42. NUSTemple: 是说 一个tire manufacturing company在training员工上想要节省一些开支，然后说Fun Toy这个公司的做法很好，就是给一些senior employees一定的salary，让他们每个人能够带一个apprentice，然后这些学徒会从senior employees身上学到一些好东西，所以time-consuming又很昂贵的training program就给省掉了。我们(tire manufacturing)公司也要imitate这个做法，一定收效很大。
V2. kylinhtq : 一个tire manufacture company 要效仿一个toy company 采取 Apprentice training program 来削减开支,然后作者说，这个program里面 是给老工人一点小奖励，学徒看着老工人做， 看着看着就会了，所以很节约培训费
V3. zhangxiru2006: 说一个tire manufacturing company在考虑开展一个项目，叫什么Apprentice Program. 大意是让new employees 跟着senior的员工学吧，学senior employees的工作pattern,高效的工作啊之类的。因为这样的项目可以帮助公司减少培训新员工的费用和人力啊什么的消耗，并说这个项目在一个 Toy Company是有效果的。所以该tire manufacturing company决定也在公司内开展这个Apprentice Program
V4. 猪猩猩:argument是说一个什么公司的director 向HR部的CEO提出一个program的构想 就是让provide salary bonus 如果 senior employees愿意做volunteer 给新员工做一个sample，让新员工学习和熟悉工作 原因是一来可以节省开支节约培训时间 而来是有个Fun Toy公司就是用这种方法取得了成功
题库原题：B1.The following appeared in a memorandum from the head of a human resources department at a major automobile manufacturing company to the company's managers:
“Studies have found that employees of not-for-profit organizations and charities are often more highly motivated than employees of for-profit corporations to perform well at work when their performance is not being monitored or evaluated. Interviews with employees of not-for-profit organizations suggest that the reason for their greater motivation is the belief that their work helps to improve society. Because they believe in the importance of their work, they have personal reasons to perform well, even when no financial reward is present. Thus, if our corporation began donating a significant portion of its profits to humanitarian causes, our employees’ motivation and productivity would increase substantially and our overall profits would increase as well.”
1. 这个interview 并不靠谱，并没有证据证明所有非盈利组织的人都这么觉得。
2. 可能有其他原因使得员工变得motivated，比如一些training program会使员工变得self-motivated, 而且领导也很重要的，员工受领导影响嘛。
Firstly, it is highly doubtful that employees of not-for-profit organizations and charities are often more highly motivated than employees of for-profit corporations. However, differences between the two departments clearly outweigh the similarities, thus making the comparison highly less than valid. For example, most of the workers in the not-for profit organizations are volunteers, who can self-motivated with dedication and integrity to society; while the employees in the for-profit corporation can also be highly promoted by the personal reasons, such as job satisfaction. Besides the monitoring and evaluation in the job performance can improve the employee’s efficiency and proficiency, thus making the employee self-fulfilled.
Secondly, the author unfairly assumes that the proposed donation would suffice to achieve the increasing profits. This is not necessarily the case without a thorough cost-benefit analysis. It is possible that the after the part of profits, once distributed as the bonus to the employees, will be donated to the humanitarian causes, the employees might be unsatisfied and then less productive. Consequently, the profits of the corporation reduced because increased cost from the donation and reduced productivity.