劳烦翻译老师或高手帮忙翻译一下这篇文章,我是新学生,想多多参考各位的翻译,提高自己的水平,不胜感激! 20
HongKongexecutives,especiallywomen,maybedenyingthemselvesafasttrackupthecareerladderb...
Hong Kong executives, especially women, may be denying themselves a fast track up the career ladder by not bragging about their achievements, says an expert in cross-cultural leadership.
"Women, and the majority of Asian cultures, believe that your accomplishments should speak for themselves, but in North America, one of the ways you move up is how you talk about your work and how it impacts the organisation," she said.
"I noticed that managers that were not as visible or vocal, it would impact their promotions," she said. "Why does this happen in Hong Kong? I don't know. Maybe it's because they think their results will speak for themselves, but if you don't talk about what you do, they can't promote you."
This clash of cultures meant that when management were deciding who received a promotion, an "unconscious bias" emerged and management would typically choose someone with a workplace mindset similar to their own. This was the case across the legal, IT and human resources industries, She said.
She also ascribes this mismatch to the organisational culture within a company, which differs greatly from a multinational to a Hong Kong family-run business. "There's some sort of nuance. You go to certain lunches to talk about certain things. Family-run companies in Hong Kong are incredibly powerful but they are different compared to US multinationals, where you are encouraged to stand up and be accounted for. This all harks back to national culture, how you were raised and maybe being told you don't need to brag." 展开
"Women, and the majority of Asian cultures, believe that your accomplishments should speak for themselves, but in North America, one of the ways you move up is how you talk about your work and how it impacts the organisation," she said.
"I noticed that managers that were not as visible or vocal, it would impact their promotions," she said. "Why does this happen in Hong Kong? I don't know. Maybe it's because they think their results will speak for themselves, but if you don't talk about what you do, they can't promote you."
This clash of cultures meant that when management were deciding who received a promotion, an "unconscious bias" emerged and management would typically choose someone with a workplace mindset similar to their own. This was the case across the legal, IT and human resources industries, She said.
She also ascribes this mismatch to the organisational culture within a company, which differs greatly from a multinational to a Hong Kong family-run business. "There's some sort of nuance. You go to certain lunches to talk about certain things. Family-run companies in Hong Kong are incredibly powerful but they are different compared to US multinationals, where you are encouraged to stand up and be accounted for. This all harks back to national culture, how you were raised and maybe being told you don't need to brag." 展开
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香港的行政人员，特别是妇女，可能会否认自己一个了不是夸耀自己的成就的职业生涯阶梯的快车道，说在跨文化的领导专家。
“妇女，大多数亚洲文化，相信你的成绩应该为自己说话，但在北美，你动起来的方法之一是如何，请您谈谈您的工作和它如何影响组织的，”她说。
“我注意到，经理，不可见或声乐，它会影响他们的促销活动，”她说。 “香港为什么会出现这种情况呢？我不知道，也许是因为他们认为他们的结果将不言自明，但如果你不谈谈你做什么，他们不能提拔你。”
这种文化的冲突意味着，当管理层决定谁获得了推广，“无意识的偏见”的出现和管理通常会选择自己的工作场所的心态类似的人。这是横跨法律，IT和人力资源行业的情况，她说。
她还归因这种不匹配的组织文化内的公司，从香港家庭经营的跨国公司相差很大。 “有某种细微差别，你去一定午餐谈论某些事情。在香港的家庭经营的公司是令人难以置信的强大，但他们是不同与美国的跨国公司，这里你是鼓励站起来和被占为相比，这追溯到民族文化，你如何提出，也许被告知你不需要吹嘘。“
“妇女，大多数亚洲文化，相信你的成绩应该为自己说话，但在北美，你动起来的方法之一是如何，请您谈谈您的工作和它如何影响组织的，”她说。
“我注意到，经理，不可见或声乐，它会影响他们的促销活动，”她说。 “香港为什么会出现这种情况呢？我不知道，也许是因为他们认为他们的结果将不言自明，但如果你不谈谈你做什么，他们不能提拔你。”
这种文化的冲突意味着，当管理层决定谁获得了推广，“无意识的偏见”的出现和管理通常会选择自己的工作场所的心态类似的人。这是横跨法律，IT和人力资源行业的情况，她说。
她还归因这种不匹配的组织文化内的公司，从香港家庭经营的跨国公司相差很大。 “有某种细微差别，你去一定午餐谈论某些事情。在香港的家庭经营的公司是令人难以置信的强大，但他们是不同与美国的跨国公司，这里你是鼓励站起来和被占为相比，这追溯到民族文化，你如何提出，也许被告知你不需要吹嘘。“
追问
你是直接COPY我的文章去网络翻译器翻吗?
态度很差........
追答
我一片苦心啊，求学生采纳
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