top heavy

简明释义

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英英释义

例句

1.The new design of the building is too top heavy, which makes it unstable during strong winds.

新建筑的设计过于顶部重，在强风中使其不稳定。

2.The car felt top heavy after adding a large roof rack, affecting its handling.

在车顶增加了一个大型行李架后，这辆车感觉过于顶部重，影响了操控性。

3.The company’s management structure is top heavy, leading to slow decision-making processes.

公司的管理结构过于顶部重，导致决策过程缓慢。

4.His argument was top heavy with statistics but lacked personal anecdotes.

他的论点在统计数据上过于顶部重，但缺乏个人轶事。

5.The tree was top heavy after the storm, causing it to lean dangerously.

暴风雨后，这棵树变得过于顶部重，导致它危险地倾斜。

作文

In the world of business and management, the term top heavy refers to an organizational structure that has a disproportionate number of managers compared to the number of employees. This can lead to inefficiencies, as there are more people in leadership roles than there are individuals carrying out the day-to-day tasks. A top heavy organization may struggle with communication and decision-making, as too many voices in the room can complicate processes and slow down progress. For example, consider a company that has 50 employees but 15 managers. This ratio indicates that a significant portion of the workforce is in supervisory roles, which can create an environment where employees feel stifled or underutilized. When an organization becomes top heavy, it often leads to a lack of clarity in roles and responsibilities. Employees may not know who to report to or how to escalate issues, resulting in frustration and decreased productivity.Moreover, a top heavy structure can hinder innovation. When there are too many layers of management, new ideas may take longer to reach decision-makers. Employees might feel discouraged from suggesting improvements or innovations because they perceive that their input will be lost in the hierarchy. This can ultimately stifle creativity and limit the organization’s ability to adapt to changing market conditions.On the other hand, having a leaner management structure can promote agility and responsiveness. Organizations that maintain a balanced hierarchy often find that they can make decisions more quickly and implement changes more effectively. Employees feel empowered when they have clear lines of communication and understand their roles within the company. This balance fosters a culture of collaboration and encourages all team members to contribute their ideas and skills.To address the issue of being top heavy, organizations can take several steps. First, they can conduct a thorough analysis of their current structure to identify areas where there may be redundancies in management. By streamlining leadership roles and redistributing responsibilities, companies can create a more efficient workflow. Additionally, fostering a culture of open communication can help ensure that all employees feel valued and heard, regardless of their position in the hierarchy.In conclusion, while having some level of management is essential for guiding and supporting employees, an excessively top heavy structure can lead to numerous challenges. Organizations must strive for a balance that allows for effective leadership while empowering employees at all levels. By recognizing the signs of a top heavy structure and taking proactive steps to address it, companies can enhance their efficiency, innovation, and overall success.

在商业和管理的世界中，术语top heavy指的是一种组织结构，其中管理人员与员工的比例失衡，管理人员数量过多。这可能导致效率低下，因为领导角色的人数超过了日常工作任务的执行者。当一个组织变得top heavy时，它可能会在沟通和决策方面遇到困难，因为会议上有太多的声音会复杂化流程并减缓进展。例如，考虑一家拥有50名员工但有15名经理的公司。这一比例表明，劳动力中相当大一部分处于监督角色，这可能会造成员工感到被压制或未得到充分利用。当一个组织变得top heavy时，通常会导致角色和职责不明确。员工可能不知道该向谁报告或如何升级问题，从而导致沮丧和生产力下降。此外，top heavy的结构可能会阻碍创新。当管理层过多时，新想法可能需要更长时间才能传达到决策者那里。员工可能会因为认为自己的意见会在层级中消失而感到沮丧，从而抑制创造力并限制组织适应市场变化的能力。另一方面，拥有更精简的管理结构可以促进敏捷性和响应能力。保持平衡的层级结构的组织通常发现他们能够更快地做出决策并更有效地实施变更。当员工清楚沟通渠道并理解自己在公司中的角色时，他们会感到被赋予权力。这种平衡促进了合作文化，并鼓励所有团队成员贡献他们的想法和技能。为了解决top heavy的问题，组织可以采取几项措施。首先，他们可以对当前结构进行彻底分析，以识别管理中的冗余领域。通过简化领导角色和重新分配责任，公司可以创建更高效的工作流程。此外，培养开放沟通的文化可以帮助确保所有员工都感到受到重视和倾听，无论他们在层级中的位置如何。总之，虽然一定程度的管理对于指导和支持员工至关重要，但过于top heavy的结构可能会导致许多挑战。组织必须努力寻求一种平衡，既能有效领导，又能赋能各级员工。通过识别top heavy结构的迹象并采取积极措施加以解决，公司可以提高其效率、创新和整体成功。