A happy staff can soup up sales, satisfy customers【外文翻译】.doc

1、外文题目AHAPPYSTAFFCANSOUPUPSALES,SATISFYCUSTOMERS出处NATIONSRESTAURANTNEWS作者JENNINGS,LISA原文ABSTRACTINENGLISHDROVETHAT“MOTIVATE”AWORDCOMESFROMLATIN,HASTWOMEANINGSFIRST,PROVIDESONEBEHAVIORTHEMOTIVE,NAMELYINDUCTION,OBLIGATIONMEANINGSTIMULATESLEARNERSSTUDYINTERESTTHROUGHTHESPECIALDESIGN,LIKEGUIDESTHESTUDENTT

2、HROUGHASERIESOFTEACHINGMANAGEMENTMEASURETOIMPROVEITSMISDEEDCORRESPONDING,“MOTIVATION”NOUNHASTHREEKINDOFMEANINGSFIRST,REFERSTOISDRIVENMOTIVATEDTHEPROCESSSECOND,REFERSTOONEDRIVINGINFLUENCE,THECAUSEOREXTERIORREWARDINCENTIVETHIRD,REFERSTOTHECONDITIONWHICHDROVE,FORINSTANCERECEIVESTHEDRIVETHEDEGREETOBEQUI

3、TEHIGHSINCEHASHADTHEMANAGEMENT,THEDRIVEISINTHEMANAGEMENTTHROUGHANCIENTTIMESTHEINVARIABLETOPICTHEDRIVEISINAHUMANRESOURCESEXTREMELYIMPORTANTCONTENTSTAFFSABILITYANDTHETALENTCANNOTDECIDEDIRECTLYITTOORGANIZATIONSVALUE,ITSABILITYANDTHETALENTDISPLAYISDECIDEDTOAGREATEXTENTBYTHEMOTIVELEVELHEIGHTTHEEFFECTIVED

4、RIVESTAFF,ENHANCESITSJOBMOTIVATION,THUSRAISESSTAFFSWORKACHIEVEMENTSORGANIZESONEOFSUPERINTENDENTSMOSTIMPORTANTTASKSTHEDRIVEISINTHEMANAGEMENTSCIENCEANEXTREMELYIMPORTANTCONCEPT,ITISDISCIPLINERESEARCHANDSOONHUMANRESOURCESMANAGEMENT,PSYCHOLOGYOFMANAGEMENT,BEHAVIORALSCIENCECOREQUESTIONSTHEUSMANAGESSCIENTI

5、STBERELSONANDSTANNEILGIVESUNDERTHEDRIVETHEDEFINITIONISTHEDRIVEISTHEHUMANACTIVITYONEKINDOFINNERMOSTFEELINGSCONDITION,ALLINNERMOSTFEELINGSNEEDTOSTRIVEFORCONSTITUTIONSANDSOONCONDITIONANDHOPE,DESIRE,POWERTOPERSONSDRIVEPOPULARLYSPEAKING,DROVESTIMULATESPERSONSMOTIVE,INDUCESPERSONSBEHAVIOR,CAUSESITSDISPLAY

6、INTRINSICPOTENTIALINORDERTOACHIEVETHEGOALWHICHPURSUES,BUTONEKINDOFPSYCHOLOGICALFACTORDILIGENTLYORWASSIMPLERSAIDTHATDROVETRANSFERSTHEENTHUSIASTICPROCESSBUTDROVEEFFECTIVELYSHOULDBEINFOLLOWSPERSONSPSYCHOLOGYANDINTHEBEHAVIORACTIVITYOBJECTIVELAW,ISADVANTAGEOUSORGANIZESTHEGOALINTHEENTERPRISEREALIZATION,IS

7、ADVANTAGEOUSINSTAFFPERSONALLYIDEALREALIZATION,ISADVANTAGEOUSINTHEMATERIALDRIVEANDTHESPIRITUALDRIVECOORDINATEDUNIFICATION,ANDISADVANTAGEOUSTOENTERPRISESCONCRETEIMPLEMENTATION,ONLYTHENSUCHDRIVESIDECANBECONSIDEREDASONTHETRUEEFFECTIVEDRIVEINTHEMANAGEMENTSCIENCESAYSTHEDRIVETRANSFERSSTAFFSENTHUSIASTICPROC

8、ESS,NAMELYFORSPECIFICGOAL,BUTAFFECTSPEOPLESINTRINSICNEEDORTHEMOTIVE,THUSSTRENGTHENS,THEGUIDANCEORCHANGESSTAFFSBEHAVIOR,ISTHESTAFFHASTHEINITIATIVEDETERMINATIONBEHAVIORREPEATEDPROCESSTHEINCENTIVEMECHANISM,ISREFERSTOTHEORGANIZATIONSYSTEMTODRIVETHEMAINBODYTHROUGHBETWEENTHEDRIVEFACTORORTHEMEANSOFINCENTIV

