第一篇：研究生英语课后翻译中英文对照(最终稿)
Unit1 1.“Business happens 24/7/365, which means that competition happens 24/7/365, as well,” says Haut.“One way that companies win is by getting „there‟ faster, which means that you not only have to mobilize all of the functions that support a business to move quickly, but you have to know how to decide where „there‟ is!This creates a requirement not only for people who can act quickly, but for those who can think fast with the courage to act on their convictions.This needs to run throughout an organization and is not exclusive to management.”（第一章 P29 第一段）
“一年365 天，一周7 天，一天24 小时，生意始终在进行，那意味着一年365 天，一周7 天，一天24 小时，竞争也同样在进行，”豪特说，“公司取胜的方法之一就是要更快地到达‘目的地’！这就是说，你不仅要把所有能支持公司快速运转的功能都调动起来，而且还得知道如何决定‘目的地’是哪里。这样，不仅对那些行动快速的人们，也对那些思维敏捷，并有勇气按自己的想法行事的人们都提出了要求。这需要全公司各部门的运作，而不仅仅是管理部门的工作。
2.Lastly, professional status encompasses adherence to ethical standards.Most lawyers find self worth in setting an example—both within the profession and within the larger society—as ethical actors.When management affirms the special respect due to lawyers who act with the utmost integrity and civility in all of their professional dealings, it provides yet another form of compensation.（第一章）
最后，职业地位包含对职业标准的遵守。很多律师通过在行业内外把自己塑造成一个具有良好职业道德的典范来找到自我价值。对那些在所有职业行为中都表现出极度正直和谦逊有礼的律师们来说，当管理阶层对他们理应受到的特别尊重表示肯定时，便又获得了另一种形式的精神报酬。
Unit2 3.The decline goes well beyond recent surveys that show growing complaints about mediocre quality and high prices—no small concern in a country where tourisme gastronomique earned 18 billion euros in 2002, a quarter of all tourist revenues.More and more restaurateurs say that government tax and economic policies are limiting their profits, and thereby hurting their capacity to invest and hire more staff.They have become ensnarred in the red tape for which France is infamous—not to mention edicts from Brussels that affect everything from sales taxes to the bacteria in the Brie.最近的调查显示越来越多的人抱怨饭菜质量平平，价格昂贵，而法国烹饪的衰落还不止于此。这在法国可不是个小问题，要知道2002年美食旅游为法国创收180 亿欧元，占到全部旅游收入的1/4。越来越多的餐馆老板反映政府的税收和经济政策限制了他们的利润，也就影响了他们投资和雇佣更多人手的能力。束缚他们手脚的是令法国不那么光彩的繁琐拖拉的公事程序，更不要说那些来自欧盟的规定，从销售税到布里乳酪里含细菌的指标统统都在严格的掌控之中。（第二章）
4.Zhejiang cuisine is light and exquisite, and is typical of food from along the lower Yangtze River.One famous dish is West Lake Vinegar Fish, which looks pretty and has the delicate refreshing flavors of nature.Many Chinese restaurants in China, as well as other parts of the world, serve this dish, but often the flavor is less authentic compared to that found in Hangzhou, capital of Zhejiang Province, which has unique access to the fish and water of West Lake.（第二章）
浙江菜口味清淡，精致玲珑，是长江下游区域菜肴的代表。西湖醋鱼是其中的一道名菜。这道菜鲜美，酥嫩，带着自然的清香。中国乃至世界各地的中餐馆大都能找得到这道菜，但口味往往不及在浙江杭州吃得那般纯正。因为只有杭州拥有来自西湖的鱼和水。
Unit3 5.Whatever the explanation, the idea of a work-life balance is a staple of European discourse, studied in think tanks, mulled over by policymakers.In the US, the term, when it‟s used at all, is said with the sort of sneer reserved for those who eat quiche.But it might still catch on.When Bill Keller was named executive editor of the New York Times last week, he encouraged the staff to do “a little more savoring” of life, spending time with their families or viewing art.（第三章）
不管如何解释，工作与生活的平衡总是欧洲人的主要谈资，同时也是智囊团和政策制定者研究和考虑的主题。在美国，人们使用这个说法时总是带着几分针对那些吃蛋奶火腿馅饼的有闲人士才会表现出来的冷嘲热讽的态度。但是，它可能还是会流行起来的。时任《纽约时报》执行主编的比尔・凯勒曾鼓励员工们要给生活增加一些色彩，多陪陪家人或去欣赏艺术。
6.P.L.Trav ers, the author of the Mary Poppins books, put it best when she wrote, “You do not chop off a section of your imaginative substance and make a book specifically for children, for— if you are honest—you have, in fact, no idea where childhood ends and maturity begins.It is all endless and all one.” There is plenty for children and adults to enjoy in Rowling‟s books, starting with their language.Her prose may be unadorned, but her way with naming people and things reveals a quirky and original talent.（第三章）
《欢乐满人间》的作者帕梅拉·林登·特拉弗斯概括得精辟之极。她写到，“你不能把你想象的东西砍掉一部分然后写成一本专给孩子看的书，坦白地说，因为事实上你根本无从知道童年究竟是什么时候结束的而成人期又是什么时候开始的。它们互相连接、浑然一体。”在罗琳的书中，从语言开始，就有足够多的让大人和孩子都喜欢的东西。也许她的文风朴实，但是她给人和物命名的方式显示了独特的原创才能。
Unit4 7.7.Much research shows that the quality of care infants receice affects how they later get along with friends,how well they do in school,how they react to new and possibly stressful situations,and how they form and maintain loving relationships as adults.It is for these reasons that people‟s early intimate relationships within their family of origin are so critical.Children who are raised in impersonal environments(orphanages,some foster homes,or unloving families)show emotional and social underdevelopment,language and motor skills retardation,and mental health problems.很多研究发现婴儿获得关爱的质量会影响到他们以后的交友，在学校的表现，如何应对陌生的或可能充满压力的情况，以及他们成年后如何建立并且维系情感连系。正是因为这些原因，人们与家庭成员的早期亲密关系才如此至关重要。在人情冷漠的环境中(如孤儿院，某些寄养家庭，或缺乏关爱的家庭)长大的孩子会出现情感和社会性发育不良，语言和运动技能迟缓，以及精神健康问题。（第四章 P119 第一段）
