Question

求助高人翻译片英文东西（急）感谢~！

（特别后面一段话，尝试翻译了一下比较吃力，哪位高手帮下)

每当讲到管理与沟通的问题，我就会想起我公司客服部的小经理。
记得她刚来公司的那段时间，时常在完成部门经理交给她的工作任务之后，偷偷的上网打游戏。去年夏天我公司组织的一次大型招聘会前期，各个部门的员工都非常卖力的工作着，而她却又偷偷的玩起来了电脑纸牌游戏。其他同事看状便向经理汇报，经理知情后就狠狠的批评了她。可是第二天，这名客服人员又旧病重犯，这次大家都对意见都很大，事情就闹到了我这里。于是我找来她的经理，了解到这名客服人员除了爱上网打游戏之外，工作能力还是不错的。于是我把她请进我的办公室，和她聊了一会。我告诉她，她部门所有的员工都对她稍有意见，虽然她的能力很强，但是工作时间偷懒散漫的态度，让她失去了同事的友好与支持。她委婉的让她知道她明白，公司快要失去耐心了，如果她想保住这份工作，就必须改掉身上的坏毛病，向组里的同事道歉，并恢复干劲，与大家一起协作。
在第二天的小组会议上，这名员工为自己过去的表现做了检讨，没有找任何借口。然而有些组员却表示，大家根本就不相信这些话，因为她以前也这样道过歉。这名员工承认自己过去确实是说到没做到，但这次将完全不同。最后，大家终于同意再帮他一次，一旦发现她偷懒就会及时提醒。6个月后，他完全改变了原先的糟糕形象，赢得了同事们的认可，并经过不断努力，最终成为了客服小组的小领导。
在处理这名问题员工的事情上我使用了\"支持性对抗（supportive confrontation）\"的方法。对于企业来说，给后进员工一个明确的、不容回避的选择，就可以提高后进员工的绩效、重新确定其工作标准、直截了当地指出面临的难题，并以尽可能支持性的态度对抗其不良表现。企业常常把支持性对抗作为挽救\"迷途\"员工的最后一搏，希望能藉此避免对之做出纪律处分和开除处理。
粗粗看来，与某人对抗与给予其支持似乎风马牛不相及，然而从具体做法来说，二者却有着相当紧密的联系。对抗可以通过攻击性或支持性的方式进行，支持也可以通过袒护或批评性的方式来传递。
只有将支持与对抗、诚实求真与体恤人情、亲切友善与一丝不苟、直截了当与言简意赅结合起来，才能将逆耳忠言说出口并为人所理解，同时使之成为信息接收方个人发展的动力。
支持性对抗决不是对员工的人身侵犯，而是希望以一种开诚布公的方式获取建设性的成果。支持性对抗要求员工关注这样一个严峻的事实：目前用过的问题解决方案都没奏效，其中的大多数可能永远也不会奏效。
不仅如此，支持性对抗还揭示了一个更为严峻的事实，那就是：解决问题的出路在于员工本身。他得承认自身的不足，承认需要帮助，并且请求公司提供支持。这些做法有助于员工将解决问题的过程转化为一个学习、发展与进步的机会。

Answer 1

Whenever referred to management and communication problems, I would have reminded me of my small company customer service manager.

When I first came to remember her company during that period of time, often to the manager in the completion of the work of her mission, secretly playing the game online. Last summer, I organized a large-scale recruitment will be the early stage of the various departments and staff are very hard working forward, and she secretly playing it up a computer card games. Other colleagues like to see made manager, the manager informed severely criticized after her. But the next day, the old customer service staff who is seriously ill, this time all of the views are great things here I went to. So I called her manager, that the customer service staff in addition to love playing online games, the ability to work is good. So I invited her to my office, and she talked for a while. I told her that her department's employees are all a little advice for her, although her strong, but the working hours of lazy lethargy, loss of her friendship and support of my colleagues. Tactful she let her know that she understood, the company is about to lose patience, and if she want to keep your job, it must give up his bad to the group of colleagues to apologize and restore energy, and we work together.

Panel on the second day of the meeting, this staff for their past performance has done a review, did not find any pretext. However, some members said, we do not believe such a story, because she had previously apologized to do. The staff admitted that he touched upon the past, I really did not do, but this time will be completely different. Finally, we finally agreed to help him once again, once found her lazy would be a timely reminder. Six months later, he completely changed their original bad image, has won the recognition of my colleagues, and consistent efforts to customer service will eventually become a small leadership group.

The problem in dealing with staff matters I use the \ "supportive confrontation (supportive confrontation) \" method. For enterprises, to the backward employees a clear choice can not be avoided, it can improve the performance of backward staff to re-establish its work standards, bluntly pointed out that the problems faced by, and supportive attitude, as far as possible against its poor performance . Enterprises often supportive confrontation as to save the \ "Lost \" employees the last stroke, hoping to avoid making the deal with disciplinary and dismissal.

A cursory view, with someone to give its support for confrontation and seems irrelevant, however, from the specific approach, the two had a very close contact. Confrontation can be offensive or supportive manner, support can also harbor or critical approach to delivery.

Only support and confrontation, honesty and truth-seeking and compassionate human, friendly and meticulous, straightforward and concise combine home advice that can be exported and understood, at the same time so that it will become the recipient of personal information development.

Supportive confrontation is not a physical invasion of the staff, but we hope in an open way to obtain constructive results. Support against the requirement of the employees of such a grave concern about the facts: the current issue of solutions used did not work, most of them may never work.

Not only that, but supportive of confrontation also revealed a more serious fact: that a solution to the problem is that the employees themselves. He had to admit their own lack of recognition of the need for help, and requested the company to provide support. These practices will help employees to solve the problem into a learning process, development and progress opportunities.