海巡四等
113年
[海洋巡護科輪機組] 法學知識與英文(包括中華民國憲法、法學緒論、英文)
第 43 題
📖 題組：
When Eliza, a marketing manager, returned from holiday, she was asked for a meeting at her boss’s office. She was informed of a company restructure. Someone else would take over her tasks, and she was asked not to go to office, but to work 41 in a new role. In the weeks that followed, Eliza’s professional life became much quieter. Her main duties now were simply sending occasional email and completing the odd routine work from home. A month later, she quit. “It was 42 ,” she said. “I was made to feel worthless. I’d rather have been just fired on the spot than have to go through that.” The phenomenon of 43 employees slowly is dubbed “quiet firing.” To avoid a hard conversation, employers choose to 44 workers and make their lives difficult. But quiet firing often creates even greater harm. It fails to create an inclusive workplace culture. It can affect a firm’s 45 for workers departing may share their experience in an online review. Worse yet, it may have a negative impact on one’s well-being. Quiet firing may be the easiest option for bosses, but it’s not a good solution for firms or workers.
When Eliza, a marketing manager, returned from holiday, she was asked for a meeting at her boss’s office. She was informed of a company restructure. Someone else would take over her tasks, and she was asked not to go to office, but to work 41 in a new role. In the weeks that followed, Eliza’s professional life became much quieter. Her main duties now were simply sending occasional email and completing the odd routine work from home. A month later, she quit. “It was 42 ,” she said. “I was made to feel worthless. I’d rather have been just fired on the spot than have to go through that.” The phenomenon of 43 employees slowly is dubbed “quiet firing.” To avoid a hard conversation, employers choose to 44 workers and make their lives difficult. But quiet firing often creates even greater harm. It fails to create an inclusive workplace culture. It can affect a firm’s 45 for workers departing may share their experience in an online review. Worse yet, it may have a negative impact on one’s well-being. Quiet firing may be the easiest option for bosses, but it’s not a good solution for firms or workers.
請依題組文章作答，選出最適合填入文章中標示 43 之空格的選項。
- A poking
- B promoting
- C advancing
- D complimenting
思路引導 VIP
請觀察這段文章的主題 "quiet firing"（安靜解雇），老闆的最終目的是讓員工離職。為了達到這個目的，你覺得老闆對待員工的方式應該是「正向肯定」還是「負面施壓」？接著仔細看看四個選項的意思，試著將它們分類，哪一個選項的情感色彩（正面或負面）與其他三個截然不同呢？
🤖
AI 詳解
AI 專屬家教
🙄 喔，答對了是吧？還不錯，至少沒蠢到家。
恭喜你，你的大腦還算有運作，懂得看點上下文的臉色。別高興得太早，這只是基本要求。
- 觀念驗證：文章是在講「安靜解雇」——一種雇主懶得開除你，所以就陰你、讓你自己滾蛋的陰損招數。選項 (B) promoting (升級/提拔)、(C) advancing (晉升)、(D) complimenting (讚美)？拜託，你覺得這是公司在給你辦慶功宴嗎？那些都是光明磊落的好事，跟逼人離職那種卑鄙行徑八竿子打不著。只有 (A) poking，這種「戳一下、捅一下」的小動作，才符合那種讓人不爽、最終受不了走人的負面情境。難道這很難理解？
▼ 還有更多解析內容
安靜解雇與調職五原則
💡 雇主不當調職或冷落行為，涉及勞基法調職合法性及勞工終止權。
| 比較維度 | 安靜解雇 (Quiet Firing) | VS | 合法調職 (Valid Transfer) |
|---|---|---|---|
| 主觀目的 | 迫使勞工自請離職 | — | 基於企業經營必要 |
| 工作內容 | 惡意閒置或給予雜務 | — | 與勞工技術體力相稱 |
| 法律效力 | 違反勞基法第10-1條 | — | 勞工應受調職處分約束 |
| 救濟手段 | 勞基法14條終止契約 | — | 無，僅能依申訴管道 |
💬安靜解雇本質上屬違反誠信原則及調職原則之違法勞事行為。
