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2019年宁波大学翻译与汉语考研真题961.doc
宁波大学 2019 年硕 士 研 究 生 招 生考 试 初 试 试 题(A 卷)
( 答案必须写在考点提供的答 题纸上)
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科目代码： 861 总分值： 150 科目名称： 翻译与汉语
Part I Translation (100 points)
Directions:
This part consists of three passages. Translate Passage 1 from English into Chinese and
Passages 2 and 3 from Chinese into English.
Passage 1: English- Chinese Translation. (50 points)
Win-Win Performance Agreements
Creating Win-Win Performance Agreements requires vital Paradigm Shifts. The focus is on results;
not methods. Most of us tend to supervise methods. We use the gofer delegation discussed in Habit 3,
the methods management I used with Sandra when I asked her to take pictures of our son as he was
waterskiing. But Win-Win Agreements focus on results, releasing tremendous individual human
potential and creating greater synergy, building PC in the process instead of focusing exclusively on P.
With win-win accountability, people evaluate themselves. The traditional evaluation games people
play are awkward and emotionally exhausting. In win-win, people evaluate themselves, using the
criteria that they themselves helped to create up front. And if you set it up correctly, people can do that.
With a Win-Win Delegation Agreement, even a seven-year-old boy can tell for himself how well he's
keeping the yard "green and clean."
My best experiences in teaching university classes have come when I have created a win-win
shared understanding of the goal up front. "This is what we're trying to accomplish. Here are the basic
requirements for an A, B, or C grade. My goal is to help every one of you get an A. Now you take what
we've talked about and analyze it and come up with your own understanding of what you want to
accomplish that is unique to you. Then let's get together and agree on the grade you want and what you
plan to do to get it."
Management philosopher and consultant Peter Drucker recommends the use of a "manager's letter"
to capture the essence of performance agreements between managers and their employees. Following a
deep and thorough discussion of expectations, guidelines, and resources to make sure they are in
harmony with organizational goals, the employee writes a letter to the manager that summarizes the
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