9、EANDTHEDRIVEOBJECTTHEINTERACTIONRELATIONSSUMTOTAL,ISALSOTHEENTERPRISEDRIVESTHEINTRINSICRELATIONALSTRUCTURE,THEMOVEMENTWAYANDTHEDEVELOPMENTEVOLUTIONRULESUMTOTALTHEINCENTIVEMECHANISMCONTAINSCONTENTANDWIDESPREAD,BOTHHASTHEEXTERNALEXCITATIONMECHANISM,ANDHASTHEINTERNALINCENTIVEMECHANISMTHEEXTERNALEXCITAT

10、IONMECHANISMISREFERSTOTHECONSUMER,THEFULFILLMENTSOCIALMANAGEMENTFUNCTIONGOVERNMENT,THECOMMUNITYPUBLICANDSOONTOENTERPRISESDRIVETHEINTERNALINCENTIVEMECHANISMISREFERSTOENTERPRISEONESELFINCLUDINGTHEOPERATORANDSTAFFSDRIVETHISARTICLEELABORATESTHEINCENTIVEMECHANISMMAINLYREFERSTOTHEENTERPRISEINTERIORINCENTI

11、VEMECHANISMINTHEENTERPRISEINTERIORINCENTIVEMECHANISM,MAINLYINCLUDESTHECOMMODITYDRIVEANDTHESPIRITUALDRIVETHEMATERIALDRIVEISREFERSTOTHROUGHTHEMATERIALINCENTIVEMETHOD,ENCOURAGESTHESTAFFTOWORKITSMAINMANIFESTATIONHASWASDRIVING,LIKEPROVIDEWAGES,BONUS,ALLOWANCE,WELFAREANDSOONNEGATIVEDRIVE,LIKEFINEANDSOONTH

12、EMATERIALWANTISTHEHUMANITYSFIRSTNEED,ISTHEPEOPLEAREENGAGEDINALLSOCIALACTIVITYTHEBASICAGENTTHEREFORE,THEMATERIALDRIVEISTHEDRIVEPRINCIPALMODE,ISALSOTHEPRESENTOURCOUNTRYENTERPRISEINTERIORUSESTHEUNIVERSALONEKINDOFDRIVEPATTERNTHESPIRITDROVETHATISREFERSTOTHEENTERPRISETOAWARDSOMEKINDTOHAVETHESYMBOLICSIGNIF

13、ICANCEMARK,ORGIVESTHEAPPROVAL,THEAPPRECIATIONTOSTAFFSBEHAVIORWAYANDTHEVALUEIDEAANDSOONTOTAKETHEMEANSOFINCENTIVE,STIMULATESSTAFFSENERGETICPOWERBYTHISTOANENTERPRISE,THESCIENTIFICDRIVESYSTEMHASTHEFOLLOWINGSEVERALASPECTFUNCTIONATLEAST（1）ATTRACTSTHEOUTSTANDINGTALENTEDPERSONTOCOMETOTHEENTERPRISEINDEVELOPE

14、DCOUNTRYSMANYENTERPRISES,THESECOMPETITIVEPOWERSARESPECIALLYSTRONG,THEPOWERFULENTERPRISE,THROUGHEACHKINDOFPREFERENTIALPOLICY,EACHKINDOFRICHWELFARETREATMENT,THEQUICKPROMOTIONWAYATTRACTSTHETALENTEDPERSONWHOTHEENTERPRISENEEDSFORINSTANCEIBMIBMHASMANYQUITEATTRACTIVEDRIVEMEASURESONTHEFORMULATIONPROVIDESTHE

15、PENSION,THEGROUPLIFEINSURANCEANDTHEMUNIFICENTMEDICALTREATMENTESTABLISHEDEVERYYEARTOTHESTAFFONLYTOPAYSEVERALUSDOLLARSMEMBERSHIPDUESTOBEABLETOENJOYTHECOUNTRYCLUBWHICHTHEBELTFAMILYMEMBERCONVALESCEDENHANCESTHEKNOWLEDGEANDTHETECHNICALLEVELSTAFFFORTHESESCHOOLSPAYSTUITIONTHECOMPANYHASOPENEDEACHKINDOFTRAINI

16、NGCLASS,LETSTHESTAFFSTUDYEACHKINDOFKNOWLEDGETOTHERE（2）DEVELOPSSTAFFSPOTENTIALPOWER,THEPROMOTIONINOFFICESTAFFDISPLAYSFULLYITSCANWITHTHEWISDOMUSBUDDHAUNIVERSITYSZHANMUSHIWJAMESINTHERESEARCHWHICHDROVETOTHESTAFFDISCOVEREDTHATCALCULATESCOMPENSATIONONTIMETHEDISTRIBUTIONSYSTEMCANONLYLETTHESTAFFDISPLAY2030A

