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13.Staff promotion 激励员工

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发表于 2011-6-26 19:10 | 显示全部楼层 |阅读模式
Accommodate 提供方便,调节
Aspire 追求,有志于(to
A double-track wage system 双轨工资制度
Anchor 锚;定位;固定桩,系缚物;精神支柱,靠山
Boost 推动,提高,增强
Bottleneck 瓶颈;阻碍进展的人(或事物、情况等);障碍
Bottom-line 基本的,实际的,现实的,只关注成本(或利润)的
Comparable 类似的
Chauffeur (受雇于私人或公司的)
Commission 佣金
Concession 让步
Edge 优势,优越之处
Elusive 难以捉摸的,令人困惑的
Excel in 胜过他人,优于
Exert 运用,行使,发挥
Incentive 刺激,鼓励,奖励
Infringe 侵犯,侵害
Line 行业
Margin 利润,盈余
Morale 士气,精神面貌
On the side ()《美》作为兼职,正事一万;《英》作为副业
Pay-for-performance philosophy 绩效哲学(一种报酬哲学)
Perk (常作~s
《英口》=perquisite
Perquisites 特殊待遇,特权
Piecework 纪检工作
Pinpoint 准确描述,确认,确定
Price concession 价格让步
Professional talents 专业人才,专业人士
Reward 奖赏,奖励
Shareholder 股东
Slump 暴跌
Stake 利害关系
Stock option 股票期权
Turnover 营业额,销售比率
Variable pay 浮动工资
Accommodate 使符合,使适应
Depends 等于 it/that depends
The Eight Career Anchors
八大职业锚
By Anne Field
Motivated employees are crucial to a company’s success- this has never been truer than today, when margins are thin (or nonexistent) and economic recovery remains elusive.
激励员工对公司的成功十分关键这在任何时代都没有当今年代来的真切,(因为)当今利润薄(或没有利润空间),经济复苏难以捉摸。
These hard bottom-line realities may also mean that managers can’t rely as much as they might have in the past on using financial incentives to drive employee engagement.
这些基本现实也许还意味着,经理们不能再像过去那样依赖金钱刺激来激励员工。
So how do you keep people motivated and productive?
那么如何刺激员工,提高效率呢?
One answer lies in the concept of the career anchor, first developed some thirty years ago by Edgar Schein of the Massachusetts Institute of Technology.
答案就在于“职业锚”或“职业定位”这一观念,30年前,麻省理工学院的埃德加
施恩首先提出这一概念。
Schein says that people are primarily motivated by one of eight anchors- priorities that define how they see themselves and how they see their work.
施恩提出,人们主要被八大“职业锚“中的某一个所激励即人们选择和发展自己的事业时所围绕的中心。
The eight anchors:
这八大职业锚为:
Technical/functional competence. The key for a person with this career anchor is a desire to excel in a chosen line of work.
技术或功能型职业锚。以此为职业锚的员工,关键在于在工作中鹤立鸡群。

Money and promotions don’t matter as much as the opportunity to consistently
hone his craft.
金钱和晋升都不如能经常磨砺技能的机会重要。
While such professions as engineering and software design attract a lot of people with this particular bent, you can also find them just about anywhere, from the financial analyst excited by the chance to solve complicated investment problems to the teacher happy to continually fine-tune classroom performance.
虽然工程、软件设计这样的行业吸引不少有这种特别倾向的员工,但这种类型的人在其他任何领域也能见到。从金融分析师到教师等任何职业都会有这一类型的员工。金融分析师会因为有机会去解决复杂的投资问题而兴奋不已,教师则会由于持续有效的课堂教学而欣慰快乐。
General managerial competence. Someone with this anchor is most closely allied with the traditional career path of the corporation.
管理能力型职业锚。以此为职业锚的员工,与公司传统职业轨道/路径的联系最紧密。
She is the polar opposite of the person for whom technical/functional competence is preeminent.
这类员工与技术/功能型员工形成两个极端。
She wants to learn how to do many functions, synthesize information from multiple sources, supervise increasingly larger groups of employees, and use her considerable interpersonal skills.
