1、本科毕业论文（设计）外文翻译题目某企业核心员工激励问题与对策研究学院商学院专业人力资源管理班级学号学生姓名指导教师外文题目WANTTOMOTIVATEYOUREMPLOYEESKEEPYOURCOMPANYSAFEANDYOUWILL/IHIREDYOU，YOUREPERFECTNOWSTAYTHETOPTENLISTFORRETAININGTOPTALENT外文出处HANDBOOKOFBUSINESSSTRATEGYVOLUME6，2005（1）P205208/BUSINESSSTRATEGYSERIESVOLUME9，2008（3）P119125外文作者JOANCURTICE/HOWARD
2、JMORGAN原文WANTTOMOTIVATEYOUREMPLOYEESKEEPYOURCOMPANYSAFEANDYOUWILLISYOURCOMPANYLEGALLYCOMPLIANTINTERMSOFFAIRNESSANDSAFETYWHATDOTHESETERMSMEANDOESYOURWORKFORCEFEELMOTIVATEDTOWORKHARDFORYOUDOYOUREMPLOYEESFEELTHEYCANCOMMUNICATEWITHTHEIRMANAGERSABOUTPROBLEMS,CONCERNSOROTHERISSUESWITHOUTJUDGMENTORRETALIAT
3、IONARECHARGESOREVENHINTSOFDISCRIMINATIONORHARASSMENTROUTINELYINVESTIGATEDANDRESOLVEDIFTHESEKINDSOFCONDITIONSARENOTBEINGADDRESSEDATYOURFIRM,YOUMAYBECOURTINGDISASTERATALLTIMES,MANAGEMENTMUSTKNOWWHATTODOTOINSURELEGALCOMPLIANCEANDTOCREATEAWORKATMOSPHERETHATISSAFE,DIGNIFIEDANDRESPECTFULSUCHANENVIRONMENTA
4、LSOENSURESTHATEMPLOYEESCANBETHEIRMOSTPRODUCTIVEWHATISA“SAFE”WORKENVIRONMENTASAFE,DIGNIFIEDANDRESPECTFULWORKENVIRONMENTISNOTONLYMANDATEDBYTHELAWBUTITMAKESGOODBUSINESSSENSEASAFEENVIRONMENTTYPICALLYRESULTSININCREASEDMOTIVATIONANDPRODUCTIVITYPEOPLEAREATTHEIRMOSTPRODUCTIVEWHENTHEYARENOTDISTRACTEDWITHCONC
5、ERNSFORTHEIRSAFETYORWELLBEINGWHATARETHEOBSERVABLEHALLMARKSOFSUCHAWORKENVIRONMENTITISONEWHEREEMPLOYEESARETREATEDWITHDIGNITYANDRESPECTTHEWORKENVIRONMENTISFREEFROMVERBALABUSEORHARASSMENTOFANYKIND“PUTDOWN”HUMORORPRACTICALJOKESAREFORBIDDENSEXUALHARASSMENTISNOTPERMITTEDRUDEAND/ORPROFANELANGUAGEISNOTTOLERA
6、TEDNOSEXUALLYEXPLICITJOKES,CALENDARSOROTHERPORNOGRAPHICMATERIALSAREPOSTEDANYWHEREORSITTINGONORINANYEMPLOYEESDESKSORTRANSMITTEDVIAEMAILNONEGATIVEREFERENCESAREMADETOANYONESSKINCOLOR,RELIGIOUSAFFILIATION,NATIONALORIGIN,SEXUALORIENTATIONORGENDERBULLYINGBEHAVIORSORCOMMENTSCONCERNINGPEOPLESBODYPARTS,BODYT
