Improving the balance between the working part of the day and the rest of it is a goal of a growing number of workers in rich Western countries．Some are turning away from the ideals of their parents，for whom work always came first；others with scarce skills are demanding more because they know they can get it．①Employers，caught between a falling population of workers and tight controls on immigration， are eager to identify extra perks that will lure more“talent”their way．Just now they are focusing on benefits(especially flexible working)that offer employees more than j ust pay．
Some companies saw the change of mood some time a90．IBM has more than 50 different programmes promoting work-life balance and Bank of America over 30．But plenty of other firms remain unconvinced and many lack the capacity to cater to such ideas even if they wanted t0．Helen Murlis，with Hay Group，a human-resources consuhancy。sees a widening gap between firms“at the creative end of employment”and those that are not．
The chief component of almost all schemes to promote work—life balance is flexible workin9．This allows people to escape rigid nine-to-five schedules and work away from a formal office．IBM says that 40％of its employees today work off the company premises．For many businesses。flexible working is a necessity．Globalisation has spread the hours in which workers need to communicate with each other and increased the call for flexible shifts．
Nella Barkley，an American who advises companies on work—life balance，says that large firms are beginning to understand the value of such schemes，“but only slowly．”For most of them，they still mean little more than child care，health care and fiexible workin9．
Yet some schemes go well beyond these first steps．American Century Investments，an investment manager in Kansas City，pays adoption expenses and the cost of home-fitness equipment for its employees．Rob Marcolina，a gay consultant with Bain&Company based in Los Angeles．was allowed time off to marry his partner in Canada，and another break to look after their daughter when she was born to a surrogate mother．④
Businesses have other good reasons for improving employees’work-life balance．Wegmans Food Markets，a grocery chain based in Rochester，New York，frequently appears near the top of lists of the best employers in America．It has a broad range of flexible-work programmes，which gives it one of the lowest rates of employment turnover in its industry一8％a year for full-time workers，compared with1 9％across the industry． [425 words]
1．More workers are trying to improve their work-life balance because they realize that______．
A．work is far from all that they need in life
B．the society is no longer what it was in the past
C．every person should have a rational goal for his life
D．their countries have become much richer than ever before
2．Some employers are improving the work-life balance of their workers because______．
A．the working population has obviously been on the decline
B．it is considered a benefit they should provide for workers
C．the controls on immigration have become even tighter
D．they intend to attract and retain more skilled workers
3．Most programmes designed to improve work-life balance depend chiefly on______．
A．flexible working
B．rapid globalization
C．the sensitivity to new ideas
D．the change of mood in society
