand, or technological advancements that render certain jobs obsolete. For example, during the recent global pandemic, many businesses were forced to downsize (裁员) as a result of decreased revenue and increased operational challenges. The impact of downsizing (裁员) on employees can be profound. Many workers face job loss, which can lead to financial instability and increased stress. Those who remain with the company may also experience a heavier workload and decreased morale, as they grapple with the loss of their colleagues and the uncertainty of their own job security. Additionally, the reputation of the company may suffer, making it more difficult to attract top talent in the future. From the employer's perspective, downsizing (裁员) can provide short-term financial relief. By reducing payroll expenses, companies may be able to stabilize their finances and invest in other areas of the business. However, the long-term effects can be detrimental. The loss of experienced employees can result in a decline in productivity and innovation. Furthermore, frequent downsizing (裁员) can create a culture of fear and mistrust within the organization, leading to higher turnover rates and difficulty in retaining skilled workers. To mitigate the negative effects of downsizing (裁员), companies should consider alternative strategies before making the decision to reduce their workforce. For instance, implementing voluntary separation packages, offering retraining programs, or allowing employees to take unpaid leave can help minimize the impact on staff while still achieving cost-saving goals. Additionally, transparent communication with employees about the reasons for downsizing (裁员) and the steps being taken to support those affected can foster a sense of trust and understanding within the organization. Ultimately, while downsizing (裁员) may be a necessary strategy for some companies, it is essential to approach the process thoughtfully and responsibly. By considering the long-term implications and exploring alternatives, organizations can navigate the challenges of downsizing (裁员) while minimizing harm to their employees and preserving their corporate culture. As businesses continue to evolve in response to changing market conditions, finding a balance between efficiency and employee well-being will be crucial for sustainable success.

在当今快速发展的商业环境中，许多公司面临着在有效管理资源的同时保持竞争力的挑战。组织通常采用的一种常见策略是裁员他们的劳动力。虽然裁员对于一些企业的生存可能是必要的一步，但它往往会给员工和雇主带来重大的情感和财务后果。 当一家公司决定裁员时，通常意味着他们将减少员工人数，以削减成本并提高效率。这可能出于各种原因，包括经济衰退、市场需求变化或技术进步使某些工作变得过时。例如，在最近的全球大流行期间，许多企业被迫裁员，这是由于收入减少和运营挑战增加。 裁员对员工的影响可能是深远的。许多工人面临失业，这可能导致财务不稳定和压力增加。那些留在公司的员工也可能会经历更重的工作负担和士气下降，因为他们要面对同事的离去和自己工作安全的未知。此外，公司的声誉可能会受到损害，使其在未来吸引顶尖人才变得更加困难。 从雇主的角度来看，裁员可以提供短期的财务缓解。通过减少工资支出，公司可能能够稳定财务并投资于业务的其他领域。然而，长期影响可能是有害的。经验丰富的员工的流失可能导致生产力和创新能力下降。此外，频繁的裁员可能会在组织内造成恐惧和不信任的文化，从而导致员工流失率上升，并在留住熟练工人方面遇到困难。 为了减轻裁员的负面影响，公司在决定减少劳动力之前应考虑替代策略。例如，实施自愿离职计划、提供再培训项目或允许员工请无薪假，可以帮助在实现节省成本目标的同时，尽量减少对员工的影响。此外，关于裁员的原因以及为支持受影响员工所采取的措施与员工进行透明沟通，可以在组织内培养信任和理解感。 最终，虽然裁员可能是一些公司的必要策略，但以深思熟虑和负责任的态度处理这一过程至关重要。通过考虑长期影响并探索替代方案，组织可以在减少对员工的伤害的同时，顺利应对裁员的挑战。随着企业继续根据不断变化的市场条件发展，找到效率与员工福祉之间的平衡将对可持续成功至关重要。