7、YPEORWEIGHTAREFROWNEDONTHEMOSTSUCCESSFULCOMPANIESPROMOTETHESEQUALITYENVIRONMENTSANDCONSISTENTLYREAPTHEBENEFITOFPRODUCTIVITYFORDOINGSOFAIRNESSTOEMPLOYEESWHYYOUSHOULDCAREANDWHATITCOSTSWHENYOUDONOTMANYCOMPANIESPLAYWITHFIREWHENTHEYREFUSEORFORGETTOWORKHARDTOINSURETHATALLTHEIREMPLOYEESARETREATEDFAIRLYOFTE
8、N,ITCANBESIMPLYACASEOFIGNORANCEOFEITHERTHELAWSORTHEPENALTIESFORDISMISSINGSUCHREQUIREMENTSHOWEVER,MANYMILLIONSOFDOLLARSINFINESAREMETEDOUTEACHYEARTOCOMPANIESTHATIGNORE,FLAUNTOROUTRIGHTDISAGREEWITHEQUALEMPLOYMENTOPPORTUNITYANDSEXUALHARASSMENTLAWSINADDITIONTOHUGEFINES,MANYOFTHESECOMPANIESAREATRISKFORLOW
9、EREDMORALE,REDUCEDPRODUCTIVITYANDPOTENTIALLYFORCOSTLYLITIGATIONIFACIRCUMSTANCEISNOTRESOLVEDTOANEMPLOYEESORALEGALAGENCYSSATISFACTIONINRECENTYEARS,MANYLAWSUITSTHATHAVEOCCURREDDUETOSEXUALMISCONDUCTHAVESETTLEDWITHEXTREMELYLARGEPAYMENTSTOTHOSEEMPLOYEESWHOHAVEINITIATEDTHELITIGATIONTHEFEDERALEQUALEMPLOYMEN
10、TOPPORTUNITYCOMMISSIONEEOCHASHEAVILYFINEDCOMPANIESTHATDIDNOTSATISFACTORILYRESOLVEEMPLOYEECOMPLAINTSONBEHALFOFWOMENWHOALLEGEDHARASSMENTSOMECLAIMSSETTLEDASFOLLOWSIN1998,ASTRAUSAAGREEDTOPAY10MILLIONTOSETTLEALLEGATIONSOFSEXUALHARASSMENTALONGWITHATTEMPTSTOCOVERITUPWHENTHEEEOCINVESTIGATEDNUMEROUSALLEGATIO
11、NSOFSEXUALHARASSMENT,ITLOOKEDINTOTHECOMPANYSSECRETMONETARYSETTLEMENTSWITHFEMALEEMPLOYEESOVERTHEYEARSTODETERMINEIFTHOSESETTLEMENTSWEREPARTOFACOLLABORATIONBYMANAGEMENTTOCOVERUPTHEALLEGEDMISCONDUCTIN1998,MITSUBISHIPAID34MILLIONINASEXUALMISCONDUCTSETTLEMENTTHECOMPANYSNORTHAMERICANDIVISIONPAIDAWARDSOF10,
12、000TO300,000TO486FEMALEWORKERSTOSETTLEALLEGATIONSTHATWOMENONANASSEMBLYLINEWEREHARASSEDANDMANAGERSDIDNOTHINGTOSTOPITIN1999,FORDMOTORCOMPANYAGREEDTOPAY775MILLIONTOANESTIMATED700TO900WOMENTOSETTLECOMPLAINTSTHATTHEYWEREGROPEDANDSUBJECTEDTOCRUDECOMMENTSANDGRAFFITIATTWOCHICAGOAREAPLANTSIN2003,DIALCORPORAT
