Never did figure John here for upper management.

就知道约翰不是做高层管理的料。

The upper management has the power and responsibility to make important decisions.

上层的管理部门有下重要决策的权力和责任。

These were often the only women in upper management at their firms.

这些人通常是她们公司里唯一一位女性高层管理者。

So, whether you are in AP, HR, or upper management, today's wellcast is for you!

所以，无论你处于总裁助理、人事管理、还是高层管理职位，今天的wellcast都适合你！

Drawing attention to the problems of women in upper management makes a useful change from the usual lament about the lack of women on boards.

把注意力集中到高管女性的问题上，而不是像往常一样，哀叹董事会的女性怎么就这么少，要有用的多了。

All right, Kent and his upper management can access any e-mail account that they want.

好吧 肯特和他的上级可以进入所有电邮账户。

A much better way to make the same point would be to say, let's check with upper management and see what they think of our idea.

一个更好的说法其实是：“让我们和高层管理人员核实一下，看看他们对我们的想法有什么看法。”

This is a good answer because it targets one good trait about upper management... the ability to train managers.

这是一个很好的答案， 因为它针对的是高层管理人员的一个优良品质… … 培训管理人员的能力。

They're encouraged by the idea that they're trying to reach higher into the upper management ranks of Massey Energy.

他们对试图晋升到 Massey Energy 的高层管理人员这一想法感到鼓舞。

It worked for our product and upper management instructed other groups in our organization to put this process in place.

它适用于我们的产品， 高层管理人员指示我们组织中的其他团队将此流程落实到位。

You've heard a few iffy things about Hawthorne's upper management, and the work isn't as exciting, but they're offering you $5,000 more per year for your salary.

你可能听说过一些关于霍桑的高层管理的不确定的（有问题的）事情，这份工作并没有那么令人兴奋，但是他们会给你每年5000美元的薪水。

Existing studies do not find clear evidence of gender discrimination against job applicants for upper management. Due to methodological constraints, such research typically focuses on hiring for entry-level positions.

目前现有的研究并未找到明确证据证明高管求职者面临性别歧视。 碍于研究方法的限制，此类研究通常聚焦初级职位的招聘。

Women in upper management are not simply being ignored. Workers hired for the transcription in our study actually spent slightly more time reading and thinking about feedback from female managers.

女性高管不是简单地被忽视。 在我们的研究中，受雇誊写的员工实际上会稍微多花时间去阅读和思考女性管理者给予他们的反馈。

For example, if you are applying for a type of analyst or upper management position, then anticipating a problem would be more useful.

例如，如果您正在申请某种类型的分析师或高层管理职位， 那么预测问题会更有用。

But what upper management didn't understand at the time, was that games like Solitaire had the potential to actually help productivity in the digital age.

但高层管理人员当时不明白的是，像纸牌这样的游戏有潜力在数字时代真正提高生产力。

The second wave of women, born between 1974 and 1985, had female colleagues in upper management, expected (and usually received) support from their spouses, and benefited from employer perks, such as maternity leave and flexible working.

第二波是在1974年至1985年出生的女性，她们在高层管理岗位中有了女性同事，期望（通常也会得到）配偶的支持，还能享受雇主提供的额外福利，比如产假和弹性工作时间。

So even if we were able to, say, implement a tool that would bring more women into upper management, it's highly likely that we would still evaluate the performance of those women with biased perceptions.

因此，即使我们能够，比如说，实施一种工具， 让更多的女性进入高层管理， 我们很可能仍然会以偏见的看法评估那些女性的表现。