17、BILITIES,IFRECEIVESFULLDRIVE,STAFFSABILITYMAYDISPLAY9090,TWOKINDOFSITUATIONSASKEDTHAT60DISPARITIESARETHEEFFECTIVEDRIVEEFFECTSSHUETEFESCHUSTERPUBLISHED“ASTRATEGYIN1986THEPERSONANDTHEBENEFITRELATIONS“INABOOKPOINTEDOUT“MANYCOMPANIESSTUDYANDSATISFYTHESTAFFTONEEDTOTAKETHEMAINBUSINESSSTRATEGYTOENHANCETHEP

18、RODUCTIONEFFICIENCY,HASACHIEVEDTHEREMARKABLEACHIEVEMENTFROMTHISOBTAINSTHEPRODUCTIVITYGROWTH,BYNOMEANS10OR2044SMALLSCOPESGROW,BUTIS20004BIGGERLEAPS”MANAGESSCIENTISTSRESEARCHTOINDICATETHATSTAFFSWORKACHIEVEMENTSCAUSETHESTAFFABILITYANDAREDRIVENSYSTEMSFUNCTION,NAMELYACHIEVEMENTSFABILITYDRIVEIFTHEDRIVESYS

19、TEMTOTHESTAFFCREATIVITY,THEINNOVATIONSPIRITANDENHANCESOWNQUALITYTHEINFLUENCECONSIDERATIONGOESONOWNINITIATIVE,DROVETHATWASBIGGERTOTHEWORKACHIEVEMENTSINFLUENCE（3）DETAINSTHEOUTSTANDINGTALENTEDPERSONDRUKKERPDRUCKERTHOUGHT“EACHENTERPRISENEEDSTHREEASPECTSTHEACHIEVEMENTSDIRECTACHIEVEMENT,VALUEREALIZATIONWI

20、THFUTUREMANPOWERDEVELOPMENTLACKSANY,ONTHEONEHANDTHEACHIEVEMENTS,THEENTERPRISEISDOOMEDMUSTTOBREAKDOWNTHEREFORE,EACHSUPERINTENDENTSMUSTHAVETHECONTRIBUTIONINTHESETHREEASPECTS”INTHREEASPECTCONTRIBUTIONS,RIGHT“FUTUREMANPOWERDEVELOPMENT”THECONTRIBUTIONCOMESFROMTHEDRIVEWORKUSRECENTLYMORETHANTENYEARS,THENTA

21、KESINTHEENTERPRISEVITALITY“SOFT”TARGETINCLUDINGMANAGEMENTSQUALITY,THEPRODUCTANDTHESERVICEQUALITY,THEATTRACTION,RAISESANDDETAINSOUTSTANDINGTALENTSABILITYANDSOONWHETHERDOESTHISATTRACT,RAISESANDDETAINSOUTSTANDINGPERSONSABILITYTOPLACETHEFINANCIALNORMTARGETTHECHANGE,THUSTHESIDEEXPLAINEDTHEDRIVEINTHEBUSIN

22、ESSMANAGEMENTTHEIMPORTANCE（4）ACCOMPLISHMENTBENIGNENVIRONMENTOFCOMPETITIONTHESCIENTIFICDRIVESYSTEMCONTAINSINONEKINDOFCOMPETITIONSPIRIT,ITSMOVEMENTCANCREATEONEKINDOFBENIGNENVIRONMENTOFCOMPETITION,THENFORMSTHEBENIGNCOMPETITIVESYSTEMINHASINTHEBENIGNCOMPETITIVEENVIRONMENT,THEENTERPRISESTAFFSWILLRECEIVETH

23、EENVIRONMENTTHEPRESSURE,THISPRESSUREWILLTURNTHESTAFFDILIGENTLYOPERATIONCAPACITYJUSTLIKEMACGREGORSAID“BETWEENINDIVIDUALANDINDIVIDUALSCOMPETITION,ISTHEDRIVEMAINLYCOMESONE”译文英文中激励“MOTIVATE”一词来自拉丁语，有两个含义一是提供一种行为的动机，即诱导、驱使的意思；通过特别的设计来激发学习者的学习兴趣，如通过一系列的教学管理措施来引导学生改良其不良行为。相应的，“MOTIVATION”名词有三种含义；一是指被激励MOTI

