有关于留守儿童的外文翻译.doc

Employee assistance programmes(EAPs)what are they and why have them?It may be a truism to suggest that employees are the most important asset of an organisation，but many truisms are such because generally they are true!However,industries generally have been treating their employees rather badly over the last decade.The recession from which we are currently climbing has resulted in organisations“rationalising”and“downsizing”and in employees feeling vulnerable and insecure.Most industries are coming out of recession feeling stronger,leaner and fitter. The more sensitive ones are aware of the value of the employees that have helped them achieve this and are aware of their insecurity and the stress this can create.They realise that it makes good commercial sense to invest and support these people.After all,in any service industry“the value of a company is the sum of the knowledge of the people working for it”.If an organisation loses its people,it loses the value,and might lose the entire service. This is particularly true in service indus-tries which are tightly financially controlled and target driven,creating pressures and stress for those within them.This means that unfortunately,many of the staff will suffer,in a major or minor way,from stress or stress-related illness at some point.Frank Davies,chairman of the Health and Safety Commission,suggests that“People can be too frightened to admit that they are under stressperhaps because they associate it with the stigma of mental illness or because people see it as a sign of some kind of weakness and some organisations seem to be taking the view that stress is not their problem but an individ-uals”(Davies,1997).员工援助计划（EAPs）是什么，为什么有他们呢？它可能是一个不言而喻的建议，员工是一个公司最重要的资产，但是许多众所周知的事情都是如此，因为这是事实！然而，很多行业在过去的十年对待雇员很差。近年来不断加剧的衰退导致很多公司合理化和规模缩小，很多员工也因此感到不安和不稳定。大部分行业从衰退中走出来之后，感觉到更强壮、更精简、更能适应行业竞争了更多比较敏感的行业知道了雇员能帮助他们达到目的的价值，他们也清楚员工的不安和压力由此产生。他们意识到这对商业投资很有好处，也能很好的支持这些人。毕竟，不是在所有的服务行业都认可“一个公司的价值是人的知识和它的工作”。如果一个公司失去了员工，失去了员工的价值，这有可能使它失去全部的服务。在服务性行业中，这是特别地正确的，这在财政控制和目标达成中都有过试验，造成的压力和应力内拔地而起。很不幸的是，这就意味着在某个时刻许多员工将直接或间接地产生压力或与压力有关的疾病。健康安全委员会主席弗朗克·戴维斯建议，“人们可能太害怕而不愿承认自己受到的压力，可能是因为他们将它与精神病的特征联系在一起，或者是人们把这看做是软弱的一种表现，而且很多公司认为压力不是他们的问题，而是大家都存在的问题”（戴维斯，1997）。The Health and Safety Executives 1990 Survey of Self-reported Work-related Illnesses in England and Wales suggested that about 7,500 employees missed work because of stress, caused or made worse by work, costing British businesses more than100 million each year. In the highly competitive world of service organisations especially (but in all organizations) stress is prevalent, resulting in varying performance and high staff-turnover. This can result in lower morale and flexibility, increased tension and long-term uncertainty. It must therefore make good sense to find ways of managing this stressincluding both addressing the causes of stress and attacking the symptoms of stress by providing support and/or counselling on an ongoing basis to help individuals alleviate pressures and stress. Important issues include ensuring that staff have the proper tools and equipment to do the work with which they are chargedand of course, ensuring that they are adequately trained and prepared for the work. A feeling of incompetence (even when not the employees fault) is a major inducer of stress. Staff also need to feel that they are being treated fairly and consistently and ideally, that they have the chance to make a contribution to theirown working environment and practices. However, in times of paring resources to the bone to remain competitive, stress will still exist and will surface from time to time in various ways. This is where an EAP can help.在英格兰和威尔士，健康与安全执行委员会在1990年自报工作有关的疾病的调查显示，大约7,500名员工因压力而失去工作，造成或因工作而变得更加严重，英国企业的成本每年超过1亿英镑。在竞争激烈的服务性行业中，压力是普遍现象并导致不同的工作绩效和较大的人员流失。这可以导致较低的士气和灵活性,增加了紧张和长期的不确定性。因此，必须作出明智的选择，能找到这样的压力管理的方法，包括既着眼于解决压力的原因和攻击提供支持和/或持续进行辅导，以帮助个人减轻压力的症状的方法。重要的问题包括确保工作人员有合适的工具和设备去工作，确保他们得到充分的培训和工作准备时间。一个不适合的感觉（即使不是雇员的过错）是一种压力的重要诱导，员工也需要觉得他们是被公平对待的，他们有机会为工作环境做出自己的贡献。然而在资源削减的时候遗留的就只是竞争，压力将时不时地以各种方式出现。这就是EAP能提供的帮助。