seniority

简明释义

英[ˌsiːniˈɒrəti]美[ˌsiːnˈjɔːrəti]

n. 年长，职位高；资历，年资

复 数 s e n i o r i t i e s

英英释义

单词用法

同义词

反义词

例句

1.You have the seniority and I know you can do the job.

你具备应有资历，你会把工作做好的。

2.At South Korean companies, many employers pay workers based on seniority rather than merit to avoid controversies over fairness.

在韩国公司里，许多老板依据员工的资历而非才干来支付报酬，就是为了避免在公平与否的问题上引发争议。

3.They tended to be paid according to seniority, rather than productivity, and were costlier to sack.

因为他们是根据资历而非效率来决定收入，而解雇他们往往代价更高。

4.Despite his seniority and reputation as one of Poland's finest fighter pilots, investigators quickly doubted his story.

尽管，克莱琴斯基的资历和声誉让他被认为是波兰最优秀的战斗机飞行员，但调查人员还是迅速从他的讲述中发现了破绽。

5.More shocking is the breadth of companies and the seniority of the individuals involved.

更加令人吃惊的是所涉及的公司之广和人员资历之高。

6.Influenced by old ideas, some units assign posts according to seniority.

由于受旧观念的影响，有些单位分配工作按资排辈。

7.I had been under the impression that this was a job in which seniority was undesirable.

之前，我一直的印象就是这个工作完全不需要资历。

8.Intervale farmers are divided into three categories based on seniority.

丘陵间低地农民基于资历分为三类。

9.In our company, promotions are often based on seniority.

在我们公司，晋升通常基于资历。

10.Employees with greater seniority usually receive better benefits.

资历较高的员工通常会获得更好的福利。

11.The union negotiated a new contract that favors seniority in layoffs.

工会谈判了一份新合同，在裁员时优先考虑资历。

12.Her seniority in the department made her the ideal candidate for the leadership role.

她在部门的资历使她成为领导职位的理想人选。

13.New hires are often placed under employees with more seniority for training.

新员工通常被安排在资历更高的员工下进行培训。

作文

In many workplaces, the concept of seniority plays a significant role in determining an employee's position and benefits. Seniority refers to the length of time an individual has been employed at a particular organization or within a specific profession. It is often used as a criterion for promotions, salary increases, and job security. Understanding the implications of seniority can help employees navigate their careers more effectively. One of the primary advantages of seniority is that it provides a sense of stability for employees. Those who have been with a company for a long time typically enjoy greater job security compared to newer employees. This stability can be particularly comforting during times of economic uncertainty when layoffs may occur. Employees with higher seniority are often the last to be let go, which can create a loyal workforce that feels valued and appreciated. Moreover, seniority can influence the dynamics of workplace relationships. In many organizations, long-serving employees are seen as mentors or leaders. Their experience and knowledge can be invaluable to newer employees, fostering a collaborative environment where skills and insights are shared. This mentorship not only benefits the mentees but also reinforces the status of senior employees, creating a culture of respect and recognition. However, the reliance on seniority can also have its downsides. For instance, some organizations may promote employees based solely on their length of service rather than their performance or qualifications. This practice can lead to complacency, where individuals feel entitled to positions and benefits without necessarily earning them through hard work or innovation. As a result, younger or more talented employees may feel overlooked, leading to dissatisfaction and high turnover rates. Additionally, the emphasis on seniority can stifle creativity and progress within a company. In fast-paced industries, adaptability and fresh perspectives are crucial for success. If promotions and opportunities are primarily awarded based on seniority, organizations may miss out on valuable contributions from newer employees who could bring innovative ideas and approaches to the table. To strike a balance, companies should consider implementing a hybrid approach that values both seniority and performance. By recognizing the contributions of long-serving employees while also rewarding talent and innovation, organizations can create a more dynamic and motivated workforce. This strategy encourages employees to strive for excellence, knowing that their efforts will be recognized regardless of their tenure. In conclusion, seniority is a multifaceted concept that influences various aspects of the workplace. While it can provide stability and foster mentorship, it is essential for organizations to ensure that it does not become a barrier to progress or innovation. By valuing both seniority and performance, companies can cultivate an environment where all employees feel motivated to contribute their best efforts, ultimately leading to greater success for the organization as a whole.

在许多工作场所，seniority的概念在决定员工的职位和福利方面发挥着重要作用。Seniority指的是个人在特定组织或特定职业中工作的时间长度。它通常被用作晋升、薪资增加和工作保障的标准。理解seniority的含义可以帮助员工更有效地规划他们的职业生涯。 Seniority的主要优势之一是它为员工提供了稳定感。那些在公司工作时间较长的员工通常享有比新员工更大的工作保障。这种稳定性在经济不确定时期尤其令人安心，因为裁员可能会发生。具有较高seniority的员工通常是最后被解雇的，这可以创造出一个忠诚的劳动力，让他们感到被重视和欣赏。 此外，seniority还可以影响工作场所关系的动态。在许多组织中，服务时间较长的员工被视为导师或领导者。他们的经验和知识对于新员工来说极其宝贵，促进了一个协作的环境，在这里技能和见解得以共享。这种指导不仅有利于受指导者，也强化了高级员工的地位，创造出一种尊重和认可的文化。 然而，过度依赖seniority也可能带来一些负面影响。例如，一些组织可能仅仅基于员工的服务年限来晋升，而不是根据他们的表现或资格。这种做法可能导致自满，即个人感到理所当然地获得职位和福利，而不必通过努力工作或创新来赢得它们。因此，年轻或更有才华的员工可能会感到被忽视，导致不满和高流失率。 此外，强调seniority可能会抑制公司的创造力和进步。在快速发展的行业中，适应能力和新颖的视角对成功至关重要。如果晋升和机会主要基于seniority，组织可能会错过来自新员工的宝贵贡献，这些员工可能会带来创新的想法和方法。 为了找到平衡，公司应该考虑实施一种混合方法，既重视seniority又重视表现。通过认可长期服务员工的贡献，同时也奖励人才和创新，组织可以创造出一个更具活力和积极性的劳动力。这种策略鼓励员工努力追求卓越，知道他们的努力将会被认可，无论他们的任期如何。 总之，seniority是一个多方面的概念，影响着工作场所的各个方面。虽然它可以提供稳定性并促进指导，但组织必须确保它不会成为进步或创新的障碍。通过同时重视seniority和表现，公司可以培养一个所有员工都感到积极贡献自己最佳努力的环境，从而最终实现整个组织的更大成功。