① 如何用英文激勵員工努力工作 英文
如何用英文激勵員工努力工作
How to motivate employees to work hard in English
如何用英文激勵回員工努答力工作
How to motivate employees to work hard in English
② 英語作文:假期是鼓勵員工的好方法嗎
我們常常聽到身邊的人不斷的抱怨，抱怨命運的不公平,為什麼別人擁有那麼多金錢回而自己卻如此的貧窮答，抱怨別人擁有一切而自己一無所有，然後仰首大呼，老天不公平！
其實老天真的很公平！因為上天早已將最珍貴的東西免費的賜予了每一個誕生在這個世界的生命。
我們每時每刻不能停止呼吸，而空氣卻是免費的；我們不能沒有太陽的照射，而陽光卻是免費的；我們不能沒有雨水的滋潤，而雨露卻是免費的；我們享受著春風的輕撫，而春風卻是免費的；我們擁有親情的溫暖，而親情是不需要付出任何代價的；我們沉醉於朋友的關愛，而友情也是無需任何代價的；還有我們的意志，我們的信念，我們的希望，我們的夢想……這些珍貴的無價之寶都是免費的，怎能說我們一無所有呢？
我們無需任何代價就已得到世間上最珍貴的一切，我們難道不應該心懷感恩嗎？我們哪有權利責問老天的不公呢？就我們現在所擁有的一切，我們之中又有多少人表示過感謝呢？難道我們就應該得到這些寶貴的資產嗎？
帶著感恩上路。心懷感恩的人才能真正體會到什麼是幸福，心懷感恩的人才能真正了解什麼是偉大，也只有心懷感恩的人才會擁有海洋般的胸懷和至純至善的愛——出自對一切生物的關愛和感激的愛。
③ 求一篇關於激勵企業員工的英語文獻（pdf或word格式）
[1] Wiley, C. What motivates employees according to over 40 years of motivation surveys[J]. International Journal of Manpower, 1997, 18(3): 263-280.
[2] Fudge, R. S., Schlacter, J. L. Motivating Employees to Act Ethically: An Expectancy Theory Approach[J]. Journal of Business Ethics, 1999, 18(3): 295-304.
[3] Burgess, D. What motivates employees to transfer knowledge outside their work unit?[J]. Journal of Business Communication, 2005, 42(4): 324.
查到三篇不錯的文獻。
如果需要全文可以發郵件到[email protected]
另本人利用業余時間在網路知道里免費給網友查專業文獻，純屬業余愛好，發的文獻無存稿，請無關人員勿騷擾。
④ 英語作文 關於激勵人的作文
human effort. Temples and statues decay, but books survive. Time is of no account with
⑤ 求一篇關於員工激勵制度的英文參考文獻3000左右帶中文翻譯的，急！！謝謝謝謝！！！
1. 原則之一：激勵要因人而異
由於不同員工的需求不同，所以，相同的激勵政策起到的激勵效果也會不盡相同。即便是同一位員工，在不同的時間或環境下，也會有不同的需求。由於激勵取決於內因，是員工的主觀感受，所以，激勵要因人而異。
在制定和實施激勵政策時，首先要調查清楚每個員工真正需要的是什麼。將這些需要整理、歸類，然後來制定相應的激勵政策幫助員工滿足這些需求。
2. 原則之二：獎勵適度
獎勵和懲罰不適度都會影響激勵效果，同時增加激勵成本。獎勵過重會使員工產生驕傲和滿足的情緒，失去進一步提高自己的慾望；獎勵過輕會起不到激勵效果，或者使員工產生不被重視的感覺。懲罰過重會讓員工感到不公，或者失去對公司的認同，甚至產生怠工或破壞的情緒；懲罰過輕會讓員工輕視錯誤的嚴重性，從而可能還會犯同樣的錯誤。
3. 原則之三：公平性
公平性是員工管理中一個很重要的原則，員工感到的任何不公的待遇都會影響他的工作效率和工作情緒，並且影響激勵效果。取得同等成績的員工，一定要獲得同等層次的獎勵；同理，犯同等錯誤的員工，也應受到同等層次的處罰。如果做不到這一點，管理者寧可不獎勵或者不處罰。
管理者在處理員工問題時，一定要有一種公平的心態，不應有任何的偏見和喜好。雖然某些員工可能讓你喜歡，有些你不太喜歡，但在工作中，一定要一視同仁，不能有任何不公的言語和行為。
1. 激勵員工從結果均等轉移到機會均等，並努力創造公平競爭環境。
舉例來說，吳士宏在IBM從一個打掃衛生的人做起，一步一步到銷售業務員，到地區負責人，到中國區總經理，是什麼原因呢？除了個人努力，還應該說IBM 良好的企業文化給了一個發展的舞台，那就是每一個人都有無限的發展機會，只要有能力就會有發展的空間，實現自我，這在很多企業是做不到的，這種體制無疑會給員工莫大的激勵作用。
2. 激勵要把握最佳時機。
——需在目標任務下達前激勵的，要提前激勵。
——員工遇到困難，有強烈要求願望時，給予關懷，及時激勵。
3. 激勵要公平準確、獎罰分明
——健全、完善績效考核制度，做到考核尺度相宜、公平合理。
——克服有親有疏的人情風。
——在提薪、晉級、評獎、評優等涉及員工切身利益熱點問題上務求做到公平。
4. 推行職工持股計劃。
使員工以勞動者和投資者的雙重身份，更加具有關心和改善企業經營成果的積極性。
現代人力資源管理的實踐經驗和研究表明，現代的員工都有參與管理的要求和願望，創造和提供一切機會讓員工參與管理是調動他們積極性的有效方法。毫無疑問，很少有人參與商討和自己有關的行為而不受激勵的。因此，讓職工恰當地參與管理，既能激勵職工，又能為企業的成功獲得有價值的知識。通過參與，形成職工對企業的歸屬感、認同感，可以進一步滿足自尊和自我實現的需要。建立和提高員工參與管理、提出合理化建議的制度和職工持股制度，加強員工各層次與領導層的交流溝通，提高員工主人翁參與意識。
5. 榮譽激勵
對員工勞動態度和貢獻予以榮譽獎勵，如會議表彰、發給榮譽證書、光榮榜、在公司內外媒體上的宣傳報導、家訪慰問、流覽觀光、療養、外出培訓進修、推薦獲取社會榮譽、評選星級標兵等。
6. 關心激勵
對員工工作和生活的關心，如建立員工生日情況表，總經理簽發員工生日賀卡，關心員工的困難和慰問或贈送小禮物。
7. 競爭激勵
提倡企業內部員工之間、部門之間的有序平等競爭以及優勝劣汰。
8. 物質激勵
增加員工的工資、生活福利、保險，發放獎金、獎勵住房、生活用品、工資晉級。
9. 信息激勵
要經常交流企業、員工之間的信息，進行思想溝通，如信息發布會、發布欄、企業報、匯報制度、懇談會、經理接待日制度。
1. One of the principles: incentives to vary from person to person
Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff are, therefore, incentive to vary from person to person.
In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to organize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs.
2. Two principles: appropriate incentives
Appropriate incentives and penalties will not affect the incentive effect, while increasing the cost of incentives. Award overweight employees would have to meet the mood of pride and lost the desire to further enhance their own; reward incentives too light will not achieve the effect, or so employees do not have a sense of attention. Heavy penalties are unfair to make employees, or loss of the company's identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staff, which will probably make the same mistake.
3. The principle of three: fairness
The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment.
Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice.
1. Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field.
For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to indivial efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of self-implementation, which is to do a lot of companies are not, this system will undoubtedly inspire a great role of the staff.
2. Inspire the best time to grasp.
- Takes aim at pre-order incentive the mission to advance incentives.
- Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement.
3. Want a fair and accurate incentive, reward