8.What attracts individuals to each other in the first place?Many people believe that “there‟s one person out there that one is meant for” and that destiny will bring them
together.Such beliefs are romantic but unrealistic.Empirical studies show that cultural norms and values,not fate,bring people together.We will never meet millions of potential lovers because they are”filtered out”by formal or informal rules on partner eligibility due to factors such as age,race,distance,social class,religion,sexual orientation,health,or physical appearance.一开始让人相互吸引的是什么?许多人相信“世上有一个人是你为之而生的”，而且命运会将你俩带到一起。这样的想法很浪漫却不现实。实证研究发现，是文化标准和价值观而非命运，将人们连系在一起。我们错过了成千上万的可能的爱人，因为他们早就被正式的或非正式的挑选理想爱人的准则筛选出局，这些准则包括年龄、种族、地域、社会阶层、宗教、性倾向、健康状况或外表。（第四章 P119 第2段）
Unit5 9.Yoga routines can take anywhere from 20 minutes to two or more hours, with one hour being a good time investment to perform a sequence of postures and a meditation.Some yoga routines, depending on the teacher and school, can be as strenuous as the most difficult workout, and some routines merely stretch and align the body while the breath and heart rate are kept slow and steady.Yoga achieves its best results when it is practiced as a daily discipline, and yoga can be a life-long exercise routine, offering deeper and more challenging positions as a practitioner becomes more adept.The basic positions can increase a person‟s strength, flexibility and sense of well-being almost immediately, but it can take years to perfect and deepen them, which is an appealing and stimulating aspect of yoga for many.（第五章 P151）
做瑜伽没有场地的限制，一套瑜伽动作通常需要20 分钟到两个小时或者更多的时间，而一个小时左右的时间则是一系列动作和冥想的最佳选择。根据瑜伽师和学派的不同，一些瑜伽动作做起来辛苦异常，而另一些却只是在呼吸和心跳平稳的情况下调整和伸展肢体。每天练习瑜伽会达到最好的效果，随着动作越来越熟练，你就可以加大强度和难度这样瑜伽就能成为你相伴终生的日常锻炼方式了。练习基础的瑜伽动作即可收到增强力量，改善柔韧性并使人感到舒适的效果，但要想达到完美和高深的境界还是需要日积月累的练习，这也是瑜伽吸引人的地方之一。
Unit6 10.I mention these events merely to show that New York is peculiarly constructed to absorb almost anything that comes along(whether 1000-foot liner out of the East or a 20000-man convention out of the West)without inflicting;so that event is,in a sense,optional,and the inhabitant is in the happy position of being able to choose his spectacle and so conserve his soul.我提到这些，仅仅为了表明纽约城是一座建构奇特的城市，这里发生的事件包罗万象(城东1,000英尺长的班轮也好，城西2万人的集会也罢)，但种种事件却又未被强加到每个居民身上。因此，从某种意义上说，每个事件都有可供选择的余地，居民们大可随心所欲地选择心仪的场景来体味，保护其灵魂免受侵害。（第六章 P185第1段）
11.In most metropolises,small and large,the choice is often not with the individual at all.He is thrown to the Lions.The Lions are overwhelming;the event is unavoidable.A cornice falls,that hits every New Yorker on the head,every last man in town,I sometimes think that the only event that hits every citizen on the head,every last man in town.I sometimes think that the only event that hits every New Yorker on the head
is the annual St.Patrick‟s Day parade,which is fairly penetrating--the Irish are a hard race to tune out,there are 500000 of them in residence,and they have the police force right in the family.在许多都市里，无论是大都会还是小城市，个人往往没有这种选择的自由。他必然会同狮子会会员们狭路相逢。狮子会会员无处不在，各种事件避无可避。一截房檐从天而降，必然会砸到每个市民头上，无一幸免。我有时想，能够砸到每个纽约人头上的事件恐怕只有一年一度的圣帕特里克节游行，其影响之广，可谓无孔不入——爱尔兰是一个不可小觑的民族，纽约城中居住的爱尔兰人有50万之众，他们还拥有自己的武装力量。（第六章 P185第二段）
Unit 7
12.The constancy of human nature is proverbial,as no one believes that a man can fundamentally change his nature.This is why it is so difficult for one who has acquired an unsavory reputation to re-establish himself in public confidence.People know from experience that an individual who in one year displays knavish characteristics seldom in the next becomes any different.Nor does a thief become a trustworthy employee,or a miser a philanthropist.Nor does a man change and because a liar,coward or traitor at fifty or sixty;if he is one then,he has been one ever since his character was formed.Big criminals are first little criminals,just as giant oaks are first little acorns.人性的恒定性是众所周知的，因为没有人相信一个人能够从根本上改变他的本性。这就是为什么一个恶名远扬的人很难重建公众对他的信心。人们凭经验知道某一年中表现出无赖性格的人不太可能在第二年有任何改观。小偷也不会变成值得信赖的员工。吝啬鬼也不可能变成慈善家。一个人也不会在五六十岁的时候变成谎话精、懦夫或叛徒，如果那时候他是，那么早在他性格形成的时候他就已经是了。大罪犯最初都是小罪犯，正如大橡树最初都是小橡果。
