【正文】 plans for all staff[and] absence of an independent robust evaluation of the impact’ of the programme necessitated an inquiry ‘to address issues of accountability and to enable lessons to be learned’(King’s Fund, 2007: vii).然而，問題也比較定性在這個(gè)匆忙實(shí)施并不影響所有員工的個(gè)人發(fā)展計(jì)劃。The arrangements that AfC replaced, with many separate agreements for different groups of staff, were judged ‘a(chǎn) mess’(King’s Fund, 2007: vi).Published research, however, indicates major shortfalls on central government expectations for health service transformation as a result of this part, the issues uncovered relate to efficiency or valueformoney returns on the financial investments that have been ，而這些被稱為“一塌糊涂”單獨(dú)協(xié)定是為了員工中不同群體（國王基金，2007：vi）。and simplify and modernise conditions of service, with national core conditions and considerable local flexibility’(cited in NAO, 2009: 4–5).衛(wèi)生部門表示其目的是“讓員工用新的、打破傳統(tǒng)壁壘的工作方法將自己最好的一面展示給病人；基于稱職和令人滿意的表現(xiàn)基礎(chǔ)上的公平公正的工作薪酬和事業(yè)發(fā)展；在國家的核心條件和相當(dāng)?shù)牡赜蜢`活性基礎(chǔ)上簡單化和現(xiàn)代化條件的服務(wù)。理由是“并不只是為了付給員工的更多，而是為了確保在工作模式和生產(chǎn)力的改變下能變得對病人有好處”（國王基金，2007：vi）The Department of Health’s stated aims were to ‘enable staff to give their best for patients,working in new ways and breaking down traditional barriers。”（Bevan等，2004:8）涉及17個(gè)工會(huì)的協(xié)議終于在2004年年底達(dá)成，并且大部分員工已經(jīng)在2006年3月被新的機(jī)構(gòu)所接納。這些憂慮不完全與Peters和Pierre（2000）所表達(dá)的現(xiàn)代化概念相同。Shorter pay bands tend to be associated with a minimal equal pay risk, something that appears uppermost in the minds of some threequarters of LGE is concern that these priorities risk development of a reward strategy for local government employees that is ‘incoherent or tend[ing] toward the lowest mon denominator’(LGE, 2007: 2).These anxieties are not altogether different from those expressed regarding the modernisation concept voiced by Peters and Pierre(2000).較短的薪酬級別往往是風(fēng)險(xiǎn)最小的同工同酬，一些最重要的東西出現(xiàn)在四分之三的LGE受訪者大腦中。比如在NLC的評估方案下，在薪級表的上半部分，英格蘭南部當(dāng)局比北部當(dāng)局更大規(guī)模的放置了給定水平的評估工作。咨詢調(diào)解和仲裁服務(wù)的一個(gè)作用是促成調(diào)解以追求法定協(xié)議而不是法律上的挑戰(zhàn)。盡管上訴文化發(fā)展后可能上訴，但為了有效的在集體主義環(huán)境上建立一種態(tài)勢，在2007年全國性的協(xié)議還是準(zhǔn)備雙方站在平等的地位解決這一問題。The case of Allen and others versus GMB(Court of Appeal, 2008)。While the details of successful, individual nowinnofee claims are casespecific,unions feel obliged to seek the maximum possible back pay consequent on these decisions and/or legal counsel’s employers, legal challenges are targeting unions on the ground that they have not paid sufficient attention to advancing the interests of affected ，個(gè)別的不贏就不收費(fèi)的要求是特殊情況，工會(huì)覺得有義務(wù)根據(jù)他們自己和/或法律顧問的決定來尋求最大可能的返薪。Employment Tribunal decisions have also undermined the collective bargaining process,whereby the trade unions find themselves with no alternative but to pursue deals regarded as unaffordable by the government employers are therefore unable to enter ，工會(huì)發(fā)現(xiàn)自己除了被雇主視為由于負(fù)擔(dān)不起而尋求交易之外別無選擇。LGE估計(jì)這后一方面的原因可能會(huì)提高結(jié)算費(fèi)用的四分之一以上。這包括聯(lián)合欠薪和實(shí)施費(fèi)用總共估計(jì)在30億英鎊左右。The pay bill expense(reportedly involving a permanent increase of up to 5% to achieve equalityproofed structures)had to be dealt with during 2007–2008, the final year of the 2004 included bined back pay and implementation costs estimated at almost 163。