1 参考译文-提高翻译能力的对策(修改稿).doc

Unit 1 提高翻译能力的对策第一单元 翻译练习参考译文III.将下面词汇翻译成适合本章商务主题的汉语：360 degree performance appraisal360度绩效评估，全方位绩效评估balanced scorecard平衡计分卡rating scales method业绩评定表bona fide occupational qualification (BFOQ)真实的职业资格career anchors职业动机career development职业发展career path职业道路career planning职业计划content validity 内容效度corporate culture企业文化cost-benefit analysis成本收益分析critical incident method关键事件法direct financial compensation直接经济报酬employee empowerment员工授权ergonomics人体工程学externship实习glass ceiling玻璃天花板grievance procedure申诉程序human capital人力资本knowledge workers知识员工internal equity内部公平external equity外部公平job description工作描述job enlargement工作扩大化job enrichment工作丰富化job satisfaction工作满意度learning organization学习型组织management by objectives (MBO)目标管理merit pay绩效工资motivation激励pay equity薪酬平等Nepotism 裙带关系organization development (OD)组织发展Performance Appraisal (PA)绩效评估（绩效考核）incentive compensation奖金profit sharing分红制demotion降职promotion升职phrased retirement过渡性退休psychological contract心理契约quality circles质量圈role conflict角色冲突self-assessment自我评价shamrock team三叶团队strategic human resource management战略人力资源管理employee stock ownership plan (ESOP)员工股权计划stress management program压力管理计划wellness programs健康修炼计划succession planning关键员工继任计划survey feedback调查反馈recruitment招聘transfer调动job rotation 岗位轮换workflow analysis工作量分析IV. 翻译下面的句子，并总结翻译中遇到的问题和解决对策：1.In the twenty-first century the business environment has become extremely competitive and continuous improvement is no longer an option; it has become a necessity. One area where organizations of any size can create changes is in their utilization of human resources. People are a companys greatest asset. 1. 在21世纪，商业环境极具竞争性，不断改进已经不再是什么选择，而是一种必要。任何规模的组织都可以带来变化的一个领域就是人力资源的利用。人是公司的最大财富。2.Changing outdated structures and even more archaic attitudes can help to attract, motivate and retain the employees who have the vision, skills and determination to adapt to a constantly changing world. 2. 改变过时的结构、打破陈旧的观念有利于企业吸引、激励、留任那些有远见、有技能且有决心顺应变化的员工。 3.The use of external motivation, such as large bonuses can be counter productive because such bonuses foster personal greed rather than corporate conscience and promote competition rather than collaborative working practices. Intrinsic rewards, on the other hand, are more sustainable and help employees to focus on the job rather than on the reward.3. 外部激励（如巨额奖金）可能会适得其反。因为这种奖金会滋生个人贪欲，泯灭企业道德，助长竞争，消解协同工作。相比之下，内部激励则更持久，能引导员工更关注工作，不计较报酬。4.Leadership is all about getting people consistently to give their best, helping them to grow to their fullest potential, and motivating them to work toward a common good. 4. 领导艺术的精髓就是激发下属不断发挥所长，帮助他们竭尽潜能，激励他们为共同利益而努力。 5.A leader who has respect for other people at all levels of an organization, for the work they do, and for their abilities, aspirations and needs, will find that respect is returned. And all concerned will be motivated to work together.5. 如果领导者对组织内各层次人员的工作、能力、希望与要求都给予尊重，他会发现他也会得到别人同样/相应的尊重。6.Helping people to learn new skills and try out different jobs within an organization can be a form of intrinsic motivation and may aid in retention of staff who might otherwise leave to seek new challenges elsewhere.6. 帮助员工学习新技能、在公司内部轮换岗位都是内部激励的方式，也可能会留住那些本想去别处寻找新挑战的员工。 