2024年3月16日发(作者：怎么恢复已经删除的软件)

外文文献翻译译文

一、 外文原文

原文：

Entrepreneurship from the Ivory Tower: Do Incentive Systems

Matter.

Gideon D. Markman

The study conducted at a lower incentive compensation for the purpose of

research, mainly through the existence of incentive compensation plan, and explore

the diversity of pay incentives. Through understanding the impact of incentive pay

factors of organizational pay structure.

Employee motivation, Gideon Blackman Smarr main research for motivating

employees: 1, because the failure to encourage employees not to give up the staff in

question should promote its change of mind. 2, continuously improve the quality of

staff can not be improved for staff eliminated. 3, by the staff of each department to

understand the work, to assess their performance appraisal. 4, do not give employees

much the established model to encourage them to give full play to their potential and

creativity. 5, not only to provide spiritual encouragement, and to give the actual

awards.

Gideon Blackman Smarr staff should be self-determined that the work of the day.

Require each employee to accept the so-called test (mirror test): the face of the mirror

every day, you can reflect on their actions, even occasionally bring home the

company's stationery to use such a trivial matter. use of all available actions to convey

his thoughts, he said: "We should build on a clean system supervision, through

perseverance, strong leadership, can not indulge his own subordinates."

In the process of enterprise development, Gideon Blackman Smarr incentives

that companies should pay a comprehensive understanding of the concept and use

them to pay a reasonable design to go. Pay incentives should be designed to consider

the organization's strategic objectives, then staff and the development of enterprises in

the same direction. Gideon Smarr Hickman that the pay structure of enterprises

believe that the best option should always be an open discussion and full debate. This

can make it through the staff to discuss the result is acceptable to all ideas. Theory and

experience have proved, by the R & D personnel, marketing personnel,

production personnel and financial personnel, most of the staff involved in the pay

structure is the most effective.

The incentive pay should need to have the 4 elements, namely: with the power to

motivate staff, ways to motivate staff, innovative mechanisms for the concrete

implementation in the enterprise.

Performance evaluation of staff and research staff salaries and incentive

mechanism should the performance evaluation and incentive mechanisms. Employee

performance evaluation of research, assessment criteria, then design a clear

assessment of their skills and specific needs to assess the process of assessment

indicators. Assessment results must be complemented by incentives, if not

encouragement, evaluation would be meaningless.

First, the employee performance evaluation of the first principles of evaluation

indicators must be closely integrated with the enterprise development strategy,

integrated to ensure the competitiveness of the market

Second, the assessment team, the staff pay attention to team and individual

performance assessment must be closely related to the establishment of indicators,

which must be reasonable, and to into the system.

Third, the principle is based on enterprise development strategy, balanced

long-term goals and short-term indicators, the relationship between performance

indicators and technical indicators.

Promotion and career development opportunities. Staff to focus on

business-to-own training and promotion opportunities. Money to stimulate weak,

employees pay more attention to upgrading the status and future development, where

material rewards simply can not meet the needs of staff, business staff incentives

combined into spiritual and material incentives.

The enterprise, and internal promotions have the following significance: first,