∮暑期泛泛读之五∮

这是一个全新的节目，希望大家会喜欢。
在这个节目里，海豚宝贝会给大家提供一篇文章
文章会比较长，这是肯定的，呵呵，但是也只是给大家泛读一下。
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本节目每周两期，时间为周一和周四
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大家可以做以下工作：

1、挑出你不会的单词，以方便一会儿查字典。
2、复述一下文章的大意，告诉大家，你认为，这篇文章说了写什么。
3、如果时间多的话，挑选一段翻译一下也是可以的哦，嘿嘿
不用精读，只是泛读说出大意即可哦

仅此而已，此所谓泛读，(*^__^*) 嘻嘻……
这么简单，大家应该没问题的吧？
字体我放了大号的，这样方便大家看，(*^__^*) 嘻嘻……，但是也会显得比较多哦，不要害怕
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★挑出你不会的单词哦~
★说一下文章的大概意思哦~
When in doubt, fire the boss
第二部分

Nor does Booz find much evidence that bosses who perform poorly face greater risk of dismissal. Across the entire sample, chief executives faced a 2.1% chance of being dismissed in any given year. For a chief executive of a firm in the lowest decile of performance (that had lost 25% of its market cap over the previous two years, and underperformed their local industry peers by over 45%) the chances of dismissal increased, but only to 5.7%, or a 94.3% rate of survival. Of course, many chief executives are “encouraged to resign” rather than formally dismissed, so this may understate the real odds of losing the top job.
perform: v. 执行,表演,做
dismissal: 、n. 免职,解雇
Booz concludes that however preoccupied with short-term stock movements boards may be, they are plenty patient with their chief executives. “Most management studies show that CEOs need three to five years to develop their strategies and see them through to the results,” Booz explains. “Our data shows that, on average, CEOs are getting that much time, and more. This holds true even for those CEOs who are forced from office.”
preoccupied: a. 心事重重的,出神的
short-term: a. 短期的
Mr Sullivan, who was appointed chief executive of AIG in March 2005, just made it past three years, so can arguably feel aggrieved that he was the victim of a rush to judgment. On the other hand, he was lucky to get the job in the first place: Hank Greenberg, AIG's former boss, as well as his chosen successor (one of his sons), fell afoul of regulatory interventions, and New York's then-attorney-general, Eliot Spitzer, insisted they be replaced.

Mr Sullivan become the third “Spitzer boss” to fall, joining two lawyers, Mr Prince and Mr Cherkasky, both of whom were considerably less adroit at running companies than they were at cosying up to Mr Spitzer. If nothing else, this suggests that letting prosecutors shape the chief-executive succession process is a bad idea—not that this is especially surprising.
adroit: a. 熟练的,灵巧的
cozy: a. 舒适的，现在分词:cozying/cosying
prosecutor:n. 实行者,追诉者,告发者
Whether bosses appointed in a hurry by Wall Street giants with damaged reputations will fare any better remains to be seen. Citigroup had a tough time finding a candidate qualified to succeed Mr Prince, and the jury remains out on whether the board's choice, Vikram Pandit, will make the grade.


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老板谁表现不佳面临更大的风险被解雇。

CEOs 需要3~5年实现他们的目标，然而他们却没有时间来实现目标就被解雇了

Booz 发现大量的证据说明表现不好的老板面临着极大的被解雇的危险，总裁们也是一样。他们中一些人由于较低的业绩使得被解雇的几率增加，大部分选择了辞职，而正式被解雇的人比较少。
通常那些总裁需要3-5年来改进他们的决策，还有些首级执行官因为看不到业绩而被迫离开公司。
接下来的两段然列举了关于Mr Sullivan的事情，但是看得不是很明白，敬请指教！

[ 本帖最后由 yfy668 于 2008-7-28 12:05 编辑 ]

（翻译了最后一段）
Whether bosses appointed in a hurry by Wall Street giants with damaged reputations will fare any better remains to be seen. Citigroup had a tough time finding a candidate qualified to succeed Mr Prince, and the jury remains out on whether the board\'s choice, Vikram Pandit, will make the grade.

不管总裁们是否会以身败名裂的身份被列入《华尔街巨人》的名单，他们将会比依然抛头露面要活的幸福。Citigroup很艰难地花时间寻找一个有资格继承Princess先生的继承人，而陪审团对于董事会的选择依然置身事外，而Vikram Pandit，将会达到标准。
  
感觉翻译得还是有问题，敬请指点，非常感谢！

还想请教一下楼主关于第一段“but only to 5.7%, or a 94.3%”到底应该怎么理解，好像有点矛盾！

管理者在规定的时间内达不到老板满意的结果
与其被辞退不如自己辞职

有点难，看起来有点费尽啊

Whether bosses appointed in a hurry by Wall Street giants with damaged reputations will fare any better remains to be seen. Citigroup had a tough time finding a candidate qualified to succeed Mr Prince, and the jury remains out on whether the board\'s choice, Vikram Pandit, will make the grade.

由华尔街的巨头们匆匆任命的那些表现不佳的老板是否会把公司经营的更好还有待考验。花旗集团为了找到一位有资格的、能超过普林斯先生的继承人经历了一段十分艰难的日子。陪审团的人仍然选择置身事外，他们认为这取决董事会的决定，而维克拉姆，将会（对此）定出标准。

[s:2]  有个建议哈，可不可以请楼主以后把每天的段落的标准翻译也贴出来，我们好对照一下，要不感觉很迷茫，心里有点慌慌的…… 谢谢了！

第一段总说老板有被解雇更大的风险,第二段分析原因CEO没有足够时间实现自己的策略,第三,四段列举了关于Mr Sullivan的例子,第五段展望了未来,是褒奖态度.

Booz发现很多证据显示不仅是很多的表现不佳的经理面临解雇的危机还有很多的首席执行官也面临着这样的问题。Booz总结不管短期内的股票的行情怎样他们对首席执行官有足够的耐心 因为很多的管理研究表明每一个首席执行官都要有3到5年时间发展他们的战略然后才能看到成果 局数据显示可能要花更多时间。 Mr Sullivan曾经是AIG的ceo 他和Mr Prince Mr Cherkasky一样是受害者。华尔街被损坏了名声的大企业如果匆忙任命经理也许会比现在的进展会好点。Citigroup很难在如此困难的时候选出继Mr Prince后的候选人