Why have an EAP?As we have seen,most people suffer from negative stress at times. It directly affects their performance at work. An EAP is designed to help alleviate this and enable people at work to realise their full potential for the benefit of their organisation and themselves. It is a tangible and practical employee benefit. All employers have a duty of care to their employees. 在1996年11月In November 1996,a social worker successfully sued his employer over the stress he suffered at work . He had suffered two breakdowns, of which it was judged that the second could have been avoided. The employer had ignored a number of requests for help and was held liableresulting in a potential200,000 award. This is currently under appeal. If upheld it could create a precedent for an avalanche of future cases. If the council had operated an EAP, this expensive situation may have been avoided.为什么会有EAP？正如我们所知，大多数人在遭受消极的压力时，那将直接影响到他们在工作上的表现。EAP就是为了帮助减轻这些压力以及使人们明白全力以赴的工作是对公司和他们自己都有好处而设计的。所有公司的老板都有责任去照顾他们的员工。在1996年11月，一个社会服务工作者成功地要求他的老板帮助克服他在工作上所承受的压力。他遇到了两大麻烦，据称他是第二个避免掉这些的。这个雇主忽视大量寻求帮助的要求将追究法律责任及受到2十万英镑的罚款，现在正处在上诉中。如果坚持它可以为未来这类案件的大量出现开先例，如果安理会经营一个EAP，这种昂贵的情况可能是可以避免的。History of EAPsEAPs began in the USA.Because they have been established for a reasonable time, it is possible to see the benefits that accrue for their use. McDonnell Douglas EAP, for example, is said to have brought about the following benefits? Absentee levels reducedby44percent.?Labour turnover reduced by 60 per cent.? Health care costs reduced by 35 per cent. The popularity of EAPs is shown by the fact that all of the top Fortune 500 companies in the USA have an EAP(and 90 per cent of the Fortune 1,000 companies have one).The first EAP in the UK was established in1983 by John Hall, a personnel manager working for the US-owned Control Data Corporation.EAP的历史EAP始于美国，由于它们已经被建立了一段很合理的时间，有可能看到他们应用产生的好处。例如，据说麦克唐纳·道格拉斯公司的EAP带来了以下好处，缺席率减少了44%，员工流失率减少了60%，卫生保健花费减少了35%事实证明了EAP的普及，全美财富500强的公司都有EAP（90%的财富前1000的公司均有EAP）。1983年，一个属于美资数据控制公司的人事部经理约翰·豪在英国建立了第一个EAP。朗读What is an EAP?An EAP is a work located programme of counselling support and advice to assist employees to resolve personal anxieties which may be affecting their performance at work.It works by providing confidential access to skilled and trained counsellors who are expe-rienced in dealing with a wide range of problems and who can offer employees short-term focused counselling:evidence suggests that between 5 per cent and 20 per cent of employees make use of the support provided(with about one-tenth of these being senior to middle managers);a common average uptake is 10 to 12 per cent. Of course, this depends on the particular nature of an EAP and the extent to which help is offered on the telephone,by referring employees,where appropriate,to quality approved specialist sources of information or therapeutic support.The counselling is normally undertaken either by an external EAP provider working under contract to you, the client company,or less commonly,by establishing an internal EAP staffed and managed by specially recruited counsellors.Implementing an EAP:?Assists the organisation in restoring valuable employees to full productivity.?Recognises that,as a normal part of human nature,employees are unable to leave all of their problems at home and that there is interaction between personal and working lives.?Underlines the organisations commitment to valuing their employees by demonstrating concern for their welfare.?Tackles directly any issues relating to alcohol and drugs;can be a useful resource for drawing up policy on these issues?Enables managers and supervisors to offer staff something positive to address personal issues affecting their performance?Reduces stress-related illness and thenumber of days off for sickness;reduces absenteeism. Can reduce or stabilise the cost of annual increase in private health care premiums,via a reduced number of claims?Can provide some general feedback to management on employee reactions to change and various corporate policies(provided that confidential