24、VATED的过程；二是指一种驱动力，诱因或外部的奖励INCENTIVE；三是指受激励的状态，比如受到激励的程度比较高。自从有管理以来，激励就是管理中亘古不变的话题。激励是人力资源中的一个极其重要的内容。员工的能力和天赋并不能直接决定其对组织的价值，其能力和天赋的发挥很大程度上取决于动机水平的高低。有效的激励员工，提高其工作动机，从而提员工的工作绩效是组织管理者的首要任务之一激励是管理学上一个极其重要的概念，它是人力资源管理、管理心理学、行为科学等学科研究的核心问题。美国管理学家贝雷尔森和斯坦尼尔给激励下的定义是激励是人类活动的一种内心状态，一切内心要争取条件和希望、愿望、动力等构成对人的激励。

25、通俗地说，激励就是激发人的动机，诱导人的行为，使其发挥内在的潜力。为实现所追求的目标而努力的一种心理因素。或者更简单得说，激励就是调动积极性的过程。而有效激励则应该是在遵循人的心理和行为活动的客观规律上，有利于企业组织目标的实现，有利于员工个人理想的实现，有利于物质激励和精神激励的协调统一，并且有利于企业的具体实施，只有这样的激励方能算得上真正的有效激励。管理学上讲的激励就是调动员工的积极性的过程，即为了特定的目的而去影响人们的内在需要的或动机，从而强化、引导或改变员工的行为，是员工产生主动的自觉的行为的反复的过程。激励机制，是指组织系统中激励主体通过激励因素或激励手段与激励客体之间相互作用关

26、系的总和，也是企业激励内在关系结构、运行方式和发展演变规律的总和。激励机制所包含的内容及其广泛，既有外部激励机制，又有内部激励机制。外部激励机制是指消费者、履行社会管理职能的政府、社区公众等对企业的激励。内部激励机制是指对企业自身包括经营者和员工的激励。本文论述的激励机制主要是指企业内部激励机制。在企业内部激励机制中，主要包括物资激励和精神激励。物质激励是指通过物质刺激的手段，鼓励职工工作。它的主要表现形式有正激励，如发放工资、奖金、津贴、福利等；负激励，如罚款等。物质需要是人类的第一需要，是人们从事一切社会活动的基本动因。所以，物质激励是激励的主要模式，也是目前我国企业内部使用得非常普遍的一

27、种激励模式。精神激励，是指企业以授予某种具有象征意义的符号，或对员工的行为方式和价值观念给予认可、赞赏等作为激励手段，以此激发员工的精神动力。对一个企业来说，科学的激励制度至少具有以下几个方面的作用。1吸引优秀的人才到企业来。在发达国家的许多企业中，特别是那些竞争力强、实力雄厚的企业，通过各种优惠政策、各种丰厚的福利待遇、快捷的晋升途径来吸引企业需要的人才。比如美国国际商用机器公司IBM就制定有许多颇有吸引力的激励措施；提供养老金、集体人寿保险和优厚的医疗待遇给员工兴办了每年只需交几美元会费就能享受带家属去疗养的乡村俱乐部；为那些学校提高知识和技术水平的员工交学费；公司开了各种培训班，让员工到

28、那里学习各种知识。2开发员工的潜在能力，促进在职员工充分发挥其才能和智慧。美佛大学的詹姆士WJAMES对员工激励的研究中发现，按时计酬的分配制度仅能让员工发挥出2030的能力，如果受到充分激励的话，员工的能力可以发挥出9090，两种情况之问60差距是有效激励的效果。舒额特FESCHUSTER在1986年出版的A战略人与效益的关系一书中指出“不少公司把研究和满足员工的需要作为主要的经营战略来提高生产效率，已取得显著成就。由此而获得的生产率的增长，并非10或2044的小幅度增长，而是20004更大的飞跃。”管理学家们的研究表明，员工的工作绩效使员工能力和受激励制度的函数，即绩效F能力激励。如激励制

29、度对员工创造性、革新精神和主动提高自身素质的影响考虑进去的话，激励对工作绩效的影响就更大了。3留住优秀的人才。德鲁克PDRUCKER认为“每一个企业需要三个方面的绩效直接的成果、价值的实现和未来人力的发展。缺少任何一方面的绩效，企业注定非垮不可。因此，每一个管理者都必须在这三个方面均有贡献。”在三方面的贡献中，对“未来的人力发展”的贡献就是来自激励工作。美国的。最近十年多，则非常重视企业活力中的“软”的指标包括领导班子的素质，产品和服务的质量，吸引、培养和留住优秀人才的能力等。这样就把能否吸引、培养和留住优秀人的能力放在财务指标指标的变化，从而侧面说明了激励在企业管理中重要性。4造就良性的竞争环境。科学的激励制度包含于一种竞争精神，它的运行能够创造出一种良性的竞争环境，进而形成良性的竞争机制。在具有良性竞争性的环境中，企业员工就会受到环境的压力，这种压力将变成员工努力工作动力。正如麦格雷戈所说“个人与个人之间的竞争，才是激励的主要来之一。”