7. One theory of human motivation developed by Abraham Maslow has received a great deal of exposure. In this theory, Maslow classified human needs into five categories that ascend in a definite order. Until more basic needs are adequately fulfilled, a person will not strive to meet higher needs. Maslows well-known hierarchy is composed of: (1) physiological needs, (2) safety and security needs, (3) belonging and love needs, (4) esteem needs, and (5) self-actualization needs.7. 亚伯拉罕马斯洛所提出的人类动机理论广为人知。在这一理论中， 马斯洛将人类的需要分为五个按固定顺序逐级而上的层次。人们只有在下一层次得到充分满足之后，才会有更高的需求。著名的马斯洛需求层次理论由以下五个方面构成：（1）生理需要，（2）安全需要，（3）归属和爱的需要，（4）尊重需要，（5）自我实现需要。8. The pressure of modern life, coupled with the demands of a job, can lead to emotional imbalances that are collectively labeled stress. Not all stress is unpleasant. To be alive means to respond to the stress of achievement and the excitement of a challenge. In fact, evidence indicates that people need a certain amount of stimulation, and that monotony can bring on some of the same problem as overwork. The term stress usually refers to excessive stress.8. 现代生活的负担加上工作的高要求会导致人们情绪失衡，即通称的压力。但并非所有的压力都有害无益。活着就意味着应对实现追求的压力和迎接挑战的兴奋。其实，已有证据表明人需要适度的刺激，单调乏味的工作和超负荷的工作会带来同样的问题。此处的压力是指过大的压力。9.Excellent management involves maximizing performance to achieve specific organizational goals. While many managers know the goals they want to reach and how their employees fall short, they struggle when it comes to changing employee behavior to get the results they want.9. 出色的管理在于最大程度地提升绩效以实现组织特定的目标。事实上，虽然许多管理者都非常明确他们的目标，也了解员工的不足之处，然而一旦涉及到如何改善员工行为以取得预期绩效这类问题，这些管理者却往往手足无措。10.In its most basic sense, job satisfaction is a positive emotional state resulting from evaluating ones job experiences. Job dissatisfaction occurs when ones expectations are not met. For example, if an employee expects clean and safe working conditions on the job, then the employee is 1ikely to be dissatisfied if the workplace is dirty and dangerous.10. 从根本上讲, 工作满意度是一种源于对自己工作体验评价的积极情感。如果人们对工作的期望无法实现，就会产生工作不满意度。举例来说, 如果员工期待一个整洁安全的工作环境, 但是事实上他工作的环境又脏又危险, 那他就很可能觉得不满意。V. 将下面的文章翻译成汉语：There are various points in a career trajectory where problems can occur, from recruitment, through training and mentorship, to promotion and retention. Recruitment can be particularly difficult because a new employee is an unknown factor. The evidence that many companies are failing to recruit the right people is the number of people who are patently in the wrong job! One reason for this is that organizations make job offers based on past performance rather than on a realistic assessment of future potential. 在职业生涯的各个阶段，无论是招聘、培训、学徒，还是升职或留任，问题都随时可能出现。由于新进员工是个不可知因素，因此招聘问题尤为棘手。很多公司都未能招聘到合适人员，这从公司内人岗不适的情形之多便可见一斑。此类现象之所以发生是因为公司录用员工的依据是以往工作情况，而非基于对未来潜能的实事求是的评估。A mismatch between an individual and their position within a company may, however, be due to factors other than poor recruitment practices. Employees can be promoted into positions that no longer match their skills; rigidity in organizational structures may inhibit opportunities for employees, particularly women, who need to balance work and family responsibilities; and organizational reward structures can encourage people to take jobs for the wrong reasons.人岗不适也许并非招聘本身之过，而是另有原因。员工晋升后的工作也许不再与其技能相适；组织结构的僵化可能限制了员工的发展机会，女性员工更是如此，她们需要不断在工作和家庭之间寻找平衡。另外，组织的奖励机制也可会诱使员工因为不恰当原因接受了某个职位。Failing to promote employees with the aptitude and skills to be effective managers can be just as big a mistake as promoting the wrong people. Recent evidence indicates that