13、IONAGREEDTOPAY10MILLIONTOSETTLEAFEDERALLAWSUITBROUGHTBYWOMENWHOSAIDTHESOAPMAKERIGNOREDCOMPLAINTSOFHARASSMENTBYMENOFTENTHECOSTSTOSETTLEARENOTONLYTHEFINESPAYABLETOTHELITIGANTSBUTALSOINCLUDEADDITIONALCOSTSWHENTHEEEOCREQUIRESOTHEREFFORTSSUCHASSENSITIVITYTRAININGBYOUTSIDECONSULTANTSINTHECASEOFFORD,THETRA
14、ININGWASORDEREDACROSSTHENATIONANDTHECOSTWASESTIMATEDBYTHEEEOCTOBEAT10MILLIONFURTHERCOSTSCANBEINCURREDWHENTHEEEOCORDERSANINDEPENDENTBOARDTOBESETUPTOREVIEWTHESETTLEMENTANDFOLLOWUPEFFORTSTHISTYPEOFBOARDMIGHTCONSISTOFMEMBERSNAMEDBOTHBYTHECOMPANY,IEFORD,ANDTHEEEOCLITIGATIONREGARDINGINAPPROPRIATEBEHAVIORI
15、SNOTONLYBROUGHTFORWARDBYWOMENINTHEWORKPLACEIN2003,AMASSACHUSETTSJURYAWARDEDACOUNTYCORRECTIONOFFICER624,000BECAUSETHEYFOUNDTHATHEHADBEENHARASSEDBECAUSEHEWASGAYIN1997,ANOTHERJURYINMASSACHUSETTSAWARDEDAMAN12MILLIONSINCETHEYFOUNDTHATHEWASWRONGLYFIREDBECAUSETHEMANAGEMENTATTHEHOSPITALTHATEMPLOYEDHIMBELIEV
16、EDHEWASGAYINGENERAL,THEREISALACKOFUNDERSTANDINGREGARDINGHOWMUCHANDHOWEXTREMETHISKINDOFWORKPLACEABUSECANBEEMPLOYEESJOBSCANBEMADEDIFFICULTANDSOMETIMESIMPOSSIBLEWHENTHEYAREDISTRACTEDBYCOWORKERORMANAGEMENTHARASSMENTLESSMEASURABLECOSTLYDISRESPECTANARTICLEINUSATODAYBYMARILYNELIASQUOTEDASTUDYCOAUTHOREDBYPS
17、YCHOLOGISTLILIACORTINAOFTHEUNIVERSITYOFMICHIGANANNARBORANDVICKIMAGLEYAREPORTOFTHEIRSTUDYWASDELIVEREDATANAMERICANPSYCHOLOGICALSOCIETYMEETINGINTORONTOSTUDYRESULTSWEREBASEDONVARIOUSSURVEYSANDCONCLUDEDTHATANEXTREMELEVELOFRUDENESSISRAMPANTINTHEUSWORKPLACETHATBOTHDAMAGESMENTALHEALTHANDLOWERSPRODUCTIVITYFO
18、REXAMPLE,INTHEREPORT,71PERCENTOF1,100WORKERSSURVEYEDSAIDTHEYHADEXPERIENCEDPUTDOWNSORCONDESCENDINGANDOUTRIGHTRUDEBEHAVIORONTHEJOBUNFORTUNATELY,THESTUDYGOESONTHESUGGESTTHATTHEDEMEANEDEMPLOYEEFACESACATCH22INTHATCOMPLAININGOFTENTRIGGERSSOCIALORMANAGEMENTRETALIATIONANDNOTREPORTINGTHEABUSEFOSTERSANXIETYAN
19、DDEPRESSIONNEITHEROFTHESESCENARIOSPRODUCESJOBSATISFACTIONORENHANCEDPRODUCTIVITYSUCHRUDENESSCANACTASAPOISONINTHEWORKPLACEAWARENESSANDTRAININGDONOTFIGHTIT,DOITMANYBUSINESSES,ESPECIALLYSMALLBUSINESSES,OFTENRAILAGAINSTTHELAWSANDREGULATIONSADDRESSINGDISCRIMINATIONANDDIMINISHTHEIMPORTANCEOFTHISTYPEOFWORKE