他们要学会担任不同的职务、从多渠道综合信息、管理日益庞大的员工队伍并实施他们的交际技能。

What she craves is to climb the ladder, getting ever-bigger promotions and salary increases.
他们渴求青云直上和加薪。
Autonomy/independence. Like Great Garbo, individuals with this career anchor just want to be alone.
自主或独立性职业锚。如格里塔
嘉宝所言,以此为职业锚的人总是要求独立自主。
They’re most satisfied operating according to their own rules and procedures; they don’t want to be told what to do. Freedom rather than prestige is their goal.
能按照自己的原则和程序进行操作,他们就知足了。他们不需要别人指点。他们追求的目标是自由,而不是声望。
Security/stability. Employees with this career anchor value above all a predictable environment, one in which tasks and policies are clearly codified and defined.
安全或稳定性职业锚。以此为职业锚的员工最看中可预测的工作环境,所有的职责和政策都清楚分明。
They identify strongly with their organization, whatever their level of responsibility.
无论他们的责任大小,他们都坚决维护公司。
Entrepreneurial creativity. The folks in this category want to create something of their own and run it.
创造型职业锚。这种类型的员工有创业的需求。

They are, in fact,
obsessed with the need to create and will become easily bored if they feel thwarted.
实际上,他们痴迷于创业,如果创业受挫,他们又极易厌倦。
As you’d expect, someone with this career anchor tends to start her own business, or at the least run something on the side while still keeping her day job.
如人们所预料,这种类型的人倾向于自己创业,或者至少是边工作边创业。
Sense of service. The need to focus work around a specific set of value is the major issue for employees with this career anchor.
服务型职业锚。对于以此为职业锚的员工而言,最重要的是能围绕一套特定的价值体系集中精力于某项工作。
But that doesn’t just mean social workers, say nurses.
但这并不仅仅指社会工作者,如护士。
It can also include anyone from a human resources specialist interested in affirmative action programs to a researcher working on developing a new drug.
这类人还包括从致力于激发肯定行为的人力资源专家到从事新药品研制的科研工作者在内的任何人。
Money isn’t the main event; it’s the chance to focus on a particular cause.
对他们而言,金钱不是最主要的;有机会去投身于一份事业最重要。
Pure challenge. People with this career anchor seek ever-tougher challenges to conquer.
挑战性职业锚。以此为职业锚的员工,总在寻找更艰巨的挑战并征服它。
Lifestyle. These folks organize themselves around their private lives.
生活方式型职业锚。这种类型的人一切都是以他们的私生活为中心。
Their most pressing concern is for their jobs to give them the freedom to balance those other concerns with their work.
他们最关注的就是他们的工作能给予他们自由,以平衡他们的工作和其他需求。
Once you understand what each anchor is, you can determine the career anchor for each employee in your department.
一旦了解每一个职业锚,你就可以判断你的部门员工的职业锚。
In today’s uncertain and turbulent business climate, pinpointing employees’ career anchors is an especially useful tool because it allows you to do two crucial things:
在当今动荡、混乱的商界,确认员工的职业锚特别有意义,因为它能使你完成两件关键事情:
tailor your communication style to fit employees’ individual needs and drive improved performance by choosing the most effective way to recognize and reward accomplishments.
调整你的沟通风格以适应员工的个体需求,通过选择最有效的方法认可和奖励员工的成就以改善绩效。
By identifying employees’ career anchors and communicating with them in a way that speaks to what’s most important to them, you can help employees find that meaning in their work- and boost your unit’s productivity, too.
通过确定员工的职业锚,通过交流了解对于员工什么最重要,你可以帮助员工找到工作的意义,并提高部门员工的工作效率。
PART ONE: Interview
(1)
What do you think contribute to the work efficiency of employees?
你觉得什么有助于提高员工效率?
There are many and various contributable factors, such as financial benefits/bonus, effective training, promising career, cozy working environment, paid holiday, profit-sharing plan, stock options, constant communication between the employer and the employee, flexible work hours, compliments and respect from the supervisor and so on.
(2)
Why are more and more corporations turning away from fixed forms of compensation in favor of variable pay?
为什么越来越多的公司抛弃固定工资而选择采用浮动工资?