13.I recalled his high spirits,his vitality,his confidence in the future,and disinterestedness.It was impossible that it was the same man ,and yet I was sure of it.I stood up,paid for my drink ,and went out into the plaza to find him,My thoughts were in a turmoil.I was aghast.I could never have imagined that he was reduced to this frightful misery.I asked myself what had happened.What hopes deferred had broken his spirit,what disappointments shattered him,and what lost illusions ground him to the dust?I ask myself if nothing could be done,I walked round the plaza.我回想起他那时高涨的情绪、他的活力、他对未来的信心，还有他的冷漠。这两个人不可能是同一个人，然而我确信就是他。我起身付了账，走进广场去找他。我的思绪一片混乱。我感到惊恐。我绝不会想到他已经沦落到这般可怕的悲惨境地。我问自己发生了什么事，是什么样的希望迟迟不能实现令他伤心，是什么样的失意将他击垮，是什么样的幻想破灭将他逼向屈辱？我问自己是否已经无计可施。我绕着广场走着。
Unit8 14.Sometimes, psychographic profiles can be quite detailed.Take the Accord.Honda Motor reports that the car's owners like to vacuum their garages.You can't say they're not clean.（第八章 P243 第一段）
有时候，心理剖析可以非常详细。以雅阁为例，本田汽车报告称，雅阁汽车的主人喜
欢用吸尘器打扫他们的车库，你不能说他们不干净。
15.We also found that sometimes messages sent out by seemingly similar cars can be quite different.Consider two premier British luxury sedans: Bentley's Arnage and Rolls' Phantom.Both are stately and fast, but each attracts a different kind of customer.（第八章 P243 第二段）
我们还发现，有时看上去类似的汽车可能传达了完全不同的信息，比如英国最好的两种豪华轿车：宾利公司的雅致和劳斯莱斯公司的幻影，两者都高贵而快捷，但他们却各自吸引了不同类型的客户群。
16.The Bentley buyer wants an understated heirloom that he or she can pass down through the generations;over 80% of all Bentleys ever made are still on the road today.The Phantom buyer, on the other hand, is looking for instant recognition.The car has a presence that really demands attention wherever it goes.（第八章 P243 第三段）
宾利的买主想要的是低调的，但可以世代相传的传家宝；有史以来所生产的宾利，80%以上至今仍跑在路上。然而，欢迎的买家却期盼一夜成名，汽车的外表使得它所到之处无不引人注目。
Unit 9
17.Opened in 1980,the House of the Future was designed to a showcase for state-of-the-art electronic innovations.The structure itself is a 3100 square foot,copper-trimmed prism rising out of the Arizona desert.Computer-controlled solar collectors on the south face of the house provide 75% of the heating and 95% of the domestic hot water needs.Inside,the house is as startling as it is outside.For the moment,the only permanent resident of the House of the Future is the computer.That monotone voice which greets visitors belongs to unique ,Motorola-designed five-unit computer network which serves as the nerve center of the building.“未来之宅”于1980 年对外开放，的设计是为了展示电子改革的现代技术水平。这一铜支架多棱体建筑占地3100平方英尺，高高耸立在亚利桑那沙漠之上。房子的南面布满了电脑控制的太阳能采集装置，室内75% 的供暖和95% 的热水所需能量由它们供给。房子内部像它的外表一样令人炫目。目前，“未来之宅”里唯一的常住户是一台计算机。参观者所听到的单调的欢迎声就来自于这台独一无二的机器，它由摩托罗拉公司设计，由五台计算机连成网络，它是这座建筑物的中枢神经。
第二篇：翻译对照稿
Consequent on the 2004 agreement, it was expected that negotiations would take place between authorities and unions to deliver ‘equal pay proofed structures’.At the time the report on equal pay blockages was released in November 2006(LGE, 2006b), only a third of authorities had implemented new ‘single status’ pay structures, a figure representing a quarter of the local government workforce.By 2009, this pattern had not changed very much.The slow progress has been attributed to two main blockages.因此在随后的2004年协议上，预计将在政府和工会间展开围绕着校对平等薪酬结构的谈判。当时对于薪酬平等障碍的报导被发布在2006年11月的LGE上，报导指出只有三分之一的当局实施了新的单一薪酬结构，而这指代表着四分之一的政府劳动力。这种模式直到2009年也没有太大的改变，进展缓慢，已被认定为它的两个主要障碍之一。
The first blockage has been with financing the agreement because of the high costs of providing back pay for those upgraded and future ‘pay protection’ issues for those down-graded as a result of the job evaluation exercises.A second major but related blockage has been the need for both employers and trade unions to mount defences against legal challenges from employees supported by ‘no win, no fee’ solicitors.第一个障碍因素与为支付拖欠工资而导致的高成本经济协议相关，这些高成本来源于一些升级问题和为因工作评估而导致下调的将来支付保护问题。第二个利益攸关的主要障碍已经成为对于雇主和工会来说都需要用来防御那些来自受不赢就不收费的律师支持的雇员的法律挑战。
The major issue is that, under equal pay legislation, employees in England and Wales found to have been discriminated against in terms of their pay levels may be entitled to up to six years’ back pay as compensation.While this can be ameliorated financially by reaching agreement with trade unions through a collective agreement, the problem was that, encouraged by solicitors,employees were increasingly challenging such agreements.在同工同酬的法规下，英国和威尔士的雇员们发现其主要问题是在他们的薪酬水平下如果受到歧视将有权享有长达六年的拖欠工资作为补偿。虽然通过一次集体协议与工会达成协议可以减轻财政，但问题是这样的协议会导致员工在律师的鼓励下越来越具有挑战性。
The pay bill expense(reportedly involving a permanent increase of up to 5% to achieve equality-proofed structures)had to be dealt with during 2007–2008, the final year of the 2004 settlement.This included combined back pay and implementation costs estimated at almost £3 billion.付账单费用（据报道，一个长久增长达到5%从而实现相对公平的结构）不得不在2007-2008年2004个结算的最后一年处理掉。这包括联合欠薪和实施费用总共估计在30亿英镑左右。