20、RSAFETY,COMPLAININGTHATTHELAWSAREINTRUSIVE,COSTLYANDRESTRICTIVEIFANDWHENANINCIDENTINONEOFTHESECOMPANIESGETSREPORTEDTOASTATEORFEDERALAGENCY,OFTENACTIONISTAKENAGAINSTSUCHCOMPANIES,FOREXAMPLE,EITHERBYASTATEAGENCYINTHEUSAORBYTHEFEDERALGOVERNMENTTHEEEOCASDISCUSSEDEARLIER,FINESANDLAWSUITSCITEVIOLATIONSFOR
21、SEXUALHARASSMENTASWELLASRACIAL,ETHNICORIGIN,RELIGIOUSORAGEDISCRIMINATION,WITHERRANTCOMPANIESPAYINGHEAVYPRICESASARESULTTHESECOSTSCANFAROUTDISTANCETHOSEOFSOMESIMPLEAWARENESSANDTRAININGEFFORTSTHATACOMPANYCANPROVIDEINMANYCASES,AWARENESSANDTRAININGCANSAVETHEDAYANDPREVENTBOTHPAINFORTHEEMPLOYEESANDCOSTLYFI
22、NESORLITIGATIONFORTHECOMPANYDEVELOPINGAWARENESSISSIMPLEANDINEXPENSIVEITSTARTSWITHTHEFACTTHATCOMPANIESAREREQUIREDTOPOSTCERTAINMATERIALSLEGALPOSTERSINWELLTRAFFICKEDAREASSUCHASCOMMONHALLWAYS,CAFETERIAS,COFFEESTATIONSANDTHELIKEWHENNEWEMPLOYEESAREHIRED,THEYSHOULDTORECEIVEACOPYOFTHECOMPANYSSEXUALHARASSMEN
23、TPOLICYTHISISALSOAGOODTIMETOACQUAINTNEWEMPLOYEESWITHTHECOMPANYSPOSITIONONEQUALANDFAIRTREATMENTOFALLITSEMPLOYEESMANYCOMPANIESGOANOTHERSTEPANDPRESENTINHOUSETRAININGPROGRAMSONTHEREQUIREMENTSOFASAFEANDDIGNIFIEDWORKPLACEMUCHLIKETHEYTRAINEMPLOYEESINOTHERSAFETYREGULATIONS,IEFIREEVACUATION,SAFEHANDLINGOFHAZ
24、ARDOUSMATERIALS,ANDTHELIKE“TRULYSAFE”ENVIRONMENTSINSUREWORKERSFEELSUPPORTED“TRULYSAFE”WORKENVIRONMENTSAREBOTHGENUINELYPROTECTIVEANDPROACTIVETHEYARECOMPANIESINWHICHEMPLOYEESFEELCONFIDENTTHATTHEYHAVEAPLACETOGOWHENTHEYHAVEAPROBLEMTHEYDONOTWONDER“ISITOKTOGOTALKTOSOMEBODYABOUTTHIS”THEYKNOWTHEYCANTHEREASO
25、NTHEYKNOWTHEYCANISTHATAN“OPENDOORPOLICY”HASBEENWRITTEN,PUBLISHEDANDDISCUSSEDATTHECOMPANYOFTENSUCHAPOLICYISONEINWHICHSENIORMANAGEMENTPROMULGATESTHEBELIEFTHATANYEMPLOYEEATANYTIMECANSPEAKTOANYMANAGERORSUPERVISORINTHECOMPANYIFHE/SHETHEEMPLOYEEHASAPROBLEMORACONCERNINATRULYSAFEENVIRONMENT,TOPMANAGERSACTIV