The major issue is that, under equal pay legislation, employees in England and Wales found to have been discriminated against in terms of their pay levels may be entitled to up to six years’ back pay as this can be ameliorated financially by reaching agreement with trade unions through a collective agreement, the problem was that, encouraged by solicitors,employees were increasingly challenging such ，英國和威爾士的雇員們發(fā)現(xiàn)其主要問題是在他們的薪酬水平下如果受到歧視將有權(quán)享有長達(dá)六年的拖欠工資作為補(bǔ)償。The first blockage has been with financing the agreement because of the high costs of providing back pay for those upgraded and future ‘pay protection’ issues for those downgraded as a result of the job evaluation second major but related blockage has been the need for both employers and trade unions to mount defences against legal challenges from employees supported by ‘no win, no fee’ ，這些高成本來源于一些升級問題和為因工作評估而導(dǎo)致下調(diào)的將來支付保護(hù)問題。當(dāng)時(shí)對于薪酬平等障礙的報(bào)導(dǎo)被發(fā)布在2006年11月的LGE上，報(bào)導(dǎo)指出只有三分之一的當(dāng)局實(shí)施了新的單一薪酬結(jié)構(gòu)，而這指代表著四分之一的政府勞動(dòng)力。參觀者所聽到的單調(diào)的歡迎聲就來自于這臺(tái)獨(dú)一無二的機(jī)器，它由摩托羅拉公司設(shè)計(jì)，由五臺(tái)計(jì)算機(jī)連成網(wǎng)絡(luò)，它是這座建筑物的中樞神經(jīng)。房子內(nèi)部像它的外表一樣令人炫目。這一銅支架多棱體建筑占地3100平方英尺，高高聳立在亞利桑那沙漠之上。然而，歡迎的買家卻期盼一夜成名，汽車的外表使得它所到之處無不引人注目。 Bentley buyer wants an understated heirloom that he or she can pass down through the generations。s Arnage and Rolls39。以雅閣為例，本田汽車報(bào)告稱，雅閣汽車的主人喜歡用吸塵器打掃他們的車庫，你不能說他們不干凈。t say they39。Unit8 , psychographic profiles can be quite the Motor reports that the car39。我問自己發(fā)生了什么事，是什么樣的希望遲遲不能實(shí)現(xiàn)令他傷心，是什么樣的失意將他擊垮，是什么樣的幻想破滅將他逼向屈辱？我問自己是否已經(jīng)無計(jì)可施。我感到驚恐。我起身付了賬，走進(jìn)廣場去找他。 recalled his high spirits,his vitality,his confidence in the future,and was impossible that it was the same man ,and yet I was sure of stood up,paid for my drink ,and went out into the plaza to find him,My thoughts were in a was could never have imagined that he was reduced to this frightful asked myself what had hopes deferred had broken his spirit,what disappointments shattered him,and what lost illusions ground him to the dust?I ask myself if nothing could be done,I walked round the 、他的活力、他對未來的信心，還有他的冷漠。一個(gè)人也不會(huì)在五六十歲的時(shí)候變成謊話精、懦夫或叛徒，如果那時(shí)候他是，那么早在他性格形成的時(shí)候他就已經(jīng)是了。小偷也不會(huì)變成值得信賴的員工。這就是為什么一個(gè)惡名遠(yuǎn)揚(yáng)的人很難重建公眾對他的信心。（第六章 P185第二段）Unit 7 constancy of human nature is proverbial,as no one believes that a man can fundamentally change his is why it is so difficult for one who has acquired an unsavory reputation to reestablish himself in public know from experience that an individual who in one year displays knavish characteristics seldom in the next bees any does a thief bee a trustworthy employee,or a miser a does a man change and because a liar,coward or traitor at fifty or sixty。一截房檐從天而降，必然會(huì)砸到每個(gè)市民頭上，無一幸免。他必然會(huì)同獅子會(huì)會(huì)員們狹路相逢。（第六章 P185第1段） most metropolises,small and large,the choice is often not with the individual at is thrown to the Lions are overwhelming。so that event is,in a sense,optional,and the inhabitant is in the happy position of being able to choose his spectacle and so conserve his ，僅僅為了表明紐約城是一座建構(gòu)奇特的城市，這里發(fā)生的事件包羅萬象(城東1,000英尺長的班輪也好，城西2萬人的集會(huì)也罷)，但種種事件卻又未被強(qiáng)加到每個(gè)居民身上。練習(xí)基礎(chǔ)的瑜伽動(dòng)作即可收到增強(qiáng)力量，改善柔韌性并使人感到舒適的效果，但要想達(dá)到完