Adding to the unplanned financial burden, the central government department of HM Revenue and Customs told councils that employees and employers should expect to meet tax and National Insurance charges on any back pay.LGE estimated that this latter aspect would raise settlement costs by more than a quarter.加上考虑到计划外的财政负担，中央税务和海关部门的负责人告诉议会：雇员和雇主应该预料到支付在任何欠薪上的税和国家保险费用。LGE估计这后一方面的原因可能会提高结算费用的四分之一以上。
There was also a risk that ambitions to outsource certain services to secure
efficiency gains would also be impeded – in relation to staff transferred under the Transfer of Employment(Protection of Employment)regulations – if employers inheriting these staff were unwilling to accept the transferred liabilities.这里也有一个风险就是如果为了确保收益效率而外包某些服务那么自己的野心也会受阻，比如在涉及就业（就业保护）条例下转移员工那么雇主就不得不继承这些不愿接受转让责任的员工。
Employment Tribunal decisions have also undermined the collective bargaining process,whereby the trade unions find themselves with no alternative but to pursue deals regarded as unaffordable by the employers.Local government employers are therefore unable to enter negotiations.就业法庭的决定也削弱了集体议价过程，工会发现自己除了被雇主视为由于负担不起而寻求交易之外别无选择。因此地方政府雇主未能进入谈判。
While the details of successful, individual no-win-no-fee claims are case-specific,unions feel obliged to seek the maximum possible back pay consequent on these decisions and/or legal counsel’s opinions.Beyond employers, legal challenges are targeting unions on the ground that they have not paid sufficient attention to advancing the interests of affected members.虽然成功的详情，个别的不赢就不收费的要求是特殊情况，工会觉得有义务根据他们自己和/或法律顾问的决定来寻求最大可能的返薪。除了雇主外，由于雇主没有对受影响成员的利益给予足够的重视，法律挑战的矛头也指向了工会。
The case of Allen and others versus GMB(Court of Appeal, 2008);whereby, the union was found to be legally liable for not obtaining full backdating for its female members, has made unions extremely wary of negotiating ‘deals’ with employers.Despite possible appeals,a litigious culture has developed, effectively creating a stalemate in the collective arena, despite the national agreement that prepared the ground for equality cases to be resolved during 2007.艾伦和其他与GMB相对的（上诉法院，2008），由于被发现对他们的女性成员没有取得全面回溯是有法律责任的，这使得工会非常谨慎的与雇主交易谈判。尽管上诉文化发展后可能上诉，但为了有效的在集体主义环境上建立一种态势，在2007年全国性的协议还是准备双方站在平等的地位解决这一问题。
The employers have called on central government to legislate to make collective settlements legally inviolate in subsequent claims to the courts(LGE, 2006b).This needs to be accompanied, they say, by greater flexibility in how local authorities’ resources may be used and the character of the tribunal system.A role for the Advisory Conciliation and Arbitration Service(Acas)has been proposed in facilitating conciliation in pursuit of agreements made statutorily exempt from legal challenge.随后雇主在法庭上呼吁中央政府通过立法使集体定居点不可侵犯（LGE，2006b).他们说，这需要在怎样利用地方当局的资源和法庭系统的特点上伴随更大的灵活性。咨询调解和仲裁服务的一个作用是促成调解以追求法定协议而不是法律上的挑战。
LGE data tracking implementation of the grading and pay progression arrangements, as of April 2007, indicates that, on one hand, authorities are taking advantage of the flexibility under the devolved regime to acknowledge local labour markets.In the upper half of the pay scale, for example, authorities in the south of England are placing jobs evaluated at a given level,under the NJC job evaluation scheme,on higher scale points than northern authorities.截至LGE四月的数据跟踪实施分级和支付进展安排表明，一方面当局在承认当地劳动力市场上采取发达政权下的灵活性优势。比如在NLC的评估方案下，在薪级表的上半部分，英格兰南部当局比北部当局更大规模的放置了给定水平的评估工作。
On the other hand, among the one quarter of authorities that report having completed pay reviews,half have opted for quite narrow pay bands, with around 70% opting to retain annual seniority-based incremental progression within the scale for at least some workforce members.另一方面一半都选择比较窄的薪酬级别，在四分之一的当局报告已经完成的薪酬评论上，大约70%选择保留资历基础增量进程中至少包含有一些在职人员在内。
Shorter pay bands tend to be associated with a minimal equal pay risk, something that appears uppermost in the minds of some three-quarters of LGE respondents.There is concern that these priorities risk development of a reward strategy for local government employees that is ‘incoherent or tend[ing] toward the lowest common denominator’(LGE, 2007: 2).These anxieties are not altogether different from those expressed regarding the modernisation concept voiced by Peters and Pierre(2000).较短的薪酬级别往往是风险最小的同工同酬，一些最重要的东西出现在四分之三的LGE受访者大脑中。这些优先为当地政府雇员薪酬战略的风险开发相干或倾向于最小公分母（LGE，2007:2）。这些忧虑不完全与Peters和Pierre（2000）所表达的现代化概念相同。
2.NHS: an agenda for change?
