downsizing

简明释义

英[ˈdaʊnsaɪzɪŋ]美[ˈdaʊnsaɪzɪŋ]

n. 精简，裁员；缩小规模

英英释义

单词用法

同义词

反义词

例句

1.Mr Cockrel, now a valuable force in the City Council, advocates what he calls “creative downsizing”.

科克雷尔现在是城市委员会的不可缺少的人才，提倡他提出的的“创造性缩减”。

2.Downsizing and consolidation in and of itself is not the problem.

克罗塞尔还说：“问题并不在于精简规模或者整合本身。”

3.One such factor is the evolution of downsizing into a powerful business myth: managers simply believe that downsizing is efficacious.

其中一个因素就是缩小规模已经演变成一个强大的商业神话：经理们单纯地相信缩小规模是有效的。

4.They seek a downsizing of our foreign engagement in favor of our pressing domestic priorities.

他们寻求减少我们的国外参与，主张优先解决紧迫的国内问题。

5.On downsizing, the first to go are those with few friends.

裁员的时候，最先离开的就是那些没什么朋友的人。

6.Are you doing downsizing?

缩编啦？

7.The company is considering downsizing to reduce costs.

公司正在考虑裁员以降低成本。

8.After the economic downturn, many businesses had to implement downsizing strategies.

在经济衰退后，许多企业不得不实施缩减规模策略。

9.She was affected by the downsizing and lost her job.

她受到裁员的影响，失去了工作。

10.The downsizing of the workforce led to increased responsibilities for the remaining employees.

员工的缩减导致剩余员工的责任增加。

11.To cope with financial difficulties, the firm announced a downsizing plan.

为了应对财务困难，公司宣布了一项缩减规模计划。

作文

In today's rapidly changing economic landscape, many companies are faced with the difficult decision of downsizing. This term refers to the process of reducing the number of employees within an organization, often as a response to financial pressures or the need for increased efficiency. While downsizing can be seen as a necessary step for survival in tough economic times, it also brings a host of challenges and ethical considerations that must be addressed. The primary reason for downsizing is usually financial. Companies may find themselves struggling to maintain profitability due to various factors such as decreased consumer demand, rising operational costs, or increased competition. In such situations, downsizing becomes a strategy to cut costs and streamline operations. By reducing the workforce, companies aim to improve their financial health and ensure their long-term viability. However, the implications of downsizing extend beyond mere numbers on a balance sheet. The emotional toll on employees who lose their jobs can be significant. Many individuals face uncertainty about their future, leading to stress and anxiety. Additionally, those who remain with the company often experience a shift in morale and productivity. They may feel overburdened by increased workloads or fear that they could be next in line for layoffs. This can create a toxic work environment that hinders overall performance. Moreover, downsizing can damage a company's reputation. In an age where corporate social responsibility is increasingly important, how a company handles layoffs can significantly impact its public image. If a company is perceived as callous or uncaring during a downsizing, it may struggle to attract top talent in the future. Employees and potential hires often seek workplaces that value their contributions and prioritize their well-being. Despite these challenges, some companies have found ways to implement downsizing more humanely. Transparent communication is crucial during this process. Organizations that openly discuss their reasons for downsizing and provide support for affected employees—such as severance packages, job placement assistance, or counseling services—can mitigate some of the negative impacts. By treating employees with respect and dignity, companies can preserve their reputation and maintain trust among remaining staff. In conclusion, while downsizing may be a necessary strategy for organizations facing financial difficulties, it is essential to approach the process thoughtfully. The effects of downsizing reach far beyond the immediate financial benefits, influencing employee morale, company culture, and public perception. As businesses navigate the complexities of downsizing, they must prioritize compassion and transparency to ensure a smoother transition for all involved. Ultimately, the way a company manages downsizing can define its future success and legacy in the marketplace.

在当今快速变化的经济环境中，许多公司面临着艰难的裁员决定。这个术语指的是减少组织内员工数量的过程，通常是对财务压力或提高效率的响应。虽然裁员可以被视为在困难经济时期生存所需的步骤，但它也带来了许多挑战和必须解决的伦理问题。 裁员的主要原因通常是财务。由于消费者需求下降、运营成本上升或竞争加剧等各种因素，公司可能发现自己难以维持盈利能力。在这种情况下，裁员成为削减成本和精简运营的策略。通过减少劳动力，公司旨在改善财务状况并确保长期生存。 然而，裁员的影响不仅仅体现在资产负债表上的数字。失去工作的员工所承受的情感压力可能是巨大的。许多人面临着对未来的不确定性，导致压力和焦虑。此外，留在公司的员工往往会经历士气和生产力的变化。他们可能会因工作量增加而感到不堪重负，或担心自己可能是下一个被裁员的人。这可能会造成有毒的工作环境，阻碍整体表现。 此外，裁员可能会损害公司的声誉。在企业社会责任越来越重要的时代，一家公司如何处理裁员可能会显著影响其公众形象。如果一家公司在裁员过程中被认为冷酷无情，它可能在未来吸引顶尖人才方面挣扎。员工和潜在雇主通常寻求重视其贡献并优先考虑其福祉的工作场所。 尽管面临这些挑战，一些公司找到了一种更人性化地实施裁员的方法。在这一过程中，透明的沟通至关重要。那些公开讨论裁员原因并为受影响员工提供支持的组织，例如遣散费、就业安置服务或咨询服务，可以减轻一些负面影响。通过尊重和尊严地对待员工，公司可以维护其声誉，并在留任员工中保持信任。 总之，尽管裁员可能是面临财务困难的组织的一项必要策略，但必须谨慎处理这一过程。裁员的影响远远超出了直接的财务利益，影响着员工士气、公司文化和公众看法。随着企业应对裁员的复杂性，它们必须优先考虑同情和透明，以确保所有相关人员的顺利过渡。最终，一家公司管理裁员的方式可以定义其未来在市场上的成功和遗产。