2014年托福考试精选练习及答案(第十套)_第3页

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　　When a company needs to hire someone for a managerial position, there is often a choice between promoting an employee who is already working inside the company or bringing in a person from outside. Hiring a qualified outsider is often to a company’s advantage for several reasons.

　　An important reason for hiring outsiders as managers is that they bring a new perspective. This contributes to the diversity of ideas and allows company practices to be seen in a new light. Often, an outside hire will ask, “What’s the reason for doing things this way?” This question may lead to a reevaluation of practices that are actually inefficient but have become so much a part of the routine that it’s difficult for insiders to question them.

　　Another major factor to be considered is the cost of on-the-job training. Hiring outsiders allows a company to look for people who already have the particular skills and experience required for the job. The company will not have to spend time and money training an internal employee for the new job—something that has to be done when, for example, an employee is promoted from a technical position to a managerial one. In such a case, usually the employee would be sent to classes to help learn needed managerial skills.

　　Finally, managers hired from the outside will often have business contacts with suppliers, customers, and technicians that they have developed in their previous job. Clearly these contacts can be a valuable asset for the company that hires managers from the outside.