The NHS ‘Agenda for Change’(AfC), has been described as ‘one of the most complex and lengthy pay negotiations in the world’(Bevan et al., 2004: 8).The agreement, involving 17 trade unions, was finally reached in late 2004 and most staff had been assimilated to the new structures by March 2006.The AfC agreement covers all non-clinical staff4 in the NHS, around 35% of which are qualified nurses who account for some 40% of the pay bill(National Audit Office(NAO), 2009).2、NHS（英国的国家卫生事业局）:一个议程的改变？
NHS的“变更议程”（AFC），已被描述为“一个世界上最复杂、最漫长的薪酬谈判。”（Bevan等，2004:8）涉及17个工会的协议终于在2004年年底达成，并且大部分员工已经在2006年3月被新的机构所接纳。变更议程的协议涵盖了所有在NHS里非临床的人员，其中占用40%账单的是大约总人数35%的合格护士（国家审计署（NAO),2009).The key principle behind the agreement was ‘to introduce a system that would pay staff on a consistent basis by reference to the work they do and the skills and knowledge they apply’(NAO, 2009: 4).The rationale ‘was not just to pay staff more, but to secure changes in working patterns and productivity that would translate into benefits for patients’(King’s Fund, 2007: vi).协议背后的关键原则是“引进一个可以基于员工所完成的工作及所提供的技能和知识来支付员工工资的系统（国家审计署 2009,4）。理由是“并不只是为了付给员工的更多，而是为了确保在工作模式和生产力的改变下能变得对病人有好处”（国王基金，2007：vi）
The Department of Health’s stated aims were to ‘enable staff to give their best for patients,working in new ways and breaking down traditional barriers;pay fairly and equitably for work done, with career progression based on responsibility,competence and satisfactory performance;and simplify and modernise conditions of service, with national core conditions and considerable local flexibility’(cited in NAO, 2009: 4–5).卫生部门表示其目的是“让员工用新的、打破传统壁垒的工作方法将自己最好的一面展示给病人；基于称职和令人满意的表现基础上的公平公正的工作薪酬和事业发展；在国家的核心条件和相当的地域灵活性基础上简单化和现代化条件的服务。”（引国家审计署，2009:4-5）
The scope of the reforms included ‘simplified’ national pay spines covering different occupational groups, a national job evaluation scheme(unlike local government and HE where individual employers and unions could choose their job evaluation scheme), harmonised terms and conditions, and a competency-based career framework known as the ‘Knowledge and Skills Framework’.改革的范围包括“简化”国家支付以涵盖不同的职业群体及统一的条款和条件，一个国家的工作评价方案（当地政府及任何个别雇主和工会可以选择他们的工作评价方案）和一个被称为“知识与技能框架”能力本位的职业框架。
The arrangements that AfC replaced, with many separate agreements for different groups of staff, were judged ‘a mess’(King’s Fund, 2007: vi).Published research, however, indicates major shortfalls on central government expectations for health service transformation as a result of this agreement.In part, the issues uncovered relate to efficiency or value-for-money returns on the financial investments that have been made.这个协议被AFC的许多单独协定所代替，而这些被称为“一塌糊涂”单独协定是为了员工中不同群体（国王基金，2007：vi）。然而，公共的研究表明中央政府的主要不足在于对卫生服务转变成这个协议的结果预期不足。
The problems are, however, also more qualitative in the sense that a ‘rushed implementation...failure to embed personal development plans for all staff
[and] absence of an independent robust evaluation of the impact’ of the programme necessitated an inquiry ‘to address issues of accountability and to enable lessons to be learned’(King’s Fund, 2007: vii).然而，问题也比较定性在这个匆忙实施并不影响所有员工的个人发展计划。这个发展计划缺少为解决问题而需要的一个独立的查询方案并能够从中吸取教训的影响的强烈评价。
While significant pay increases(an average 10% for frontline professionals in the 3 years to 2007)were awarded to NHS employees under AfC, critics argue that there has been neither a productivity increase nor intended transformation in practice(King’s Fund, 2007).A recent evaluation of AfC by the NAO(2009)found that ‘staff were not working sufficiently differently from when they were on their old pay contracts and as a consequence staff initially received increased pay for doing their existing roles’(NAO, 2009: 7).虽然在AFC下NHS雇员被授予显著的加薪（的前线专业人员在三年内到2007年的平均10%），但批评者认为这里既没有生产率的提高也不会导致改造实践的提高（国王基金，2007）。国家审计署对AFC的一个最近评估发现：员工不能充分的工作有别于当他们处于旧有薪金合同并因初期做好现有角色获得的提薪时。Most importantly, the NAO argued that there has been no improvement in productivity and there was no evidence that the £1.3 billion in net savings over the first 5 years of the agreement promised to the Treasury had been achieved(NAO, 2009:
