Passage 1实施本土化对跨国公司来讲是一项十分重要、并且是一箭双雕的战略决策。
它不但能有效降低向东道国派遣高级管理人员的成本，与此同时，还能充分利用东道国相对低廉的人力资源。
从长远来看，把当地优秀的经理人员提拔到决策者的位子上来是十分明智的选择，因为他们比较熟悉本国的法律法规，了解本国的市场行情，决无文化方面的障碍，并能有效地与当地各部门进行沟通。
简而言之，他们更熟悉本国政府制定的游戏规则。
但要吸引并留住这些优秀人才，跨国公司必须做一件实实在在的事情：即给他们提供自身发展和事业进步的机遇。
Implementing localization is a very important strategic decision to multinationals which can kill two birds with one stone. It can not only reduce the cost of dispatching senior managers to host country, but also take advantage of relative cheap labor power in the host country. In the long term, it’s a wise choice to promote local excellent managers to decision-makers, because they are more familiar with local laws and regulations and market situation, and they have no obstacles in terms of culture so they can efficiently communicate with local departments. In one word, they are more familiar with rules established by local government. However, in order to attract and keep excellent personnel, multinationals must do something substantial, that is, offer them some opportunities to improve themselves and make progress in their own career.Passage 2中国经济体系中，某些产业的发展非常迅速。
在当前石油价格高涨的环境下，从通货膨胀的角度上看，这些迅速发展的产业值得引起人们的注意和警惕。
中国政府已经意识到了这一点。
为了控制某些产业过度的增长，官方采取了渐进的调整手段，来避免因一系列宏观调控可能引起太过突然的变化。
为此，政府首先是集中力量，对一些特别的产业进行调控，而不是针对整个经济。
举例来说，政府并没有去提高整体的利率，而仅仅是提高了某些产业的利率，从而使得这一批借款人去承担较大的风险。
In the Chinese economic system, some industries are developed at a very high speed. And in the condition of the high price of gasoline, these fast-developed industries are worth people’s attention and alertness, if we think about it from a view of inflation. The government has carried out some step-by-step measures in order to control the excessive increase of some industry, which is to avoid the sudden changes result from the macroeconomic control. Therefore, the government first concentrates on the control of some special industries instead of the whole economy. For example: the government increased the interest rate of some industries, but not the unitary interest rate, so that these borrowers would take on greater risks.Passage 3当跨国公司的经理进入一种全新的文化中时，他很可能会经历一种“困惑”，这种困惑被称之为“文化冲击”，它使得跨国公司的经理有如迷失了方向，而显得不知所措。
文化冲击是一种痛苦而令人难忘的经历，它要求跨国公司的经理去应对一系列有别于自身文化的、令人眼花缭乱的新的文化信息和文化环境。
它可能表现为温和的忧虑和不适，也可能是十分严重的焦躁不安或手足无措，使得跨国公司的经理无法履行其正常的职责。
由于跨国公司的经理不懂当地的语言或者非言语的行为，他自己的行为也就失去了赖以评判的标准。
When a manager in a multinational enters into a totally new culture, he is likely to undergo a kind of “puzzle”, which can be called as “culture shock”. It makes the manager lose his way and seem to be at a loss. Cultural shock is a painful and unforgettable experience, which requires the manager to deal with some new and dazzling cultural information and environment which aredifferent from those of his own culture. It may be expressed as mild anxiety and discomfort, or it may be serious fuss and perplexity, with which the manager cannot perform his regular duty. For the manager of the multinational don’t know local language or non-verbal behavior, his own behavior will lose standards for judgment.Passage 4不断地在金融市场上投机操作是否可以使一个人真正获利，实在是令人怀疑。
我们会说，一个幸运投机者可以毕生就只下一次大赌注，赚到了钱，然后功成身退，金盆洗手。
但这种说法在逻辑上有两个问题：首先，一旦投机者第一次尝到了这么大的甜头，他就会认为他一定也会有第二次，第三次的好运，所以他一定会再次下赌注。
而事实上，如此好运接踵而至的可能性实在太小了，最终的惨败则是不可避免的。
其次，就是很少真正有人可以在第一次就能幸运地赚到一大笔。
而在时来运转、找到自己的“幸运”之前，他们就都已经是损失惨重了。
但是，大家也都知道，市场上的投机活动却从来也不曾停止过。
It is doubtful whether one can really profit by constantly speculating in the money market. We will say that a lucky speculator can only gamble for only one time in all his life. After he earns money, he will retire. However, it has two problems logically: First, if the speculator makes a great profit for the first time, he will think that he can also have the second chance and the third chance to be that lucky, so he will gamble over and over again. Second, it is rare that one can be lucky enough to get a great profit in the first gambling. And before they become lucky, they have suffered a great loss. However, it is also known to all that the speculation in the money market has never stopped.Passage 5西方管理模式和中国管理模式的最大差别就在于“可重复性”。
事实上，现代企业管理之所以取得如此辉煌的成就，正是基于每一个岗位或职务的“可重复性”而得以实现的，或者说，正是岗位或职务“可重复性/可替换性”的出现，才使得企业成就成果的出现成为可能，但并不仅仅依赖于任何一个拥有个人才能的人。
但是，在中国管理模式中，没有人会将“老板”看作是一个岗位或职务，通常来说，人们看见的是一个有血有肉、充满商业智慧和人格魅力的人，他的企业只属于他自己，因为他卓越的商业才华，是不可重复的，这正是中国商业或企业“富不过三代”的本质原因。
The largest difference between western management pattern and Chinese management pattern is “repeatability”. In fact, such splendid achievements of modern corporation management are realized on the basis of “repeatability” of each post or occupation. In other words, achievements of a corporation became possible because of the appearance of “repeatability/substitutability”, not only relying on any capable person. However, in Chinese management pattern, nobody takes “boss” as a post or occupation. Generally speaking, people view their boss as a vivid person with business wisdom and personality charm. His corporation belongs to himself for his prominent business talent is unrepeatable. This is the essential reason for the old saying “being wealthy no more than three months” in Chinese business or corporation.Passage 6经济全球化的表现之一就是生产经营的跨国化。