問題詳情

Helicopter parents—hovering, ultra-protective, unwilling to let go—are coming to the workplace in recent years. Young peopleare consulting their parents before accepting a job offer. Parents are calling up managers to negotiate benefits and protest poorperformance reviews. “Parents are contacting us directly,” says Betty Smith, university recruiting manager at Hewlett-Packard. “Thisgeneration is not embarrassed by it. They’re asking for parents’ involvement.” Such parental participation would have been unheardof for earlier generations of young workers. As a researcher described, “Today’s parents would have had their attorney in there to geta hold over the boss.”Rising numbers of employers are seeing young employees whose parents hover over their job search and early careers.According to a 2007 Michigan State University survey, nearly a quarter of all employers have “sometimes” to “very often” seenparents involved in the recruitment and employment of recent college graduates. Employers have been surprised by this, but maybethey shouldn’t have been. Parents have given this generation special attention from cradle to college, so why stop when their sons anddaughters enter the workplace?Parents who get involved most often gather information about prospective employers: Fully 40% of employers have had parentsgather employment information for their children. Nearly one-third of employers have seen parents submit a resumé on their child’sbehalf, prompting one manager to comment: “Please tell your child that you have submitted a resumé to a company. We have called astudent from our resumé pool only to find they did not know anything about our company and were not interested in a position withus.” Over one quarter of employers have had parents promote their children for a position, and 15% have had parents call to complainif the company does not hire their son or daughter.A smaller share of employers report even more hands-on parental involvement, including negotiating salary and benefits (seen by9% of employers), advocating for salary increases (seen by 6%), and actually attending the interview (seen by 4%). Commonly,young workers get help from their parents to complete work assignments by a deadline, or have parents review their work and makeimprovements, report employers. Employers have also witnessed a number of employees who insist on talking to their parents beforemeeting with a supervisor who is reprimanding or disciplining them.In fact, helicopter parenting is just one element in a shift in the attitudes and behaviors of both the young and parentalgenerations towards each other. Today’s young people have a closer and more involved relationship with parents than any other youthgeneration in living memory. Throughout their childhood and adolescence, today’s youth have been more likely to trust their parents,depend on their support and guidance, and tell them about their lives than prior generations at the same age. A key aspect of this newrelationship is the acceptance—and even the expectation—that parents will be highly involved in their children’s lives. According tothe Datatel 2006 College Parent Survey, parents of today’s college students say they spend much more time with their kids than theirown parents did with them. By a three-to-one margin, today’s parents say they are more involved in helping their children succeed incollege.While most employers see young workers’ close relationships with parents as a problem, it is in fact an enormous opportunity.Handled properly, helicopter parents can be an enormous asset to employers’ goals of recruitment, productivity, and retention. Insteadof shutting out parents, employers can develop a strategic response to enroll parents as allies and harness these potential strengths.Employers that respond successfully to protective moms and dads will have a key advantage in attracting and retaining young workersin the decades to come.
46. What does “helicopter parenting” imply the new relationship between young people and parents?
(A) acceptance and expectation
(B) appreciation and evaluation
(C) distrust and betrayal
(D) discouragement and distance

參考答案

答案：A
難度：簡單0.8
統計：A(20),B(2),C(3),D(0),E(0)

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