激励机制英文文献和中文翻译

How to Motivate Every Employee -JamesCameron Incentive is the core of human resource management. Production and management in the enterprise management, human resources is economic resources with a variety of thoughts, feelings, the most dynamic summation also love that economic resources, but also the soul of enterprise in this organism, therefore, human resources production and management resources than other more important resources, and decisions not only affect the production and operation of enterprises of other economic resources, the value and use, and the province is the enterprise strength of several important components of quality of human resources as a result of production and management in the enterprise economic resources of the status and role, so the effectiveness of corporate governance or the ultimate ideal to achieve the objective should be: every enterprise employees will be able to give top priority to the overall interests of enterprises and business goals , the interests of all willing to contribute their own. Employees of such a mental state of thinking and Normal under oath in order to reflect the difficult, but it is entrepreneurs, managers should be pursued and the ultimate challenge, it is necessary to approach such a state, only through an effective internal incentives. Therefore, the most important task of enterprise management is the human resources management.Traditional personnel management and labor is different from a modern human resources management performance of the main features of the strategic level: (one) at the strategic guiding ideology of modern human resource management is people-oriented management; (two) the strategic objectives modern human resources management in order to obtain a competitive advantage, the objectives of management; (three) the scope of the strategy, the modern human resources management is the full participation in democratic management; (four) measures in the strategy of modern human resources management is the use of systematic scientific methods and human art contingency management. And non-human resources management, compared to human resources management through the incentives to achieve, it is the core of human resources management. The so-called incentive to meet people from the multi-level and diversified needs of different employees and reward performance standards set value, a maximum staff to stimulate enthusiasm and creativity to achieve the objectives of the Organization. An enterprise of how the use of human resources is determined by many complex factors in the result of the coupling, but the role of management incentives is one of the most important factors.Unlike other non-human resources of the fundamental characteristics of human resources is that it attached to the staff and the existence of the human body, personal moment with the staff can not be separated, such other person or organization to use human resources, both by its natural all the people of positive take the initiative can be achieved with. Therefore, human resources management can people-oriented and effectively to stimulate the enthusiasm of employees, to maximize the staffs initiative and creativity, has become the decision of the merits of enterprise production and management of key performance factors and human resources management business success core of the problem.Employee incentive measures.Incentives for the management of human resources management in particular, the importance of self-evident. Incentives can be adopted by all of, the enterprises need to attract them; also can make the most of the employees to perform their talents and wisdom; work so as to maintain the effectiveness and efficiency. Incentive not only to make employees feel at ease, and actively work to play it so staff recognition and acceptance of the enterprise goalsand values, the enterprise have a strong sense of belonging. According to the United States, Professor William James of Harvard University study, in the absence of incentive environment, the potential for staff to play out only a small part of that is 20% -30%, first-served basis just to keep their rice bowls; and in a good incentive mechanism for the environment, the same staff can play a potential 80% -90%, it can be seen, so that each employee is always a good incentive environment is the management of human resources development and the pursuit of the ideal state. So how do we inspire employees to effectively correct the times?First,Adhere to people-centered, respect for human nature, and establish and implement the employee-centric management concept.People-oriented, respect for humanity as a modern management philosophy, emphasizing the ultimate goal of management - to improve the economic efficiency of enterprises on the people behind the management of behavior is no longer a cold cold command type, the compulsory type. But carrying out an incentive, trust, caring, emotional, manager of human nature embodies a high degree of understanding and attach importance to managers as employees can not be purely economic man in order to meet their survival needs and material interests of the management an opportunity to but to pay attention to the employees respect the spirit of self-actualization needs at higher level in order to provide creative work and encouraging personality to play to mobilize the enthusiasm of employees, in the equal exchange of lead and establish the concept of corporate management; the external control into self-control, so that each employee to form their own sense of corporate loyalty and a sense of responsibility, so that the value of employees to achieve personal and business survival and development into a passer-by, if the enterprises do not know how to be people-oriented, and lack of basic understanding of human nature and respect for , to the neglect of the personal value of human resources to enable employees to achieve long-term needs of the individual values can not be met or even depression, will not be able to retain the best talent, companies will lose competitiveness. Therefore, we must do the following:Staff carry out regular surveys to understand