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"Lifelong learning" is a phrase beloved by business schools. But not, it see

游客2023-08-17  55
问题     "Lifelong learning" is a phrase beloved by business schools. But not, it seems, by their clients. According to a recent survey by Mannaz, a management-development firm, the number of professionals taking part in formal corporate training drops rapidly after the age of 55. Are these wise, old heads being overlooked?
    It is tempting to conclude that older executives are falling victim to age discrimination, as firms focus resources on younger talent. But Jorgen Thorsell, Mannaz’s vice-president, attributes this to the employees themselves instead of to the organizations.
    This doesn’t mean that more seasoned executives have completely abandoned the idea of personal and career development, however. Instead, Mr. Thorsell says that this group prefers a do-it-yourself approach, conducting their own research and swapping war stories with their peers rather than take a place at business school.
    This self-taught approach carries two potential dangers. The first is that a wealth of knowledge and experience is lost from the classroom, which reduces the value of the training for everyone else. But non-participation may also be the beginning of a process of detachment from the organization, its aims and aspirations, which in time will damage both parties. Furthermore, Stephen Burnett, associate dean of a management school close to Chicago, says that as executives start to stretch their careers into their seventies, education makes even more sense for this group.
    One solution is to throw money at the problem. When senior managers are offered the chance to mix with their peers at a top business school, they seem to be quickly won over. IMD in Switzerland, for example, maintains that it does not see any drop in the number of older managers on its programs, and goes on to say that it has actually witnessed organizations investing heavily in them throughout the downturn.
    Few organizations could afford to put all of their veteran managers through the sort of prestigious programs that IMD offers. But firms do need to engage those managers below the C-suite—whom one management consultant describes as the "magnificent middle"—because these are the front-liners who make things happen within any business and who carry around in their heads the secrets of how the organization works.
    One way in which this can be done is to make training less about abstract theory and more about the actual workplace. This means steering clear of the case studies that business schools are so fond of and instead relating new ideas directly to what is happening on a day-to-day basis within the organization. To accomplish this, training should be delivered in short, sharp bursts so that executives can take a lesson, put it into practice, assess its effectiveness and then return to shape it further in light of this "trial by fire". [br] Which is the negative influence of self-taught approach to older executives?
选项 A、Getting less knowledge and experience.
B、Reducing the value of training for themselves.
C、Restricting their careers within their seventies.
D、Being detached from the organization.
答案 D
解析 事实细节题。该段前几句提到，这一自主学习的方式存在着两个潜在的危险。首先是课堂会丧失大量的知识和经验，这样就会降低其他人参加培训的价值。而缺席这样的培训还会造成与公司、公司目标和愿景的分离，这些迟早都会造成年长高管和公司的双面损失，因此D)为本题答案。A)“得到更少的知识和经验”，这与文中“首先是课堂会丧失大量的知识和经验，这样就会降低其他人参加培训的价值”不符，故排除；B)“对他们自己而言，降低了培训价值”，同样根据“这样就会降低其他人参加培训的价值”排除；C)“将他们的事业发展期限制在70岁以内”，文中只是提到“随着高管们将他们的事业发展期延长至70多岁，教育对于他们的意义将会更加重大”，而并不是说不参加培训就会将事业发展期限制在70岁以内，故排除。
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