7).Finally, a report from the House of Commons Public Accounts Committee in June 2009 reported that the NHS pay bill for AfC staff had risen by 5.2% a year on average since 2004–2005 while productivity had fallen by 2.5% a year on average between 2001 and 2005(House of Commons, 2009: 3).最重要的是，审计署认为在生产率方面没有提高，没有证据表明第一个五年13亿英镑的净储蓄已经完成对财政部的协议承诺。
These criticisms are coupled with evidence that, despite the extra cost, the process has far from satisfied many staff members.The NAO could find no evidence that job satisfaction had improved and there had been no reduction in the proportion of staff unhappy with their career progression or promotion.这些批评进一步表明，尽管会产生额外的费用，但这个进程对于许多工作人员来说已经远远得不到满足。审计署找不到任何工作满意度得到改善的迹象，并且在员工比例减少的情况下并他们没有在事业规划或晋升上有什么不满。
Systemic performance management improvements, supported by the Knowledge and Skills Framework, have left much to be desired.Managers have complained that the current version of the Framework is inadequate on two counts: it is judged both cumbersome and costly to implement.Nonetheless, the NAO report did comment that it is now easier for managers to estimate labour costs and manage budgets.通过知识和技能框架的支持，系统性绩效管理的改进有许多的不足之处。管理者抱怨说当前版本的框架存在两方面的不足：它被认为是既繁琐又高昂的实施。尽管如此，国家审计署的报告还是评论它现在更容易为管理者评估劳动成本和管理预算。
There have also been improvements from the shift to the single pay and grading system in terms of pay administration.The NAO concluded, however, that AfC ‘cannot yet be shown to have enhanced value for money’, largely because the Department of Health did not put in place any robust method for measuring such improvements(NAO, 2009: 8).这也有从转变到单一薪酬和薪酬管理方面的分级制度的改善。不过国家审计署得出结论：AFC还不能被证明在金钱方面具有更大的价值，这主要是因为卫生部没有在此提出任何为测量这种改进的方法（NAO，2009:8）。
Despite these rather critical assessments, it might be argued that recent reviews have missed one of the major points of AfC – the avoidance of expensive equal pay cases through the introduction of a single, job-evaluated, grading structure.But even here, the benefit of AfC has been called into question.尽管这些不是关键的评估，但它可能会争辩说最近的评论已经错过了AFC的主要观点之一——通过引入单一的、工作评估的分级结构以避免昂贵的同工同酬案件。但即使在这里，AFC的利益也一直被质疑。
A recent employment tribunal case(Hartley et al.versus Northumbria Healthcare NHS Foundation Trust et al.)argued that the agreement was innately sexist.The lengthy judgement produced in 2009, however, found in favour of the respondents.Most importantly, the AfC job evaluation scheme was found to be a valid analytical scheme which satisfied the Equal Pay Act.一个近期的就业法庭案件（Hartley 等人与诺亚比亚医疗保健NHS信托基金会等）认为该协议是固有的性别歧视。然而最重要的是，在2009年产生的冗长判决中受访者发现，AFC的工作评估方案被认为对“同工同酬”法案来说是一个有效的分析性方案。
This decision was important because, if the claimants had been successful, it
would have opened up the NHS to a potential 13,700 further equal pay cases which could have cost the NHS millions of pounds in back pay.这一决定是重要的，因为如果索赔人已成功，那将会让NHS打开一个潜能到13700以上。这种平等薪酬的情况可能会在拖欠工资上花费NHS数以百万英镑。
3.HE: end of the academic/support staff divide?
The ‘Framework Agreement’, negotiated between the HE employers and the(then)seven unions over a 2-year period in 2004, was the outcome of a new negotiating machinery following the merger of funding arrangements for institutions and the creation of a single employers’body, the Universities and Colleges Employers Association(UCEA), for the whole sector in 1994.HE：学术/支持员工分离的结果？
在1994年为了整个行业这个框架协议——大学和学院雇主协会——是新的伴随着机构合并后的筹资安排和一个单一雇主创造体的谈判机制的结果。HE的雇主和七个工会间的谈判在2004年超过了一个长达两年的时间。