26、ELYPUBLICIZEANDENSURETHATALLEMPLOYEESKNOWTHATSENIORSTAFFMEMBERSAREBEHINDTHISEFFORTTHEYADVERTISEITOFTENANDCOMMUNICATERELEVANTPROCEDURESANDRESOURCES,SOTHATEVERYONEFEELSCOMFORTABLEANDSAFEANOPENDOORPOLICYISWELLWORTHTHEEFFORTOFWRITINGANDTHENPROVIDINGTRAININGTOMANAGERSANDSUPERVISORSREGARDINGHOWTODEALWITHE
27、MPLOYEESWHOMAYCOMETOTHEMWITHCONCERNSWHENYOUR“FAVORITE”EMPLOYEEMAYBEGETTINGYOUINTOTROUBLEUSSTATEANDFEDERALREGULATIONSAREDESIGNEDTODEFINECERTAINCATEGORIESOFEMPLOYEESAS“PROTECTEDCLASSES”THISDEFINITIONINCLUDESCERTAINDEMOGRAPHICGROUPS,AMONGTHEMWOMEN,MINORITIESANDPEOPLEWITHDISABILITIESTHEREGULATIONSPROTEC
28、TMINORITYGROUPSBASEDONCERTAINFACTORSSUCHASRACE,ETHNIC/NATIONALORIGINORRELIGIOUSAFFILIATIONOTHERLAWSPROTECTEMPLOYEESBASEDONAGE,SEXUALORIENTATION,MARITALSTATUS,GENDERANDOTHERCLASSIFICATIONSTHOSEARECLEARLYDEFINED“LEGAL”STATUSESHOWEVER,THEREEXISTSINCERTAINCOMPANIESANOTHER“PROTECTEDCLASS”THISARBITRARYGRO
29、UPMAYCONSISTOFTHOSEEMPLOYEESDEEMEDTOBEMANAGEMENTS“FAVORITES”OFTENTHEYARETHECOMPANYSRAINMAKERORSTARPRODUCERINTHEVERYWORSTCASE,ITCANBEAVERYMOSTSENIORMANAGERWHATHAPPENSWHENTHIS“FAVOREDPERSON”GOESABOUTEXHIBITINGEGREGIOUSBEHAVIORSINACOMPANYWHATIFTHEFAVORITEISMAKINGTHOSEAROUNDHIM/HEREXTREMELYUNCOMFORTABLE
30、WHATIFTHEFAVORITEISACTINGINANOUTRIGHTDISCRIMINATORYMANNEROREVENASABULLYTHESIMPLEANSWERISTHATOTHEREMPLOYEESARENEGATIVELYIMPACTEDBYTHESEBEHAVIORSTHECOMPLICATEDANSWERISTHATTHECOMPANYISPUTINTHEPOSITIONOFHAVINGTOCONFRONTSUCHUNACCEPTABLEBEHAVIORSINWAYSTHATNEEDTOEFFECTIVELYEXTINGUISHSUCHOFFENSESWITHOUTOFFE
31、NDINGTHE“FAVORITE”NOEASYTASKOTHERMEMBERSOFMANAGEMENTAREFREQUENTLYRELUCTANTTOPLACEANYRESTRICTIONSONAKEYPRODUCERSINAPPROPRIATEBEHAVIORFORFEAROF“KILLINGTHEGOLDENGOOSE”INTHECASEOFAVERYILLBEHAVEDSENIORMANAGERTHECEO,FOREXAMPLE,THEPHRASE“CAREERLIMITING”TRANSLATELOSEYOURJOBMAYAPPLYTOTHEHUMANRESOURCESPERSONW