boundaries are not broken)?Assists with the responsibility of employers to ensure the health,safety and welfare at work of all employees(reference Section 2,Health&Safety at Work Act 1974)?Can be extended to include or contribute to recruitment planning,career coun-selling,career development and planning,executive self-awareness,disaster,emergency response planning and criticalincident management.EAPs are becoming more comprehensive and more sophisticated;latest developments are leading to the formation of managed care programmes which incorporate the work of former EAPs. Some elements are essential if an EAP is to be effective: (1)Absolute confidentiality(an EAP whether internal or external,will not be workable if the people using it feel that their confi-dences are not“safe”)once trust in an EAP is lost it may never be regained.(2)Commitment by top management and trade union/staff associationif the EAP is viewed as a staff benefit and is not used by managers it will not be seen as credible and may not be used.The ideal scenariois one where all employees perceive it as“their”EAP,especially if they have been involved in defining and shaping it to begin with.(3)Complete integration into the life of the organisation(EAP counsellors should be encouraged to attend business meetings in all departments and get to know line managers and supervisors)a healthy sign is a willingness by managers to refer distressed or non-performing subordinates from all levels of the hierarchy.么是EAP的？EAP系统是基于工作辅导计划的支持和建议，以协助员工解决可能影响他们工作表现的个人忧虑。它通过提供机密访问熟练和训练有素的辅导员位于一个EAP是支持和咨询意见，以协助雇员解决可能会影响提供机密获得熟练和训练有素的辅导员谁是艰难，在处理广泛rienced他们在work.It作品的表演的个人忧虑的工作方案问题，谁能够为员工提供短期辅导的重点：证据表明，百分之五之间，占百分之二十使员工的使用提供支持（大约三分之一的这些被高级的中层管理人员的十分之一），一个共同的平均摄取10至12个cent.Of当然，这对一个EAP的特殊性质和参照员工，在适当情况下，以优质的批准或治疗的信息来源，支持专家的帮助程度上提供的电话，而定。通常进行辅导或者由外部的EAP工作根据合同给你，客户公司，还是少普遍建立内部EAP的工作人员和专门招募counsellors.Implementing一个EAP管理，供应商：协助恢复该组织有价值的员工？全面生产力。？Recognises，作为人性的正常组成部分，员工不能留在家里，并且有互动关系的个人和工作生活。？强调该组织的承诺，重视通过展示关心他们的员工他们所有的问题他们的福利抢断直接有关的任何问题对酒精和毒品。？可作为制定有关这些问题的政策有用的资源使管理人员和主管人员提供一些积极的地址等个人问题影响他们的表现减轻压力有关的疾病？和数目，应按每个患病的日关闭;减少旷工。朗读可以减少或稳定在私人医疗保险费每年增加成本，通过人数减少的索赔是否可以提供一些一般性的反馈，对员工的管理和各种反应，改变企业政策（前提是保密的界限是不破）？与雇主的责任，以确保所有雇员的工作（参考第2节，健康及安全工作法1974年）的健康，安全和福利的协助？可以扩展到包括或有助于招聘规划，职业coun销售，职业发展和规划，执行自我意识，灾害，应急规划和criticalincident management.EAPs变得更全面，更复杂;最新事态发展导致了管理式医疗计划，纳入工作形成前EAPs。有些元素是必不可少的，如果一个EAP要有效：（1）绝对机密（一无论是内部或外部的EAP，不会是可行的，如果使用它的人感到他们的置信dences不“安全“）的一个EAP，一旦失去它可能永远找不回来。（2）承诺高层管理人员和工会/员工协会中频的EAP被视为员工福利，而不是管理者使用它不会被视为可靠的，不得理想的情况下，低脂是一个让所有员工看成是“他们”的EAP的，尤其是如果他们一直在界定和塑造它开始与有关。（3）进入该组织（EAP的辅导员应鼓励参加商务会议，生活完全集成各部门，了解各级管理人员及监事），一个健康的标志是指由管理人员愿意从层次结构的各级痛苦，不良的下属。朗读Ky jinsho huò wndìng zài srén yliáo boxin fèi minián zngji chéngbn, tngguò rénshù jinsho de supéi shìfu ky tígng yxi ybn xìng de fnkuì, duì yuángng de gunl hé gè zhng fnyìng, gibiàn qyè zhèngcè(Qiántí shì bomì de jièxiàn shì bùpò)? Y gùzh de zérèn, y quèbo suyu gùyuán de gngzuò (cnko dì 2 jié, jiànkng jí nquán gngzuò f 1974 nián) de jiànkng, nquán hé fúlì de xiézhù? Ky kuòzhn dào bokuò huò yu zhù yú zhopìn Guhuà, zhíyè coun xioshòu, zhíyè fzhn hé guhuà, zhíxíng zìw yìshí, zihài, yìngjí guhuà hé criticalincident management.EAPs biàn de gèng quánmiàn, gèng fùzá zuìxn shìtài fzhn dozhì le gunl shì yliáo jìhuà, nàrù gngzuò xíngchéng Qián EAPs. Yuxi yuánsù shì bì bùk sho de, rúgu ygè EAP yào yuxiào:(1) Juéduì jmì (y wúlùn shì nèibù huò wàibù de EAP, bù huì shì kxíng de, rúgu shyòng t de rén gndào tmen de zhìxìnDences bù “nquán “) de ygè EAP, ydàn shqù t knéng yngyun zho bù huílái. (2) Chéngnuò gocéng gunl rényuán hé gnghuì/yuángng xiéhuì zhngpín de EAP bèi shì wéi yuángng fúlì, ér bùshì gunl zh shyòng T bù huì bèi shì wéi kkào de, bùdé lxing de qíngkuàng xià, d zhShì ygè ràng suyu yuángng kàn chéng shì “tmen” de EAP de, yóuqí shì rúgu tmen yzhí zài jièdìng hé sùzào t kish yù yugun. (3) Jìnrù gi zzh (EAP de fdo yuán yng glì cnji shngwù huìyì, shnghuó wánquán jíchéng Gè bùmén, lioji gè jí gunl rényuán jí jinshì), ygè jiànkng de biozhì shì zh yóu gunl rényuán yuànyì cóng céngcì jiégòu de gè jítòngk, bùliáng de xiàsh.字典字典