the extent possible, a matter of concern to employees, especially those relevant to their work, and to win the support and loyalty of staff, and staff to guide the spirit of innovation, attract and retain employees, companies should strive to collect the following the desired information staff: the fairness of work; organizational learning; communication; degree of flexibility and concern; Customer Center; trust and delegation of authority; the effectiveness of management; job satisfaction, the adequacy of support, was placed in a suitable role , and whether or not to feel valuable.Focus on staff remuneration, benefits, working conditions, as well as flexible, to facilitate the preferential arrangements. Enterprises should change with the times, in addition to the traditional emphasis on staff remuneration, welfare and the improvement of working conditions but also the possibility of other incentives, such as the provision of day care; serving University; tuition grants; shorter working hours in summer; the implementation of employee stock option plan; set up a remote post office and so on.Second, the implementation of a comprehensive compensation strategy to motivate employees to fully.The so-called comprehensive compensation strategy, which means the company will pay the salaries of employees classified as external and inherent in two categories, acombination of the two is the full pay, external pay referring primarily to provide their employees with quantifiable monetary value, for example, the basic wage bonuses, stock options, pension, medical insurance and so on, internal pay refers to those provided to employees can not be quantified the performance of monetary value of various currencies. For example, work satisfaction, for the completion of its work to facilitate the provision of personal tools, training opportunities, attractive corporate culture, good interpersonal relations, coordination of the work environment, as well as individual recognition, appreciation and so on, external salaries and pay their own internal incentives have different functions. Their contact with each other, complement each other, constitute a complete system of remuneration, practice has proved that as a result of staff-to-business expectations and needs to be comprehensive, which includes not only material needs, but also spiritual needs, and thus the implementation of full pay strategy, is an effective model of staff motivation.Third,incentives should be fair, just and eliminate incentives for big.Fair and impartial is a fundamental principle of motivation. If you do not fair, improper Prize Award, improper punishment and punishment, not only can not receive the desired results, but will result in many negative consequences, it is necessary to impartial and incorruptible, regardless of affinity, regardless of distance, will be treated equally in order to promote the enthusiasm of the staff along the right direction virtuous circle, as proposed by the United States manage the academic award as the criteria. Only by doing so can enhance the cohesion and centripetal force. At the same time, incentives are clearly ancient times people believed in the basic management principles. In fact if the additional money as wages, as it is unrelated to individual performance and reward, employees feel they deserve it, rather than the result of the efforts, so that people can not be stimulated and motivated. Therefore, the smart managers should do everything possible to reward and recognize performance combine it with the cause of loyalty, dedication to the cause of the close combination of fact, the staff inside the imbalance is that they do good , there are dedicated, but work with people who do not receive the same treatment. This is often not satisfied with the staff and leadership reasons, incentives to companies linked to behavior and employee benefits, the higher the protection of personal value, the greater their income, and through incentives to create a fair competitive environment to increase the comparability of results, and promote up groups.To sum up, the management of enterprises in the use of incentives should be people-oriented, pay attention to and strengthen the strong spirit of enterprise and development of mining resources to improve the workers compensation which the degree of non-material rewards, in the determination and implementation of policies and work rules and regulations in, and strive to embody the principle of fair and equitable. Employees should not blindly encourage unrealistic earnings expectations increase, otherwise you will enable enterprises to individual workers or groups of incentives and constraints arising from the difficulties, the effectiveness of decline, more difficult.中文翻译：如何激励每一位员工-詹姆斯卡梅隆激励是人力资源管理的核心。在企业生产经营管理中，人力资源是企业各种经济资源中具有思想、感情、最求和能动性的亦喜爱那个经济资源，也是企业这一有机体的灵魂，因此，人力资源是比其它生产经营资源更为重要的一项资源，它不仅影响和决定了企业其他生产经营经济资源的价值和使用状况，而且其本省就是企业实力几家质量的重要组成部分之一，由于人力资源在企业生产经营经济资源中的地位和作用，所以企业管理工作成效的极致或者说要达到的理想境界的目标应该是：企业内的每一个员工都能将企业的整体利益放在首位，并为企业的目标、利益甘愿贡献自己的一切。职工的这样一种思想和精神状态在宣誓中师很难以体现的，但却是企业家、管理者孜孜以求和所要挑战的极限，要趋近这样的一种状态，只有通过企业内部的有效激励。因此，企业管理工作的重中之重是人力资源管理。与传统劳动人事管理不同，现代人力资源管理的主要特征表现在“战略性”层面上：（1）在战略指导思想上，现代人力资源管理是“以人为本”的管理；（2）在战略目标上，现代人力资源管理是为了“获取竞争优势”的目标管理；（3）在战略范围上，现代人力资源管理是“全员参加”的民主管理；（4）在战略措施上，现代人力资源管理是运用“系统化科学方法和人文艺术”的权变管理。与非人力资源管理相比较，人力资源管理是通过“激励”来实现的，它是人力资源管理的核心。所谓“激励”，就是从满足人的多层次、多元化需要出发，针对不同员工设定绩效标准和奖励值，一最大限度地激发员工工作积极性和创造性去实现组织的目标。一个企业的人力资源利用效果如何，是由许多复杂因素耦合作用的结果，但其中管理的激励作用是最重要的因素之一。人力资源不同于其他非人力资源的根本特征就是，它依附于员工的人体而存在，与员工个人须臾不可分离，其他人或组织要使用人力资源，都要经由它的天然所有这个人的“积极主动”配合才能实现。因此，人力资源管理工作能否“以人为本”，有效激发员工的积极性，最大限度地发挥员工的主观能动性和创造性，就成为决定企业生产经营绩效优劣的关键因素和企业人力资源管理成功与否的核心问题。企业员工激励的措施。激励对管理特别是人力资源管理的重要性自不待言。通过激励能把所有才能的、本企业所需要的人吸引过来；也可以使本企业员工最充分地发挥其才能和智慧；从而保持所从事工作的有效性和高效率。激励不仅在于能使职工安心，积极地工作，它还发挥使职工认同和接受本企业的目标和价值观，对企业产生强烈的归属感。据美国哈佛大学的教授威廉詹姆士研究，在缺乏激励的环境中，人员的潜力只发挥出了一小部分，即20%30%，刚刚能保住饭碗即止；而在良好的激励机制环境中，同样的人员即可发挥出潜力的80%90%，由此可见，使每位员工始终处于良好的激励环境中是人力资源开发和管理所追求的理想状态。那么，如何才能正确有效地激发员工的时期呢？首先、坚持以人为本，尊重人性，树立并贯彻“以员工为中心”的管理观念。“以人为本，尊重人性”作为现代管理理念，强调把管理的最终目的提高企业经济效益放在人的背后，管理行为不再是冰冷冷的命令型、强制型。而是贯彻着激励、信任、关心、情感，体现着管理者对人性的高度理解和重视，管理者不能把员工视为单纯的“经济人”，以满足其生存需要和物质利益作为管理契机，而是要注重员工的尊重，自我实现等高层次精神需求，以提供创造性的工作，鼓励个性的发挥来调动员工的积极性，在平等的引导和交流中