商务英语阅读下册课件第二版国晓立 周树玲ISBN 97875663020Unit 2.ppt

Favoritism comes greatly into play. Management has closed-door meetings where they compete for choice employees to get the highest marks. If you have a manager that will fight for you, youll probably get a raise, but not if you dont. However, Microsoft maintains that its overall compensation packages, from bonuses to stocks and benefits, are highly competitive in the industry. As part of our culture, we remain engaged in an ongoing dialogue with our employees on a range of topics, and will continue to do so in order to help ensure we maintain our competitive edge, whether it is in compensation, or elsewhere, a company spokesperson said to eWEEK in response to the report. Meanwhile, dozens of posts by anonymous, self-described employees defended the report and the unions assertions on the Mini-Microsoft blog. The sites stated purpose is to transform Microsoft into a lean, mean, efficient customer-pleasing profit-making machine and often discusses worker issues and spirit. WashTech has long hoped to unionize the Microsoft workforce. In June 2004, the group sought to use obtained internal Microsoft documents, citing the outsourcing of 1,100 people—130 more than the company acknowledged at the time—to fuel its assertion that Microsoft was shifting fundamental work offshore. However, Microsoft CEO Steve Ballmer has repeatedly asserted that the majority of the companys core developmental work will remain in Redmond. In November 2005, WashTech successfully organized a group of 1,000 Cingular Wireless employees in the customer care unit, its first victory in eight years of trying to unionize employees at Microsoft and other Seattle-area tech companies. WashTech was formed in 1998 by Microsoft contract employees in Redmond. The increasing strength of offshore outsourcing, growing pessimism among US-based technology workers, and a lack of change in conditions for American workers, despite the economy being on an upturn since November