泽熙美文Section Ⅰ English-Chinese Translation
Part A Compulsory Translation
1.
The Dreadlock Deadlock
In the fall of 1993 Christopher Polk transferred from FedEx’s hub in Indianapolis to take over a delivery route in Flatbush District, Brooklyn, N.Y. But moving to the country’s largest community of Caribbean and African immigrants only precipitated a far more profound journey. “I was becoming culturally aware of the history of the black people,” says Polk, now 31, “and that gave me these spiritual questions.” His answer came providentially, by way of a music video featuring Lord Jamai, who raps about the Rastafarian belief in the sanctity of dreadlocks —the cords of permanently interlocked strands first worn by African chiefs perhaps 6,000 years ago.
Now a practicing Rastafarian, Polk sports thick garlands that gently cascade onto his shoulders. “Your hair is your covenant,” he says. “Once you grow your locks, it puts you on a path.”
Unfortunately, that path was a collision course with Federal Express’s grooming policy, which requires men to confine their dos to “a reasonable style”. After years of deliberation, Polk’s bosses gave him a choice: shear his locks or be transferred to a lower-paid job with no customer contact. He refused both options and was terminated in June 2000.
His tale is not unique. Although Rastafarians number about 5,000 nationally, today dreadlocks, twists or braids are at the height of fashion, nearly as common as Afros were 30 years ago. If Afros symbolized militancy, dreads signal a more spiritual self-declaration, a figurative locking with African ancestors. As Stanford professor Kennell Jackson, who teaches a course called “African Coiffures and Their New World Legacies” puts it, “There’s a divinity to these locks.”
Divine or not, some employers consider them unacceptably outré. Six other New York-area FedEx employees have lost their jobs because of dreadlocks. They have sued, alleging religious discrimination; the U.S. Equal Employment Opportunity Commission and New York’s attorney general have also charged FedEx with violating religious protections in the Civil Rights Act.
The dreadlock deadlock may be easing. FedEx altered its policy slightly a few weeks ago: in the future, observant employees who seek a waiver may wear their locks tucked under uniform hats, says a company spokeswoman. The concession isn’t enough to settle the lawsuits yet. The EEOC also wants reinstatement for the fired drivers, says trial attorney Michael Ranis. He’s optimistic. Some new styles, he knows, grow more appealing over time.
正确答案：
“骇人”长发绺的僵局
1993年秋季，联邦快递职员克里斯托夫·波尔科由印地安诺波利斯市的公司总部调职到纽约市的布鲁克林，负责弗拉特布什区的一个投递线路。移居到这个国家最大的加勒比和非洲移民区对他影响深远。“我开始从文化上意识到了黑人的历史，”31岁的波尔科说，“主要是精神方面的问题。”正巧，一盘音乐录像带回答了他的问题：该录像带的主角加马尔公爵以说唱的形式进述了拉斯特法里教派对于“骇人”长发绺的神圣信仰。那一缕缕永远编织在一起的发串，是约6，000年前，非洲酋长们始创的发型。
作为拉斯特法里教派之一员，波尔科将头发做成一串串浓密的发绺，瀑布一样轻轻地撒落在双肩上。“你的头发就是你誓约，”他说，“一旦你把它们做成一种式样，它就带你走上了这一条道路。”
不幸的是，这条道路有悖于联邦快递的着装原则，后者要求男人把自己的仪 表限制在“一种合理的方式”之中。经过数年的考虑，波尔科的上司们给了他一个选择：或者剪掉他的发辫，或者被调到一个与顾客无接触报酬更低的职位。他把这两者都拒绝了。2000年6月他被联邦快递公司解雇。
他的故事并不鲜见。尽管拉斯特法里教徒在全国为数不过约5，000人，但是，今天，“骇人”长发绺、盘头或辫子十分兴盛，几乎就像30年前的非洲发式那样流行。如果说非洲发式象征着战斗性，那么，“骇人”长发绺则代表一种更具精神性的自我宣誓，一种与非洲祖先们的象征性的对接。正如在斯坦福大学讲授《非洲头饰及新的世界遗产》课程的凯奈尔教授所说，“这种发式中存在一种神圣性。”
不管神圣与否，有些雇主就是认为它们古怪得不可接受。另外6位供职于纽约联邦快递的职员也因为“骇人”长发绺而丢掉了饭碗。他们到法院起诉，指控这是宗教歧视；美国的平等就业机会委员会和纽约市检察长已指控联邦快递违反了《民权法案》中的宗教保护条例。
这一“骇人”长发绺之僵局可能有望缓解。几周前，联邦快递公司已经稍稍变通了其政策。公司一位女发言人说，以后钟情“骇人”长发绺的员工可以把发绺藏在自己的制服帽子内。然而，这种让步是不足以解决法律纠纷的。审判律师迈克尔·拉尼斯说，美国平等就业机会委员会还要求对遭解雇的司机予以复职。他很乐观，他知道，某些新时尚会随着时间的推移而魅力日增。
Part B Choice of Two Translations
1. When Liam McGee departed as president of Bank of America in August, his explanation was surprisingly straight up. Rather than cloaking his exit in the usual vague excuses, he came right out and said he was leaving “to pursue my goal of running a company. ” Broadcasting his ambition was “very much my decision,” McGee says. Within two weeks, he was talking for the first time with the board of Hartford Financial Services Group, which named him CEO and chairman on September 29.