Because variable pay for employees is based entirely on a pay-for-performance philosophy. In order to qualify for variable pay, employees must reach a minimum level of performance, and this brings pressure and stress to employees to work harder for the organizational performance and success.
(3)
What’s your opinion of motivating salespeople by salary based on a percentage of sales?
以销售佣金的形式激励销售人员,对此你有何想法?
It’s a good idea to push salespersons by a straight commission plan. Commission provides maximum incentive, exerting sufficient effort in maximizing their sales volume. Besides it is easy to compute and understand.
(4)
What are the advantages and disadvantages of motivating producing workers by piecework?
以计件方式激励生产一线的员工有何利弊?
The most obvious advantage is the increase of production. Under straight piecework, employees tend to harder and quicker for larger amount of products for they receive a certain rate for each unit produced.
PART TWO: Mini-presentation
What’s important when…?
Motivating senior executives
激励高级管理人员时,需注意哪些要点?
l
Stock options
股票期权
l
Perquisites/special benefits
特殊待遇
l
When motivating top executives, the offer of stock options is important. Stock options belong to the long-term incentive. With stock ownership, senior executives will have a significant stake in the success of the business. Their fortune will rise and fall with the value they create for share holders, thus linking their efforts to the long-term stock performance and motivating them to develop and use their abilities and contribute their energies to the fullest possible extent.
To motivate senior executives, perquisites or special benefits are also important. Perquisites, such as the company car, mobile phone, first-class air travel, large insurance policies, country club membership, company-paid parking, chauffeur service, etc. can be used as a means of demonstrating the executives’ importance to the organization while giving them an incentive to improve their performance. Besides, perks serve as a status symbol inside and outside the company and provide a tax saving to the executives.
In addition, base salary, short-term incentives or bonus are also helpful in motivating senior executives.
当激励高级管理人员时,提供股票期权是很重要的。股票期权属于长期激励。成为股票持有者,高级管理人员将拥有成功企业的重要股权。成为了股东,他们的命运将随着价值起落。因此他们的努力联系着长期的股票成绩这样激励他们最大限度的发展和运用他们的能力贡献他们的活力。
为了激励高层职员,特殊的待遇和福利也很重要。特殊待遇,比如公司用车,手机、头等舱、大额保险政策,乡村俱乐部成员,公司付费停车、司机服务。这些都能证明对高层管理者的重视,给他们这些激励可以改善他们的成绩。除此之外,津贴作为一个身份的象征在公司内外,并为高层提供节税。
除此之外,基本工资,短期激励或者奖金也能帮助激励高管。
PART THREE: Discussion
Motivating Professional Employees
Your company is going to carry out an inventive program to motivate professional employees. You have been asked to make recommendations about this. Discuss the situation together, and decide:
l
What are your opinions of promoting professional employees
l
How to motivate professional employees
激励专业人才
你们所在公司准备实行一项激励方案来激励专业人才。请你们对此提出建议。讨论并决定:
l
你们对晋升专业人才有何看法
l
如何激励专业人才
A: You see, engineers in our company play an important role. Like other salaried workers, they also need to be motivated to perform to their full capacity. So we are going to carry out an incentive program to motivate professional employees. Up to now many people suggest promotion. What’s your opinion?
B: Promotion is a traditional incentive and widely used to motivate professional employees. Normally when an engineer made a great achievement, he/she would be promoted to be a senior administrator.
A: But you know some problems may occur. When taking an administrative assignment, the engineer can no longer fully concentrate on his/her professional field. In the process, the organization may lose a good engineer and gain a poor administrator.
B: That’s unfortunate, isn’t it? Don’t worry! There is a way out.
A: What is it?
B: A double-track wage system! While offering promotion, we can introduce the double-track wage system.
A: What do you mean by double-track wage system?
B: Let me explain it in this way. If the professionals who are not interested in management and do not aspire to become administrators, then it’s OK, they will remain in their former job. To reward them, they will be offered the comparable sum of salary instead.
A: Good idea! Besides the double-track system, we may try performance-based incentive programs.
B: For instance?
A: Such as profit sharing or stock ownership. Take profit sharing as an example, it gives our engineers opportunity to increase their earnings by improving product quality, reducing operating costs and improving work methods and so on.
