Recruitment policies in Britain's businesses favor the young. Mature men and women are being marginalised and their considerable skills lost to the economy. Cost-cutting policies such as delayering and downsizing, now widely criticised for causing loss of valuable knowledge and experience, are hardest on more mature staff.
英國(guó)企業(yè)招聘政策偏向于年輕人。成熟的男性和女性正在被邊緣化，他們的大量的技能在被經(jīng)濟(jì)所取代。例如裁員等政策對(duì)成熟的員工更加嚴(yán)厲暖璧。這些政策因引起有價(jià)值的知識(shí)和經(jīng)驗(yàn)而廣受批評(píng)。
All round us can be seen the effects of ageism. Highly qualified, middle-aged people with excellent CVs apply for jobs, but do not get them because younger applicants are preferred on the basis of age alone. Similarly, when it comes to promotion, younger employees are often more successful than their older colleagues, because the former are seen as more dynamic and ambitious.
我們周圍可以看到很多年齡歧視的影響。資歷高役衡，履歷優(yōu)秀的中年人申請(qǐng)工作卻得不到，因?yàn)槟昙o(jì)輕的申請(qǐng)者更受青睞薪棒。同樣的手蝎，當(dāng)說到升職，年輕的雇員經(jīng)常比年紀(jì)大的同事更成功俐芯， 前者被認(rèn)為是更有活力和雄心棵介。
Our research, however, suggests otherwise: it is the mature manager who is considerably in capable of handling the complex dynamics of office life and creating an effective team. The challenge of working in today's flatter organisations is best handled more experienced, older managers, provided they have positive personalities.
然而，我們研究發(fā)現(xiàn)了相反的結(jié)論：只有成熟的管理者才能有相當(dāng)大的能力處理辦公室事務(wù)并創(chuàng)造一個(gè)有效的團(tuán)隊(duì)泼各。在當(dāng)今扁平化的組織中工作挑戰(zhàn)最好有更有經(jīng)驗(yàn)的鞍时，年紀(jì)大的管理者來處理，只要他們有積極的個(gè)性扣蜻。
Our research demonstrates that it is older senior managers, not younger executives, who take the more balanced view if required to take decisions, and are more likely then younger colleagues to evolve positive relationships with people from other departments and from outside the organisation. Similarity, the effectiveness of strategic decision-making and the implementation of company policy benefit from the presence of older senior managers in the top team.
我們的研究顯示是在需要做決策時(shí)逆巍，持更平衡觀點(diǎn)觀點(diǎn)的是年紀(jì)大的管理者，而非年輕的管理者莽使，與較年輕的同事相比锐极，他們更有可能與其他部門和組織外部的人發(fā)展積極的關(guān)系。同樣的芳肌，戰(zhàn)略決策的有效性和公司政策的實(shí)施得益于高層團(tuán)隊(duì)中年紀(jì)較大的管理人員灵再。