McGee says leaving without a position lined up gave him time to reflect on what kind of company he wanted to run. It also sent a clear message to the outside world about his aspirations. And McGee isn’t alone. In recent weeks the No. 2 executives at Avon and American Express quit with the explanation that they were looking for a CEO post. As boards scrutinize succession plans in response to shareholder pressure, executives who don’t get the nod also may wish to move on. A turbulent business environment also has senior managers cautious of letting vague pronouncements cloud their reputations.
As the first signs of recovery begin to take hold, deputy chiefs may be more willing to make the jump without a net. In the third quarter, CEO turnover was down 23% from a year ago as nervous boards stuck with the leaders they had, according to Liberum Research. As the economy picks up, opportunities will abound for aspiring leaders.
The decision to quit a senior position to look for a better one is unconventional. For years executives and headhunters have adhered to the rule that the most attractive CEO candidates are the ones who must be poached. Says Kom/Ferry senior partner Dennis Carey: “I can’t think of a single search I’ve done where a board has not instructed me to look at sitting CEOs first. ”
Those who jumped without a job haven’t always landed in top positions quickly. Ellen Marram quit as chief of Tropicana a decade age, saying she wanted to be a CEO. It was a year before she became head of a tiny Internet-based commodities exchange. Robert Willumstad left Cifigroup in 2005 with ambitions to be a CEO. He finally took that post at a major financial institution three years later.
Many recruiters say the old disgrace is fading for top performers. The financial crisis has made it more acceptable to be between jobs or to leave a bad one. “The traditional rule was it’s safer to stay where you are, but that’s been fundamentally inverted,” says one headhunter. “The people who’ve been hurt the worst are those who’ve stayed too long. ”
正确答案：
8月份，当Liam McGee以美国银行总裁的身份离职时，他给出的解释直白得令人惊讶。他没有像以往那样以模棱两可的理由掩饰自己的离开，而是坦然说出自己即将离职“追求新的目标开家公司”。McGee说宣布这一目标正是自己的决定。两周内，他和哈特福德金融服务集团董事会进行了首次会谈，该公司于9月29日任命他为CEO兼董事会主席。
McGee说没有找好工作就离职可以给他时间反思自己到底想经营何种公司。这也使外界明确他的愿望和决心。并不只是McGee一个人这样做。最近几周，雅芳和美国快递这两家公司的一些高管们纷纷离职，并解释说想寻求一个CEO的职位。当董事会迫于股东的压力仔细审查继任计划时，那些被否定的高管们也会想离开。混乱的商业环境同样使得高管们十分谨慎，害怕模糊的声明会有损他们的声誉。
当经济开始复苏时，副职高管们可能更愿意在没有找到新工作时跳槽。据Liberum调查，第三季度，CEO的换任比一年前减少了23%，原因在于紧张的董事会抓住现有的领导层不放。随着经济逐渐好转，有抱负的领导们又会充满希望。
辞去高层职位寻找一个更好的职位，此决定非同寻常。多年来，高管和猎头们一直坚持一个原则：最具吸引力的CEO候选人是那些必须通过挖墙脚才能得到的人。Korn/Ferry高级搭档Dennis Carey说道：“在我做的所有调查中，董事会都让我把在任的CEO作为优先考虑人选。”
找不到工作就离职的人并不总是很快就能找到高层职位。10年前，当纯果乐被百事可乐公司收购时，Ellen Marram以经理的身份离职了，说她想当CEO。一年后，她才成为一家商品交易所的老板，那是一家以互联网为基础的小型公司。2005年，Robert Willumstad怀着要成为CEO的梦想离开了花旗集团。可是历经三年，他才在一家主要的金融机构达到那个职位。
很多招聘人员都说高管以往的羞耻心已经慢慢变弱了。金融危机已经使得人们更可以接受跳槽了，待业或者辞去一份不好的工作。一个猎头说：“传统的规则是待在原地比较安全，但是现在情形已经完全改变了。呆的时间太长就会受伤越深。”
1．McGee says leaving without a position lined up gave him time to what kind of company he wanted to run．
本句句子主干为：McGee says…says后面为省略了连接词that的宾语从
