科学鱼
烘焙食品Hire me, hire my husband
Peter Gettings, director of human resources for XYZ Company’s rearch and development laboratories, was relating a success from his State University recruiting trip to Derek Hills, XYZ’s manager of computer operations.
“Derek,” Gettings said excitedly, “you know how you’ve had me looking for engineers who could add technical strength to your operation? Well, I’ve found one—a nior at State University and a straight-A student, with lots of ambition, interested in computers for what they can do in applications, and anxious to work in industry. I’m bringing her in for an interview—I’m sure you’ll want to hire her, and I’m positive we can.”
“But,” Getting continued, “that’s the good news. The back news is that she’s married and she and her husband want to work for the same company. Her husband is a marketing major and a jock. He played four years of basketball for State but is not nearly good enough to consider a pro career. I met him; he’s got lots of personality and a C-grade average. I don’t e any particular talent in him, and I think our marketing people will turn him down fla小老
t. But if we want her, we’ve got to find him a job!”
Sally Finch and her husband, Mike, were brought in for interviews with exactly the results Pete Gettings had predicted. Everybody was impresd with Sally, for she had prepared well for the interview and was able to point out some unexploited applications of computers at XYZ. Her suggestions about product performance simulation were particularly thought provoking and impressive.
理化生实验室Her husband, on the other hand, did very poorly in his interview. Mike could discuss his basketball prowess, but little el. His earring and ponytail hairstyle did not fit the conrvative atmosphere of XYZ either.
The interviews resulted in a very attractive offer to Sally and a rejection for Mike. Sally’s respon was a blunt retort that she and Mike would continue to look for opportunities to work for the same company. XYZ wanted to employ Sally so badly that it made a diligent arch of local employment possibilities for her husband, thinking this might be a good alternative to employing both of them at XYZ. A small telemarketing firm finally exhibited s
ome interest in employing Mike, and becau of the excellent offer that XYZ had made to Sally, the pair decided to accept both offers.
海鲜怎么保鲜存放
Sally subquently proved to be a valuable ast to XYZ’s R&D computer operations, and her work resulted in some excellent product development progress for the company. Derek was plead and continued to pay for her additional training.
Sally received two promotions during her first two years at XYZ. Occasionally Derek asked about her husband, and Sally’s only respon was that he was doing OK and they were considering buying a home. This was good news becau XYZ felt that Sally was definitely an employee they wanted to keep.
女配是重生的
As time went on, Derek saw Mike veral times at departmental social functions and noted that he had matured and become a very lf-assured individual. In conversations with him, Derek obrved that Mike emed to have all the characteristics of a successful young businessman. Derek, in fact, wondered to himlf if XYZ had made a mistake in not hiring him
食不下咽
Derek was surprid and ill prepared one morning when Sally walked into his office and told him she was resigning.
“What’s the problem?” Derek asked.
“My husband has done very well in the telemarketing business and has been offered a promotion and transfer to the West Coast. His company has asked him to open and manage a new branch operation there. I’m certain I’ll be able to find employment in our new location, and we think this is the chance of a lifetime for Mike. I’m sorry to leave XYZ, but really e no other choice. I’m willing to stay a month or so to help train a replacement if you can find one quickly. Of cour, if XYZ could come up with a job for Mike equivalent to the one he’s been offered on the Coast, we could stay here.”
大理有什么好玩的地方景点推荐Discussion:
what do you think the dual-worker phenomenon would influence the organizations in the perspective of staff career management?
