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  3. [img]2014m3x/ct_eyyjsaz2012c_eyyjsaread_0131_20136[/img] Every year since 19

[img]2014m3x/ct_eyyjsaz2012c_eyyjsaread_0131_20136[/img] Every year since 19

游客2024-08-05  11
问题
    Every year since 1998, Fortune Magazine has published a list of the "100 Best Companies to Work For". How does the magazine choose the companies? Firstly, it uses a survey. 350 employees answer fifty-seven questions about their company. Secondly, Fortune Magazine looks at important features of companies: for example, pay, benefits, and communication between workers and management. Finally, the magazine compares the results to find its Top 100.
    To a certain extent, the results are guesswork, but the companies on the list, by and large, have many things in common: they pay their employees well, they allow workers to make decisions, and they offer a comfortable workplace. Broadly speaking, however, the winners tend to offer something a-bove and beyond the norm. J. M. Smucker, a jam and jelly company, gives its workers free muffins and bagels for breakfast: at Griffin Hospital, employees get free massages: a bank called First Horizon National gives its employees time off to visit their children’s classrooms. Wegmans Food Markets sent one worker on a ten-day trip to London, Paris and Italy to learn about cheese. This is not unusual for the New York-based company, which is well-known for the scholarships it gives its employees to further their education. At W. L. Gore, workers decide on their colleagues’ salaries. Surprisingly enough, the most important thing for employees is not money. It is freedom to develop ideas. Timberland offers a six-month paid sabbatical for employees who have "a personal dream that benefits the community".
    Let’s not forget that all these companies are businesses whose priority is making money. They have to make a profit. And do they? Seemingly, the answer is a big "yes". The number one company on Fortune’s 2005 list, Wegmans, makes a fortune. The company, which has a motto, "Employees first, customers second" , is one of the fifty largest private companies in the US, with annual sales of $ 3. 6 billion, according to Forbes magazine. Apparently, being good to your employees is no obstacle to making money.
    How much of Wegmans’ success is due to the company’s policies? " Up to a point, the success is because of the freedom they give us," says one employee. " On the other hand, no company gets rich just by being nice. Wegmans has great marketing strategies and it’s well-positioned within the community. I’ve been here for fifteen years. Looking back, I’d say that the company’s innovations for customers, such as the Shoppers’ Club electronic discount programme in the 90s, have been just as important as the benefits to staff. "
    But the employee benefits are striking. Fundamentally, Wegmans believes in professional development. As well as scholarships, the company gives its employees business opportunities. For years, one employee made delicious cookies for her colleagues. Eventually, she started selling the cookies in Wegmans. "I just asked the manager," she says. "With hindsight, I should have asked earlier. I could have made more money!"
    The staff’s freedom to make decisions is another thing you won’t find everywhere. Essentially, Wegmans wants its workers to do almost anything to keep the customers happy. Believe it or not, an employee once cooked a Thanksgiving turkey in the store for a customer because the woman’s turkey, bought in Wegmans, was too big for her oven. One manager says, "We’re a ＄3 billion company run by sixteen-year-old cashiers. " [br] The survey conducted by Fortune Magazine infers that employees consider______as the most important instead of high salary to decide which company to work for.
选项
答案 freedom to develop ideas
解析 (第二段倒数第二句和第三句提到，员工最看重的不是薪水高低而是自由构思的优待。)
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