32、HOWILLOFTENBE“ELECTED”TOSOLVETHEPROBLEMPERHAPSINSOMECASES,THEBOARDOFDIRECTORSMAYBECOMEINVOLVEDHOWEVER,IGNORINGORREFUSINGTOTAKEACTIONDOESNOTEXONERATETHECOMPANY,NORDOESITMAKETHEINAPPROPRIATEBEHAVIORSDISAPPEARENOUGHDISSATISFACTIONONTHEPARTOFAVERYDISGRUNTLEDEMPLOYEEWILLTAKETHEMATTEROUTOFTHECOMPANYSHANDS
33、ANDDELIVERITTOAUSSTATEAGENCYORTHEFEDERALAGENCYTHEEEOCTHEFACTTHATANEXHAUSTIVEINVESTIGATIONCANFOLLOWSUCHAREPORTISTHEBEGINNINGOFONEOFTHEMOSTCOSTLYPIECESOFLITIGATIONACOMPANYCANENCOUNTERINMANYCASES,FINESHAVEEXCEEDEDTENSOFMILLIONSOFDOLLARSAFTERYEARSOFLEGALRAMIFICATIONSSO,DIFFICULTTHOUGHTHECHOICEMAYBE,THEB
34、ETTERPATHTOTAKEISTOMANAGESUCHSITUATIONSINSIDETHECOMPANYANEXTREMEEXAMPLEOFTHISKINDOFWRONGDOINGALONGWITHCOVERUPEFFORTSISPARTOFHOWASTRAUSAAGREEDTOPAY10MILLIONTOSETTLEALLEGATIONSOFBOTHSEXUALHARASSMENTANDATTEMPTSTOCOVERITUPDURINGTHETENUREOFACHIEFEXECUTIVEWHOWASFIREDAFTERRUNNINGTHEFIRMFOR15YEARSTHECOMPANY
35、ANDITSFORMERCHIEFEXECUTIVEBLAMEEACHOTHERFORTHESCANDALTHATERUPTEDATTHECOMPANYTHATLEDTOCHARGESOFRAMPANTSEXUALHARASSMENTANDAHOSTILEWORKENVIRONMENTFORWOMENONITSSALESFORCEWRITEANDPUBLISHTHEPOLICIESCOMPANIESNEEDTOHAVECLEARLYWRITTENANTIHARASSMENTPOLICIESTHATDEFINEANDDESCRIBEPROHIBITEDBEHAVIORSTHESEPOLICIES
36、NEEDTOCONTAINSPECIFICINSTRUCTIONSREGARDINGHOWANDWHERETOREPORTANYVIOLATIONS,THATIS,ANYINAPPROPRIATEBEHAVIORSTHECOMPANIONPOLICYTHATSHOULDACCOMPANYACOMPANYS“WEDONTTOLERATEHARASSMENT/WEWILLPUNISHIT”POLICYISACLEARSTATEMENTTHATTHECOMPANYWILLNOTRETALIATEAGAINSTANYONEWHOMAKESACOMPLAINTABOUTSUCHAVIOLATIONTHE
37、NONHARASSMENTPOLICYISONLYASGOODASTHECOMPANYSWILLINGNESSTOALLOWITTOWORKITCANNOTWORKINANENVIRONMENTTHATCONTAINSFEAROFRETRIBUTIONANONRETALIATIONPOLICYSENDSACLEARMESSAGETHATRETALIATIONWILLNOTBETOLERATEDITISASILLEGALASTHEHARASSMENTITSELFTOFURTHERENSURETHATACOMPANYCANAVOIDANYSITUATIONSWHEREEMPLOYEESGOOUTS
