| In the long term, the company gains financially, because it creates a source of potential managers. But still, working in a fast-food establishment is much worse than in an expensive restaurant, isn't it? In both cases, the work can resemble a production line, with the pressure limiting the chances of job satisfaction. But expensive restaurants depend on the reputation of one or two individuals. The rest have little chance to move from low to high-skilled work. In some fast-food chains, almost half the managers have worked their way up from the kitchens. And while the type of service varies, I've seen good and bad quality in expensive restaurants and fast-food places, and that depends on training. Where will the pressure for improved training come from? In fact, it's internal. Although customers are affected by the end result of training, they also tend to be sensitive to prices. So, in fact, it's mostly people who have already worked their way up to managerial levels who want to help others in the same way. | |
| 从长远来看,公司获得收益,是由于它创造了潜在经理来源。 然而,在一个快餐机构工作仍然比在一家高级餐馆低等,不是吗? 在这两种情况下,工作可以看作是生产线,压力限制人们对工作满意的机会。但昂贵的餐厅依赖一个或两个人的名声，其余的人很少有机会从低调动到高技能的工作。在一些快餐连锁店,几乎一半的经理是从厨房工作一步步往上升的。不同类型的服务,我认为质量的好坏取决于培训。 改进培训的动力从何而来? 实际上,它是内在的。虽然客户是受最终培训结果的影响,他们也对价格很敏感。因此,事实上,大部分都是那些已经有工作管理水平的人去用同样的方式去帮助那些需要帮助的人。 |
| In the long term, the company gains financially, because it creates a source of potential managers. But still, working in a fastfood establishment is much worse than in an expensive restaurant, isn' t it? In both cases, the work can resemble a production line, with the pressure limiting the chances of job satisfaction. But expensive restaurants depend on the reputation of one or two individuals. The rest have little chance to move from low to highskilled work. In some fastfood chains, almost half the managers have worked their way up from the kitchens. And while the type of service varies, I' ve seen good and bad quality in expensive restaurants and fastfood places, and that depends on training. Where will the pressure for improved training come from? In fact, it' s internal. Although customers are affected by the end result of training, they also tend to be sensitive to prices. So, in fact, it' s mostly people who have already worked their way up to managerial levels who want to help others in the same way. | |
| cong chang yuan lai kan, gong si huo de shou yi, shi you yu ta chuang zao le qian zai jing li lai yuan. ran er, zai yi ge kuai can ji gou gong zuo reng ran bi zai yi jia gao ji can guan di deng, bu shi ma? zai zhe liang zhong qing kuang xia, gong zuo ke yi kan zuo shi sheng chan xian, ya li xian zhi ren men dui gong zuo man yi de ji hui. dan ang gui de can ting yi lai yi ge huo liang ge ren de ming sheng, qi yu de ren hen shao you ji hui cong di diao dong dao gao ji neng de gong zuo. zai yi xie kuai can lian suo dian, ji hu yi ban de jing li shi cong chu fang gong zuo yi bu bu wang shang sheng de. bu tong lei xing de fu wu, wo ren wei zhi liang de hao huai qu jue yu pei xun. gai jin pei xun de dong li cong he er lai? shi ji shang, ta shi nei zai de. sui ran ke hu shi shou zui zhong pei xun jie guo de ying xiang, ta men ye dui jia ge hen min gan. yin ci, shi shi shang, da bu fen dou shi nei xie yi jing you gong zuo guan li shui ping de ren qu yong tong yang de fang shi qu bang zhu nei xie xu yao bang zhu de ren. |
| In the long term, the company gains financially, because it creates a source of potential managers. But still, working in a fastfood establishment is much worse than in an expensive restaurant, isn' t it? In both cases, the work can resemble a production line, with the pressure limiting the chances of job satisfaction. But expensive restaurants depend on the reputation of one or two individuals. The rest have little chance to move from low to highskilled work. In some fastfood chains, almost half the managers have worked their way up from the kitchens. And while the type of service varies, I' ve seen good and bad quality in expensive restaurants and fastfood places, and that depends on training. Where will the pressure for improved training come from? In fact, it' s internal. Although customers are affected by the end result of training, they also tend to be sensitive to prices. So, in fact, it' s mostly people who have already worked their way up to managerial levels who want to help others in the same way. | |
| cóng cháng yuǎn lái kàn, gōng sī huò dé shōu yì, shì yóu yú tā chuàng zào le qián zài jīng lǐ lái yuán. rán ér, zài yí gè kuài cān jī gòu gōng zuò réng rán bǐ zài yī jiā gāo jí cān guǎn dī děng, bú shì ma? zài zhè liǎng zhǒng qíng kuàng xià, gōng zuò kě yǐ kàn zuò shì shēng chǎn xiàn, yā lì xiàn zhì rén men duì gōng zuò mǎn yì de jī huì. dàn áng guì de cān tīng yī lài yí gè huò liǎng gè rén de míng shēng, qí yú de rén hěn shǎo yǒu jī huì cóng dī diào dòng dào gāo jì néng de gōng zuò. zài yī xiē kuài cān lián suǒ diàn, jī hū yī bàn de jīng lǐ shì cóng chú fáng gōng zuò yī bù bù wǎng shàng shēng de. bù tóng lèi xíng de fú wù, wǒ rèn wéi zhì liàng de hǎo huài qǔ jué yú péi xùn. gǎi jìn péi xùn de dòng lì cóng hé ér lái? shí jì shang, tā shì nèi zài de. suī rán kè hù shì shòu zuì zhōng péi xùn jié guǒ de yǐng xiǎng, tā men yě duì jià gé hěn mǐn gǎn. yīn cǐ, shì shí shàng, dà bù fèn dōu shì nèi xiē yǐ jīng yǒu gōng zuò guǎn lǐ shuǐ píng de rén qù yòng tóng yàng de fāng shì qù bāng zhù nèi xiē xū yào bāng zhù de rén. |
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