B: Wonderful idea! In this way we can encourage greater levels of individual performance, stimulate them to think and feel more like partners in the companies and boost morale.
A: Exactly!
B: Besides, to reward engineers who complete projects on or before deadline dates, or meet professional licensing standards, or are granted patents, etc, we can still offer cash bonuses, paid holiday, and training abroad.
A: Yes. They can be effective.
A:你知道。我们公司的工程师是非常重要的。就像其他的工人,他们也需要被激励去全力以赴完成工作。因此我们将会实行一套激励体系来激励专业雇员,现在为止许多人建议晋升,你是怎么看的?
B:晋升是一个传统激励方法,广泛应用于激励专业员工。通常当一个工程师取得巨大成就,他将被谨慎到高级管理者。
A:但是你知道会发生一些问题。当担负一个管理职责,工程师
就不能全心致力于职业领域。在这个过程中,公司会失去一个优秀的工程师得到一个缺乏能力的管理者。
B: 那样真遗憾,不是么。不用担心,有办法解决这种问题。
A:什么办法?
B:双轨工资制度。当提议晋升时,我们可以引进双轨工资制度。
A:什么叫双轨工资制度?
B:让我用这种方法解释。如果专业职员对管理不感兴趣也并不渴望成为一个管理者,那么也可以,他们可以保留之前的工作。他们将被提供可观的工资来作为回报。
A:好办法。除了双轨工资制度,我们也尝试基于绩效的激励计划。
B:举个例子?
A:比如利益分享或者持股。以利益分享为例,这给我们的工程师机会通过改善产品质量、减少生产成本和改善工作方法等等来增加他们的收入。
B:好办法。用这种方法我们
鼓励个人表现出更高的水平。刺激他们从公司伙伴的角度来思考和感受和鼓励士气。
A:确实是这样!
B:除此之外,为了回报那些按时或提前完成计划的工程师,或者符合专业合格标准,或者被授予专利权等等,我们仍可提供现金分红,有薪休假和海外培训。
A:是的,他们可以是有效的。
(1)
Is flexible schedule important to motivate staff? (Why?/Why not?)
弹性的时间安排对激励员工重要吗?(为什么?)
Yes, it’s an effective reward especially for those who work to live. Since they don’t live to work, they care a lot about their balanced lifestyle, and flexible schedule which enable them to accommodate their requests conveniently and easily.
(2)
Is training effective in motivating professional talents?(Why?/Why not?)
以培训来激励专业人才有效吗?(为什么?)
Yes, it’s an effective reward. To professional talents, technical competence is most important for them. And training can help them to keep up with the latest developments. With training, they can always maintain their edge over others and keep on being the best.
(3)
Which do you think is more important to people, a good salary or good work conditions?(Why?)
你觉得哪个对人们更重要,高薪水还是良好的工作环境?(为什么?)
A good salary. Nobody is willing to accept a low salary. A good salary is necessary for a decent and comfortable life.
(4)
Is it important for supervisors to praise an employee in public?(Why?/Why not?)
对主管而言,当众表扬员工重要吗?(为什么?)
Yes. For a visible progress, whether small or big, public praise can be a supplementary means of motivation, since public recognition brings along the honor and a sense of satisfaction.
(5)
In what other ways can companies show they value their professional talents?
公司可用什么方式来展示公司对员工的重视?
To some, you can offer them holidays with their spouse abroad. To others, you may just grant them more challengeable work. And to still others, you should give them luxury and precious gifts such as a new house or a new car.
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 楼主| 发表于 2011-6-28 18:38 | 显示全部楼层
新东方商务词汇第三轮~~
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 楼主| 发表于 2011-6-29 19:11 | 显示全部楼层
Let all your things have their places and let each part of your business have its time
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 楼主| 发表于 2011-6-29 19:12 | 显示全部楼层
Let all your things have their places and let each part of your business have its time
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 楼主| 发表于 2011-6-30 22:21 | 显示全部楼层
付出也是一种幸福~~
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 楼主| 发表于 2011-7-4 18:58 | 显示全部楼层
Product Promotion
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Advertising 广告
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 楼主| 发表于 2011-7-11 19:35 | 显示全部楼层
Marketing Channels 营销渠道
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