38、IDETHECOMPANYTORESOLVEDIFFICULTIESORCONFLICTS,ANOPENDOORPOLICYISRECOMMENDEDTHISPOLICYWILLSPELLOUTTHESPECIFICPEOPLETOGOTOINTHEORGANIZATIONTODISCUSSPROBLEMSTHESE“GOTO”MANAGERSMUSTHAVETHEAUTHORITYTOTAKEACTIONTHISEFFORTCANENABLEYOURCOMPANYTOAVOIDLITIGATIONFROMADISGRUNTLEDEMPLOYEEINVITINGISSUESTO“BUBBLEU
39、P”FORDISCUSSIONANDNOTBESUPPRESSEDOFTENPREVENTSLEGALACTIONSEVERYCOMPANYSHOULDREGULARLYASSESSTHEBEHAVIORALASPECTSOFHOWMANAGERSREACTTOINAPPROPRIATEBEHAVIORSANDACTIVITIESINTHEWORKPLACEMANAGERSNEEDTOBETRAINEDTOLISTENOBJECTIVELY,SEEKTHETRUTHANDREFRAINFROM“BLAMINGTHEVICTIM”BEYONDSAFETYINTOWORTHINESSANOTHER
40、OFACOMPANYSMAJORCHALLENGESISHOWTOCREATEANENVIRONMENTINWHICHEMPLOYEESFEELWORTHYHOWCANORGANIZATIONSCREATEANENVIRONMENTHONORINGPERSONALWORTHFIRSTOFALL,SETTINGACLIMATEOFWORTHINESS“STARTSATTHETOP”THECEOISRESPONSIBLE,ALONGWITHHISORHERDIRECTREPORTS,FORESTABLISHINGTHECOMPANYSMISSIONINCLEARANDCOMMUNICABLETER
41、MS“CLEARANDCOMMUNICABLETERMS”MEANSEVERYONEKNOWSITITISREGULARLYSTATEDATCOMPANYMEETINGSTHEREAREPOSTERSONTHEWALLSDEFININGTHECORPORATEMISSIONSECOND,SEVERALADDITIONALFACTORSARENEEDEDTOENSURETHATTHISCLIMATEOFWORTHINESSBECOMESPERVASIVECLEARORGANIZATIONALGOALSMUSTBECOMMUNICATEDTOEVERYONESOTHATEMPLOYEESCANSE
42、EWHATISNEEDEDTOMAKETHECOMPANYSUCCESSFUL,IETOACHIEVEITSMISSIONONEFEELSWORTHYWHENONECONTRIBUTESTOTHEOVERALLGOALSTHATENSURETHECOMPANYSSUCCESSMANAGERSNEEDTOBEVERYMINDFULOFTHEIRSUBORDINATESNEEDSTOCONTRIBUTEINAMEANINGFULWAY,ANDSOMANAGERSNEEDTOESTABLISHANDCOMMUNICATECLEARLYDEFINED,REALISTIC,MEASURABLEGOALS
43、THATARECONSISTENTWITHTHECOMPANYSOVERALLDIRECTIONMANAGERSNEEDTOREGULARLYPROVIDEACCURATEFEEDBACKTOTHEIRSUBORDINATESTOKEEPTHEIREFFORTSONTRACKTHISFEEDBACKSHOULDOCCURNOLESSTHANMONTHLYINAFORMALSETTINGANDDAILYANYTIMEITISOBSERVEDMANAGERSNEEDTOPLAYASIGNIFICANTROLEIN“ADVERTISING”THEIRSUBORDINATESCONTRIBUTIONS
44、TOTHEORGANIZATIONSOTHATEMPLOYEESEXPERIENCEWORTHANDKNOWTHATOTHERSAREAWAREOFTHEIRCONTRIBUTIONS,THEREBYDEVELOPINGSTATUSIFALLTHESECONDITIONSAREMET,ORGANIZATIONSWILLREAPTHEBENEFITSOFMOTIVATEDEMPLOYEESEAGERTOCONTRIBUTETOTHECORPORATEGOALSTHEFEELINGSOFBOTHSAFETYANDWORTHINESSCANALLOWEMPLOYEESTOFEELENTHUSIAST