The establishment of a new sector-wide joint negotiating committee – the Joint Negotiating Committee for HE Staffs(JNCHES)– in 2001 included the objective to create a new single pay spine for all staff below the level of Professor or equivalent.在2001年建立一个新的全部门谈判委员会——为其职员而联合的谈判委员会——包括目标为处于在教授或相当水平下的所有员工建立一个新的单一支付脊柱。
UCEA described the Framework Agreement as ‘the largest human resources initiative ever undertaken in the sector’, providing a framework ‘to modernise pay arrangements with the specific aim of promoting equality, transparency and harmonisation to ensure equal pay is delivered for work of equal value’(UCEA, 2008: 3).UCEA描述这个框架协议为“在部门内实施的最大人力资源倡议”，通过促进平等的特殊目标为现代化的支付安排提供一个透明度和谐和的为确保同工同酬的交付同等价值的工作（UCEA,2008:3)。
The agreement was only reached after lengthy negotiations and, while the support staff unions(Amicus, GMB, T & G and Unison)and the National Association of Teachers in Further and Higher Education(now UCU)signed up to the agreement in 2003, the Educational Institute of Scotland only signed in January 2004 after a separate agreement on pay protection for existing academic staff.协议只有经过漫长的谈判达到，最终员工工会和继续教育和高等教育中的全国教师协会在2003年签署协议，苏格兰教育研究所于2004年1月签署了一份旨在为现有教学人员提供薪酬保护单独的协议。
The Association of University Teachers(now UCU), however, declared a dispute over the proposed agreement and only finally signed the agreement in March 2004 after agreement on a Memorandum of Understanding that gave additional guarantees of pay protection for academic staff under any future arrangements.然而，大学教师协会宣布了对该协议一个的争论和最终在2004年3月签署该协议，然而签署协议的前提是达成一个无论在任何未来协议下都给予额外的教学人员提供薪酬保护保障的谅解备忘录。
第三篇：研究生英语课后翻译unit3
The plane arcs softly into its final descent at Hong Kong International Airport.Below, Victoria Harbor, and the silent rhythms of countless ships.Beyond, sloping mountains fence in a breathtaking city view that seems to stretch forever.This is no ordinary airport.This is no ordinary city.An elderly man passes by wearing pajamas, bearing a brightly feathered bird singing merrily in its cage.Professional gather at a roadside kitchen for noodles, congee and shrimp.Incense from s tiny Taoist temple drifts into the pounding beat of rock music pouring out of a discotheque.A ferry travels on the nearby water regularly, taking passengers to an isolated island 40 minutes away, where Buddhist temples and tiny fishing villages dot the landscape, Hong Kong.Here, 161 km south of the Tropic of Cancer, beats the pulse of Southeast Asia’s heart.Where East greets West, and past colors present.飞机轻轻地进入香港国际机场做最后的下降。这下面的维多利亚港，停靠着无数沉默伴奏的船只。除此之外，倾斜的山围栏有一个惊人的城市，似乎永远伸展。这绝不是普通的机场，这也绝不是普通的城市。一位上了年纪的人仍穿着睡衣，手里拎着有一个笼子，有只明亮羽毛的鸟在里欢快的歌唱。还有些专业的餐馆聚集在一个路边，面条，粥和虾。香而窄的有小小的寺庙直至还有一片有冲击摇滚音乐的节拍倾泻而出的一个迪斯科舞厅。定期渡轮行驶在附近的海面上，把乘客带到一个孤岛上，40分钟的路程，佛教寺庙和小渔村点缀的景观，这里就是香港，北回归线以南161公里，东南亚跳动的脉搏的心脏。映入眼帘的是东西的文化和新旧色彩的全新呈现。
第四篇：研究生英语第一课课后翻译
有时候，在工作中重要的倒是能否处理好人际关系而不是有多大的才能。人际关系就是一种善于听取别人意见体察别人的需要虚心接受批评的能力。善于处理人际关系的人敢于承认错误，敢于承担自己的责任，这是对待错误的一种成熟和负责任的态度。这就是为什么许多平平庸庸的公司雇员在大调整中保住了位置，而有才能的人反而下岗。因为他们很注意处理各方面的关系，所以八面玲珑，到处有缘。而人际关系差的人往往不能处理好批评。碰到错误，他们首先想到自己，拒不承认自己有错，或情绪低落或大发雷霆，成为有刺的人，难以相处。
Sometimes it is interpersonal skills rather than professional skills that really counts in your career.Interpersonal skills are nothing but the ability to be good listener, to be sensitive toward other‟s needs, to take criticism well.People with skill in social relations admit their mistakes, and take their share of blame, which is a mature and responsible way to handle an error.That‟s why many mediocre employees survive violent corporate upheavals while people of great talent are being laid off.Sensitive in their dealings with others, they are well liked everywhere.People with poor interpersonal skills have trouble taking criticism.When confronted with a mistake, they let their ego get in the way.They deny responsibility and became moody or angry.They mark themselves as “prickly”.Every so often, it is one’s interpersonal skills rather than his capabilities that matter in his