雅思（阅读）模拟试卷59 (题后含答案及解析)
题型有：1. Reading Module
英文谷歌
Reading Module (60 minutes)
ABSENTEEISM IN NURSING: A LONGITUDINAL STUDYAbnce from work is a costly and disruptive problem for any organisation. The cost of abnteeism in Australia has been put at 1.8 million hours per day or $ 1400 million annually. The study reported here was conducted in the Prince William Hospital in Brisbane, Australia, where, prior to this time, few active steps had been taken to measure, understand or manage the occurrence of abnteeism.Nursing AbnteeismA prevalent attitude amongst many nurs in the group lected for study was that there was no reward or recognition for not utilising the paid sick leave entitlement allowed them in their employment conditions. Therefore, they believed they may as well take the days off -sick or otherwi. Similar attitudes have been noted by James(1989), who noted that sick leave is en by many workers as a right, like a
nnual holiday leave.Miller and Norton(1986), in their survey of 865 nursing personnel, found that 73 per cent felt they should be rewarded for not taking sick leave, becau some employees always ud their sick leave. Further, 67 per cent of nurs felt that administration was not sympathetic to the problems shift work caus to employees’ personal and social lives. Only 53 per cent of the respondents felt that every effort was made to schedule staff fairly.In another longitudinal study of nurs working in two Canadian hospitals, Hackett, Bycio and Guion(1989)examined the reasons why nurs took abnce from work. The most frequent reason stated for abnce was minor illness to lf. Other caus, in decreasing order of frequency, were illness in family, family social function, work to do at home and bereavement.MethodIn an attempt to reduce the level of abnteeism amongst the 250 Registered and Enrolled Nurs in the prent study, the Prince William management introduced three different, yet potentially complementary, strategies over 18 months.Strategy 1: Non-financial(material)incentivesWithin the established wage and salary system it was not possible to u hospital funds to support this strategy. However, it was possible to cure
incentives from local business, including free pass to entertainment parks, theatres, restaurants, etc. At the end of each roster period, the ward with the lowest abnce rate would win the prize.Strategy 2: Flexible fair rostering Where possible, staff were given the opportunity to determine their working schedule within the limits of clinical needs.Strategy 3: Individual abnteeism and counllingEach month, managers would analy the pattern of abnce of staff with excessive sick leave(greater than ten days per year for full-time employees). Characteristic patterns of potential 六一儿童节英文>出厂价英文‘ voluntary abnteeism敬礼英文’ such as abnce before and after days off, excessive weekend and night duty abnce and multiple single days off were communicated to all ward nurs and then, as necessary, followed up by action.ResultsAbnce rates for the six months prior to the incentive scheme ranged from 3.69 per cent to 4.32 per cent. In the following six months they ranged between 2.87 per cent and 3.96 per cent. This reprents a 20 per cent improvement. However, analysing the abnce rates on a year-to-year basis, the overall abnce rate was 3.60 per cent in the first year and 3.43 per cent in the following year. This reprents a 5 per cent decrea from the first to the cond year of the study. A sigpgl
nificant decrea in abnce over the two-year period could not be demonstrated.DiscussionThe non-financial incentive scheme did appear to assist in controlling abnteeism in the short term. As the scheme progresd it became harder to cure prizes and this contributed to the program’s losing momentum and finally ceasing. There were mixed results across wards as well. For example, in wards with staff members who had long-term genuine illness, there was little chance of winning, and to some extent the staff on tho wards were dimpowered. Our experience would suggest that the long-term effects of incentive awards on abnteeism are questionable.Over the time of the study, staff were given a larger detree of control in their rosters. This led to significant improvements in communication between managers and staff. A similar effect was found from the implementation of the third strategy. Many of the nurs had not realid the impact their behaviour was having on the organisation and their colleagues but there were also staff members who felt that talking to them about their abnteeism was ‘ picking’ on them and this usually had a negative effect on management- employee relationships.ConclusionAlthough there has been some decreas
e in abnce rates, no single strategy or combination of strategies has had a significant impact on abnteeism per . Notwithstanding the disappointing results, it is our contention that the strategies were not in vain. A shared ownership of abnteeism and a collaborative approach to problem solving has facilitated improved cooperation and communication between management and staff. It is our belief that this improvement alone, while not tangibly measurable, has incread the ability of management to manage the effects of abnteeism more effectively since this study.This article has been adapted and condend from the article by G. William and K. Slater(1996), ‘好好学习天天向上英语Abnteeism in nursing: A longitudinal studyopt’2011上海中考英语英语 音标, Asia Pacific Journal of Human Resources, 34(1): 111 -21. Names and other details have been changed and report findings may have been given a different emphasis from the original. We are grateful to the authors and Asia Pacific Journal of Human Resources for allowing us to u the material in this way.Questions 1-7Do the following statements agree with the information given in Reading Passage 1 ? In boxes 1 - 7 on your answer sheet writeYES if the statement agrees with the informationNO if the statement contradicts the informationNOT GIVEN if there is no information on this in the passage
therefore的用法
