Question

英语翻译 急求！谢谢

After this conversation, Johnson was again called on several times to help out with the equipment operator's job and to explain the readings and gauges to Wilma Barker, one of the equipment room operators. When Johnson did not receive a pay increase or promotion after his annual evaluation, he met with Braxton and told him that he was dissatisfied with his pay and felt that, since he often performed the equipment operator's job, he ought to be paid at that rate instead of his present rate as an auxiliary operator and that he should be satisfied with that for the time being. Johnson became quite upset and stormed out of Braxton's office. The next day, Johnson did not report to work and did not call in to report his absence.
Company policy stated that when an employee is absent and fails to notify his or her supervisor, the employee may be terminated. When Johnson returned to work the following day, he told Braxton that he had decided to quit his job because he was very dissatisfied with his pay. Johnson was asked to sign a termination notice form required by company policy and was told by Braxton that he would receive a copy of the form in the mail.
A week later, Newcombe received a phone call from Johnson. Johnson told her that the reason given on the copy of the termination form he had just received in the mail was incorrect. He had not left to take another job but had left because he was dissatisfied with his pay and lack of promotion at the plant, and he had spoken with the plant superintendent about this several times. Johnson also told her that he wanted his personnel records to be corrected and that he had been asked by Braxton to sign a blank form. He alleged that Braxton had added the incorrect reason after he had signed the form. Johnson also stated that he thought the incorrect reason after he had signed the form. Johnson also stated that he thought the Department of Labor would have something to say about this whole incident.

Questions:
Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did it have on the situation described by Newcombe?
How should Newcombe have handled this situation?
What, if any, disciplinary action should have been taken against the plant superintendent(Braxton) at the time of the incident?
If Johnson's allegations were true, what are the legal ramifications of Braxton's behavior?
Describe Mount Ridge's business strategy. What is the relationship between its business strategy and its human resource practices?
What strategic human resource issues will Newcombe likely face as the company expands to the Northeast? How might this expansion affect the structure of the organization and its human resource department?

Answer 1

这次谈话后，约翰逊再次呼吁几次，以帮助设备操作人员的工作进行，并解释的读数和测量仪器，以威尔玛巴克，设备室运营商之一。当约翰逊没有收到加薪或年度考核后，晋升，他会见了克斯顿，并告诉他，他是不满意他的工资，并认为，由于他经常进行设备操作人员的工作，他应该支付的利率而他现在的速度作为辅助运营商，他应该对此感到满意暂时。约翰逊变得相当不安，突袭了布拉克斯顿的办公室。第二天，约翰逊没有报告工作，没有这样的报告缺席。
公司政策中规定，如果员工缺席，并没有通知他或她的上司，雇员可能会被终止。当约翰逊回到翌日，他告诉克斯顿说，他已决定辞去工作，因为他与他的工资非常不满。约翰逊被要求签署一份终止通知的形式由公司政策规定，被克斯顿说，他将收到的邮件形式的副本。
一个星期后，纽科收到了约翰逊的电话。约翰逊告诉她，刊载于形式终止他刚刚收到的邮件的副本的原因是不正确的。他没有接过另一份工作，但已经离开，因为他与他的薪酬和晋升的工厂缺乏不满，他曾与这个厂几次院长发言。约翰逊还告诉她，他希望他的人事档案必须纠正，他是被布拉克斯顿要求签署一份空白表格。他声称，布拉克斯顿增加了不正确的原因后，他签署的表格。约翰逊还表示，他认为不正确的原因后，他签署的表格。约翰逊还表示，他认为美国劳工部将有话要说，这整个事件。

问题：
讨论在公司层面上与企业人力资源结构和业务关系。什么样的影响，如果有的话，它是否就纽康所述的情况呢？
应该如何纽科处理了这种情况？
什么，如果有的话，纪律处分应该采取工厂警司（布拉克斯顿）在事件发生的时间？
如果约翰逊的指控是真实的，什么是布拉克斯顿的行为的法律后果？
描述岭山的经营战略。什么是企业之间的战略和人力资源实践的关系？
什么样的战略人力资源的问题将很可能面临纽科公司扩展到东北？这种扩张会如何影响到组织部门的人力资源结构？

Answer 2

大侠，我帮不了你，我看第一眼就头晕，看第二眼就感觉地动山摇，所以我不敢看第三眼！

Answer 3

这次谈话后，约翰逊再次呼吁几次，以帮助设备操作人员的工作进行，并解释的读数和测量仪器，以威尔玛巴克，设备室运营商之一。当约翰逊没有收到加薪或年度考核后，晋升，他会见了克斯顿，并告诉他，他是不满意他的工资，并认为，由于他经常进行设备操作人员的工作，他应该支付的利率而他现在的速度作为辅助运营商，他应该对此感到满意暂时。约翰逊变得相当不安，突袭了布拉克斯顿的办公室。第二天，约翰逊没有报告工作，没有这样的报告缺席。

 公司政策中规定，如果员工缺席，并没有通知他或她的上司，雇员可能会被终止。当约翰逊回到翌日，他告诉克斯顿说，他已决定辞去工作，因为他与他的工资非常不满。约翰逊被要求签署一份终止通知的形式由公司政策规定，被克斯顿说，他将收到的邮件形式的副本。

 一个星期后，纽科收到了约翰逊的电话。约翰逊告诉她，刊载于形式终止他刚刚收到的邮件的副本的原因是不正确的。他没有接过另一份工作，但已经离开，因为他与他的薪酬和晋升的工厂缺乏不满，他曾与这个厂几次院长发言。约翰逊还告诉她，他希望他的人事档案必须纠正，他是被布拉克斯顿要求签署一份空白表格。他声称，布拉克斯顿增加了不正确的原因后，他签署的表格。约翰逊还表示，他认为不正确的原因后，他签署的表格。约翰逊还表示，他认为美国劳工部将有话要说，这整个事件。

问题：

讨论之间的关系企业人力资源结构和业务在工厂的水平。什么样的影响，如果有的话，它是否就纽康所述的情况呢？

应该如何纽科处理了这种情况？

什么，如果有的话，纪律处分应该采取工厂警司（布拉克斯顿）在事件发生的时间？

如果约翰逊的指控是真实的，什么是布拉克斯顿的行为的法律后果？

描述岭山的经营战略。什么是企业之间的战略和人力资源实践的关系？

什么样的战略人力资源的问题将很可能面临纽科公司扩展到东北？这种扩张会如何影响到组织部门的人力资源结构？

Answer 4

这么长，还没悬赏分。。。么动力了。。