​在美国，很多人都希望有健康保险、带薪假期、退休等福利的全职工作，而与此不同的是，那些参与工作分享的人对更长的工作时间或福利不感兴趣，因为他们有不同的生活重点。

以下属于组织领导认为的弹性工作制的缺点的是（ ）。

零工经济是指公司与那些长期受雇、完成特定工作并获得报酬和一些福利的雇员做生意的环境。

企业内部职位允许员工在当前公司进一步扩展和扩大其KSA能力，而无需（ ）。

研究显示，尽管72%的招聘经理认为他们提供了清晰的职位描述，但只有（ ）应聘者同意。

我们可以把“零工”这个词与那些多年前在（ ）工会化的行业工作的人联系起来。

企业文化就是如何正式和非正式地说和做事情。

法律规定雇主有责任确保雇员权利得到保护。

雇佣新员工需要仔细的计划，而不是一个轻率的决定。

人力分析不是很重要，因为它的重要性排名最低。

People analytics is not very significant, because it is the lowest-ranked trend in terms of importance.

Research shows that while 72% of hiring managers feel they provide clear job descriptions, only （ ） of their applicants agree.

如果一个员工具有独特的创新精神，那么他就会在团队中脱颖而出，最后离开公司去领导他或她自己的组织，那么他/她是一个（ ）。

Hiring new employees takes careful planning, and is not a decision to be taken lightly.

If an employee is uniquely innovative, stands-out from the team, and is leaving the comapny to head-up his or her own organization, she or he is an （ ）.

An intrapreneur position allows an employee the ability to further expand and broaden his or her KSA’s and competencies at his or her current company without（ ）.

与五年前相比，提供灵活工作选择的美国雇主增加了40%。

We can associate the word “gigs” with those who, years ago, worked in industries which are now unionized（ ）.

40% more U.S. employers offered flexible workplace options than they did five years ago.

According to the U.S. Department of Labor, anything outside the traditional 40-hour, 9-5 workweek is flexible.