work.Interpersonal skills are the ability to listen to others, observe others’needs, and be open to criticisms.An interpersonally skilful person never fails to admit his mistakes and shoulder his responsibilities, since he has a mature and responsible attitude toward mistakes.That is why in a company’s personnel reshuffle many employees with mediocre capabilities are allowed to stay while some talented people get dismissed.The former are careful to deal with people all around them, so they are popular with everyone and favored everywhere.In contrast, those with poor interpersonal skills cannot cope well with criticisms from others.When they get things wrong, they tend to put themselves first and deny their mistakes, or they feel depressed or fly into a temper, as unapproachable as a hedgehog.
第五篇：研究生英语课后close翻译
第一章
《视窗》这个网站杂志包含世界著名作家的诗歌和文学作品，其中不乏有解释这个世界的发人深思的文章。甚至还有来自联合国秘书长科菲·安南的文章。令我们吃惊的是这个杂志的编辑是一个12岁的小女孩，乔治·南丁格尔。
她因为《视窗》这个杂志而获得1999年有线和无线儿童网络奖项的一等奖，这些奖每年由年轻人颁发给最善于应用网络的年轻人。他们强调虚拟世界是网络最受欢迎的一个方面。孩子们进入到网络空间仿佛他们天生都会使用网络。
或许因为孩子们接受这些技术很自然，而大人不得不需要费一番脑筋才能理解。无论什么原因，但孩子们已经建立起网站并向世界各地的朋友发邮件时，而大人仍在询问“请告诉我一边，网络空间究竟在哪”。
当然，孩子们在网络空间中可以远离父母的监管，这个问题日益受到关注。很多父母为了应对这件事已经安装了可以组织孩子们进入暴力和色情网站的软件。儿童网站采取了更积极的策略，它是一扇通往教育世界和娱乐世界的大门。
网络文化的迅猛发展已经引起分析家的推测：社会很快就会分成两个阵营——信息丰富阵营和信息贫乏阵营。为此儿童网站将尤为重要，为那些因为贫困或者残疾而处在社会边缘的孩子们能在虚拟网络中有机会像一个正常公民一样享受同等权利。
第二章
当你舒服地坐在花园里给你的同时发邮件时，你不需要经历一个难受的旅行去和他们交谈。如果你需要一份重要文件，你可以通过卫星传真到你的手机上，并且可以在笔记本电脑上观看。即是来自其它大洲的文件，你也可以立即接收到它。
随着科技成本的日益降低，生产所有权变成了现实。由于拥有电脑﹑手机﹑传真机﹑打印机作为远程工作者的物质工具，他们变成了真正的电子农民。
像传统农民一样，在同一环境里生活和工作。他们不仅亲手耕耘“土地”，而且收获丰富的脑力资源成果。
然而，没有在第25层楼上的豪华办公室，微型企业家无法证明他们的信誉。无论对和错，人们认为在漂亮的大办公室办公是身份地位的象征。人们想：“如果一个公司能够提供这些，那么，这个公司经营的一定很好”。但是，面对一个人在家中的一间房子里办公时，顾客们倾向于这样想：与他们的接触毕竟不会长远。难道一个在黄金地段拥有一间大办公室的工人才是好的工人么？
事实上，研究表明：家庭工作者一般更加认真地完成任务，并且比在办公室里德同事工作的时间更长。像拥有土地的传统农民一样，他们感觉再为自己工作。
更重要的是，他们不拘泥于计划，当什么时候合适了他们就开始工作。那就意味着他们花一个或者两个小时来陪孩子玩耍，然后熬夜来完成演讲稿，其结果他是一个更加愉快的工作者。
第三章
在1998年年初时，东非本应是最美丽的时候：一般短暂的雨季在十二月份已经结束，水位下降，乡村充满活力；农民种植庄稼，牧民在草地上放牧，游客到处旅游。但今年是不同的，雨季长而且降雨量比较大。在肯尼亚和索马里大部分地区，水蔓延几英里，切断了村庄的联系，迫使牧民将他们的牲畜转移到少数干地上。事情很快变得更糟糕。骆驼、奶牛、绵羊、山羊都开始死于高烧。人也开始得病，一些人暂时性失明，而另一些人流血不止。这种疾病被叫作裂谷热，有蚊子所携带的病毒所致。在非洲，这种疾病每隔几年就会爆发一次——当死水使蚊子大量繁殖时就会爆发，今年裂谷热的爆发也是由于洪水不退引起的。据官方报道至少有89000人得病，其中死亡200人，但是这种病通常不致命。然而牲畜的损失巨大，据牧主称他们损失90%的牲畜。
虽然东非灾难性的洪水已引起世人的关注，但于此同时，别的一些奇怪天气也令人们关注，如不正常的干旱，火灾，暴雨，寒流和热浪。每年都会出现大量反常现象，但今年他们中许多都与太平洋赤道附近的洋面上发生的情况有关，即在1997年的头几个月里洋流和季风开始改变，并且改变了全世界的天气类型。当然，这种天气的改变是厄尔尼诺作用的结果。到1997年底，厄尔尼诺已经众所周知。然而在1988年，厄尔尼诺对全世界的影响达到鼎盛期，它创造了有史以来的最热的天气记录。，除裂谷热外，厄尔尼诺还引起了伤寒、疟疾、登革热等一系列疾病在肯尼亚、柬埔寨、秘鲁和世界其他国家的爆发。
第五章
令人震惊的是宇宙有其自然规律及其法则，这种规律不仅能够定性的而且能够定量概括出其运行规则我们可以想象这样一个宇宙，没有任何规则像我们宇宙一样大由1018基本粒子构成，完全在一种无序的混乱状态下运行，为了了解这个宇宙，我们将需要像这个像宇宙那么大容量的大脑。这样的宇宙似乎也不太可能有生命和智能生物。因为人类和大脑都需要一个稳定且有序的内部结构。但即使在这个非常混乱无序的宇宙中存在比我们高级的智能生物，他们也将不会有太多的知识、激情和喜悦。
幸运的是，我们生活在至少它的重要组成部分是可知的宇宙中。我们常识性的经验和进化史已经让我们去了解到这个世界一些平凡的事情。然而当我们进入其它领域时，常识性的经验和直觉却变得高度不可靠。这是令人震惊的，当我们接近光速时，我们的质量在无限增大，我们的厚度却朝着运动方向零厚度收缩，时间也像我们希望的那样几乎停止。许多人认为这些想法是非常愚蠢的，每一到两星期，我都会收到一封向我质疑的信。但这些确定的事实不仅是实验的结果，也是阿尔伯特爱因斯坦在《相对论》中关于时间和空间的精辟分析的结果。这些影响对于似乎我们不太合理，但这些不重要。我们并没有接近于光速旅行的习惯，在这样的高速运行下，我们的常识也值得怀疑。
这种认为宇宙限制着人类做任何可做的事情的想法是令人沮丧的，为什么我们不能处在中间旋转的位置呢?为什么我们不能超光速旅行呢？但是据我们所知，这就是宇宙的所构筑方式。这种限制不仅使我们在浩瀚的宇宙面前更加渺小，也使整个宇宙更为可知。
第七章
我一直不喜欢作为一个男人。在美国男子气概是可悲的，就像一生穿一件不合体的外套度过一生。甚至 “成为一个男人汉”这样的表述都让我感到侮辱和辱骂。它的意味是：愚蠢，冷漠，顺从，好斗，无思想。男人意味着有男子气概，当考虑男人的时候，怎能不想到男人可怕的勃勃野心呢？然而这时每个男人生命力的一部分。这是一个骇人听闻和极其可怕的谎言。它不仅强调与女人的不同，而且纵容其优越性。从本质上讲，它具有破坏性，既伤害了人与人之间的感情，有危害整个社会。
如果一个年轻人（大部分年轻人都是如此）受到这种概念误导，认为具有男子气概的理想是截然与女人分开，如同野蛮部落的逻辑一样，他终其一生对女人都不了解，认为女人是讨厌的。当然，也有男性所遭受的痛苦折磨的女性版本。它始于一个母亲鼓励小女儿对大人说：“你喜欢我的新裙子吗？”就某种意思来说，女孩一般被教导用彬彬有礼的方式去讨好大人，而男孩则要求像猴子一样顽皮、淘气地面对彼此。一个九岁的俊俏小女孩在微妙的权力游戏中成长为成年女子，她学会依赖男人，打扮入时，并且对男性提出的缺点保持注意力。女人就要像个女人，这需要一个男人作为证明者和诱惑者，而男人气质崇尚独立，与男人为伍。这是荒诞之所在，这也是为什么男人有缺点的原因，因为它否认了男人和女人之间有自然的友谊关系。
很难想象有不轻视女人的男子气概的观念，并且这种观念很早就被灌输。在我到了想跟女孩约会的年纪，也就是13—16的反叛的年龄，我总是被告诉去参加运动，去户外活动，参加童子军，并且不需要读太多的书。
点击咨询 