45、ICASWELLASACHIEVEMENTANDGOALORIENTEDSOURSEJOANCURTICEWANTTOMOTIVATEYOUREMPLOYEESKEEPYOURCOMPANYSAFEANDYOUWILLHANDBOOKOFBUSINESSSTRATEGYVOLUME6，2005（1）P205208译文想激励你的员工吗保持你的公司安全，你会怎么做你的公司法律柔顺从公平安全吗这些术语是什么意思难道你的劳动力会积极的努力工作吗你的员工感到他们能与他们的管理人员对问题、担忧或其他问题没有判断上的矛盾或报复吗存在变相甚至暗示的歧视或者骚扰常规调查和问题的解决吗如果这些条件都没有提及在贵公
46、司的任何一员，你可能会面临灾难。在所有的时间，管理层必须知道该做什么，以确保符合法律性的工作氛围，创造安全、威严和充满敬意的环境。这样的环境也会确保员工可能会达到他们最有工作效率的状态。什么是“安全”的工作环境一个安全的工作环境，端庄尊重不仅是法律授权，也需要良好的商业意识。是一个安全的工作环境通常会导致增加工作动机和生产率。最有生产力的人，当他们不是多关心他们的安全、健康。能够观测到的是什么样子的工作环境这在于一个员工受到有尊严和尊敬的待遇。工作环境不受训斥和骚扰任何类型。“把它放下”幽默或玩笑都是被禁止的。性骚扰是不允许的。粗鲁的或亵渎的言语是不允许的。没有赤裸的笑话，日历或者其他淫秽物品
47、张贴任何地方或坐在桌子或任何员工通过电子邮件或传输的。任何负面引用的是对人的肤色，宗教信仰，国籍，性倾向或性别。欺负行为或评论关于人的身体部位，身体类型或重量被禁止。最成功的公司，并且不断地推广这些质量环境中获得了利益的生产能力这样做。要对员工公平起见为什么当你不可以的时候，你还要关心和计较许多公司玩火当他们拒绝或忘记努力工作，以确保他们所有的雇员都得到公平的对待。通常，它可以是一个简单的情况下的无知或法律、如果这种要求的问题。然而，许多数百万美元的罚款的实施是不忽视的公司每年，标榜或者完全不同意公平就业机会和性骚扰的法律。除了巨大的罚款，许多这样的公司的风险降低了士气，生产力的下降和潜在的昂
48、贵的诉讼如果没有解决情况到雇员或法律机构的满意。近年来，多起诉讼，有淫乱败坏是由于处理很大而雇员付款，引发了诉讼。联邦平等就业机会委员会EEOC的公司有严厉罚款不令人满意地解决员工投诉。妇女的代表了一些主张所谓骚扰如下1998年，阿斯屈拉号美国同意支付1000万至性骚扰的指控解决随着试图掩盖真相。当平等就业机会委员会调查了无数性骚扰的指控，看上去进该公司的秘密货币定居点与女员工多年来确定这些途径进行合作的一部分掩盖管理不端行为的指控。1998年，日本三菱付出3400万美元的报酬在淫乱败坏的解决方案。公司的北美部门支付10000美元的颁奖48630万美元解决女职工指控装配线上的妇女遭到骚扰和经理
49、们并没有阻止它。1999年，福特汽车公司同意支付775大约700万到900女性抱怨他们解决摸索，并分别粗评论和涂鸦在两家芝加哥地区的植物。2003年，DIAL公司同意支付1000万至联邦提起的诉讼解决的妇女说肥皂制造商忽略侵扰投诉的人。经常成本，解决不仅是罚款付给当事人，而且也包括额外费用平等就业机会委员会要求其他的努力时等外界专家训练的敏感性。如福特、训练命令全国和成本估算平等就业机会委员会在1000万。进一步的成本可能会招致当平等就业机会委员会命令独立委员会审查设立沉降及跟进工作。这种类型的董事会成员大概包括名叫都，即公司。福特和平等就业机会委员会。诉讼关于不得体的行为不仅是提前的职业女性。在2003年，马萨诸塞州陪审团获得县修正官员624，000美元，因为他们发现他被骚扰是因为他是同性恋。1997年，另一个陪审团在麻萨诸塞州的人获得了120万美元，因为他们发现他错误地解雇了因为管理者的在医院，雇用他相信他是同性恋。一般来说，是一个缺乏了解有关的数量和极端的这种工作场所的滥用。员工的工作困难重重，有时甚至不可能当他们是受同事或管理骚扰。缩减预测昂贵的代价一篇在今日美国玛丽莲以利亚引用研究这本由密歇根大学心理学家LILIACORTINA和VICKIMAGLEY。一份报告发表了他们的研究在美国心理
