2023届高考英语三轮复习·冲刺押题·外刊阅读理解训练 (21)

2023届高考英语三轮复习·冲刺押题 外刊阅读理解训练21 ——改编自How to Manage a Superstar Employee 【文章】 Organizations tend to hire stars with the expectation that their high performance will bring positive results, not only for themselves but for the team surrounding them as well. But researchers have found that bringing in these stars can sometimes worsen the situation, leading to negative outcomes. Studies conducted in China showed that teammates of stars often perform less exploratory work, depending on the star to create ideas and hindering creativity from the other team members. Stars can also elicit feelings of envy and discomfort amongst colleagues and spur subtle aggression, taking a toll on the team collaboration essential for the organization's success. Research has revealed a few factors that could determine whether or not stars inspire or deflate their colleagues. These include the stars' personalities, working goals, mindset, and other aspects of the company's culture. Employees who are newer to an organization might be more willing to learn from the star's influence. One study conducted at a hospital paired star nurses with different teams, showing that healthcare workers with less tenure ramped up their performance more quickly, outperforming peers who didn't work with stars in many cases. The reason behind this is that colleagues who are new to the organization are more likely to observe the stars they work with and model their behavior and contributions in areas such as communication and bedside manner. On the other hand, peers with more experience in the organization tend to have more rigid work habits and may lack the drive to learn something new. Therefore, managers should try to pair stars with new employees possessing flexible mindsets, making sure to provide incentives that focus on collaboration and learning instead of competing with the stars. Managers could also consider pairing older stars with younger colleagues instead of promoting direct competition among similar