4．Most schemes to promote work-life balance______．
A．are created to adapt to the trend of globalization
B．allow the employees to work off the company premises
C．are confined to child care，health care and fiexible shifts
D．encourage the workers to communicate more with each other
5．The example of Rob Marcolina is given to show that to improve employees’work-life balance．
A．American Century Investment is trying its best
B．the rate of employment turnover can be lowered
C．there are many other good reasons for businesses
D．businesses can take more measures than flexible working[NextPage]
难句透析
①Some are turning away from the ideals of their parents，[for whom work always came first]；others with scarce skills are demanding more Ebecause they know they can get it]．
【结构】本句是由分号连接的两个分句组成的并列句。方括号所标示的“for whom work always came first”是“parents”的后置定语从句。方括号所标示的“because they…get it”是第二个分句中的原因状语从句。
【释义】他们有人对父辈工作至上的理念不屑一顾，掌握了特殊技能的人对待遇的要求越来越高，因为他们认为自己物有所值。
②Employers，[caught between a falling population of workers and tight controls on immigration]，are eager to i dentify extra perks[that will lure more“talent”their way]．
【结构】方括号所标示的过去分词短语“caught between…immigration”是“Employers”的后置定语。方括号所标示的“that will…way”是“perks”的后置定语从句。
【释义】由于工作人员逐渐减少、移民政策日渐严格，雇主们陷于窘境之中，他们急切地希望通过额外的福利来吸引更多人才到自己公司。
③Globalisation”has spread the hours[in which workers need to communicate with each other] and increased the call for flexible shifts．
【结构】本句有两个并列的谓语动词“has spread”和“(has)increased”。方括号所标示的“in which workers… each other”是“hours”的后置定语从句。
【释义】全球化延长了工作人员彼此沟通所需的时间，同时也让人们更多地要求弹性轮班制。
④Rob Marcolina，a gay consultant with Bain＆Company based in Los Angeles，was allowed”time off to marry his partner in Canada，and another break to look after their daughter when she was born to a surrogate mother]．
【结构】本句有两个用逗号和“and”连接的并列的宾语成分“time off”和“another break”。方括号所标示的“when she…mother”是时间状语从句。
【释义】罗布·麦可林那是洛杉矶贝恩公司的一名同性恋顾问，他曾获许赴加拿大与他的伴侣结婚，还在他的伴侣做代孕母亲时获得假期照顾他们的女儿。
⑤It has a broad range of flexible-work programmes，[which gives it one of the lowest rates of employment turn over in its industry--8％a year for full—time workers，compared with l9％across the industry]．
【结构】方括号所标示的“which gives…industry”是“range”的后置定语从句；其中，破折号后面的部分“8％a year…industry”补充说明其前面的“0ne of the lowest rates”。
【释义】它拥有一个范围极广的弹性工作时间项目，使他们成为本行业雇员流动率最少的公司之一——每年全职员工流动率为8％，而该行业的员工流动率则大概为19％。 [NextPage]
全文翻译
在富裕的西方国家，改善一天中工作时间与其他时间的平衡关系成为越来越多雇员的目标。他们有人对父辈工作至上的理念不屑一顾，掌握了特殊技能的人对待遇的要求越来越高，因为他们认为自己物有所值。①由于工作人员逐渐减少、移民政策日渐严格，雇主们陷于窘境之中，他们急切地希望通过额外的福利来吸引更多人才到自己公司。现在，他们更强调福利(尤其是弹性工作制度)而不仅仅是支付雇员工资。
一些公司很早就敏感地察觉到这种变化。IBM公司设有50多种用来改善工作与生活时间平衡的项目，美国银行也拥有30多种此类项目。但其他很多企业如果不是仍然对此类项目缺乏信心，就是心有余而力不足。人力资源顾问公司海氏咨询集团的海伦·莫里斯见证了“对雇佣关系进行创造性设计”的企业与其他企业之间日益拉大的差距。
弹性工作制几乎是所有关于改善工作与生活之间平衡方案的最主要组成部分。它使人们可以逃离古板的“朝九晚五”的工作时间和正式的办公环境。IBM称，如今他们40％的员工并没有在公司办公。对于许多业务来说，弹性工作制是不可或缺的。全球化延长了工作人员彼此沟通所需的时间，同时也让人们更多地要求弹性轮班制。
专门为公司提供工作与生活平衡建议的美国人奈拉·巴克利说，大型企业开始理解这些计划的重要性，“但理解进度很慢。”大部分企业认为，这种规划与儿童保育、卫生保健以及弹性工作制并无二致。
但部分计划远不仅仅是这些基本的措施。堪萨斯州投资管理经营者——美国世纪投资管理公司为其员工支付了养育领养孩子以及购买家庭健身器材所需的费用。罗布·麦可林那是洛杉矶贝恩公司的一名同性恋顾问，他曾获许赴加拿大与他的伴侣结婚，还在他的伴侣做代孕母亲时获得假期照顾他们的女儿。
要改善雇员工作与生活平衡，各公司还有其他的原因。位于纽约路彻斯特的食品杂货连锁韦格曼斯食品市场公司经常出现在美国最佳雇主评选名单的前几位。它拥有一个范围极广的弹性工作时间项目，使其成为本行业雇员流动率最少的公司之一——每年全职员工流动率为8％，而该行业的员工流动率则大概为19%。
超纲词汇
Cater vi．(与t0连用)迎合，投合
Gay n．<美俚>同性恋者，尤指男性同性者
surrogate adj．代理的
Premises n．房产，围墙内场地，境内
turnover n．人员调整，人员更新
lure vt．诱惑，引诱
Consultancy n．咨询服务，顾问公司
perk n．额外津贴
参考答案1．A 2．D 3．A 4．C 5．D