- Sound, perfect performance appraisal system to ensure appropriate assessment scale, fair and reasonable.
- Have to overcome there is thinning of the human pro-wind.
- In reference salary, promotions, awards, etc.評優involve the vital interests of employees on hot issues in order to be fair.
4. The implementation of Employee Stock Ownership Plan.
Workers and employees in order to double the capacity of investors, more concerned about the outcome of business operations and improve the initiative.
Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, self-esteem and can further meet the needs of self-realization. Set up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of communication and enhance the awareness of staff to participate in ownership.
5. Honor incentive
Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the company's internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommend honor society, selected stars model, such as class.
6. Concerned about the incentives
The staff concerned about work and life, such as the staff set up the birthday table, birthday cards, general manager of the issue of staff, care staff or difficult and presented a small gift sympathy.
7. Competitive
The promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest.
8. The material incentives
Increase their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion.
9. Information incentives
Enterprises to communicate often, information among employees, the idea of communication, information such as conferences, field release, enterprises reported that the reporting system, the association manager to receive the system date.
⑥ 請教關於員工激勵的英文表達
Employees needs enough inspiration and encouragement in a timely fashion. The coropration employees in general hope their strength can be maximized, their works can be recognized in time, and so they can have a sense of achievement and gratification from their careers.
Every level of managers should promptly evaluate their employees'works, to enourage those who have high performance(attitude, method, result), thereby to inspire them to work with enthusiasm and to keep the high team morale.
⑦ 企業如何激勵員工的英語作文
1. One of the principles: incentives to vary from person to person
Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff are, therefore, incentive to vary from person to person.
In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to organize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs.
2. Two principles: appropriate incentives
Appropriate incentives and penalties will not affect the incentive effect, while increasing the cost of incentives. Award overweight employees would have to meet the mood of pride and lost the desire to further enhance their own; reward incentives too light will not achieve the effect, or so employees do not have a sense of attention. Heavy penalties are unfair to make employees, or loss of the company's identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staff, which will probably make the same mistake.
3. The principle of three: fairness
The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment.
Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice.
1. Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field.
For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to indivial efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of self-implementation, which is to do a lot of companies are not, this system will undoubtedly inspire a great role of the staff.
2. Inspire the best time to grasp.
- Takes aim at pre-order incentive the mission to advance incentives.
- Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement.
3. Want a fair and accurate incentive, reward
- Sound, perfect performance appraisal system to ensure appropriate assessment scale, fair and reasonable.
- Have to overcome there is thinning of the human pro-wind.
- In reference salary, promotions, awards, etc.評優involve the vital interests of employees on hot issues in order to be fair.
4. The implementation of Employee Stock Ownership Plan.
Workers and employees in order to double the capacity of investors, more concerned about the outcome of business operations and improve the initiative.
Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, self-esteem and can further meet the needs of self-realization. Set up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of communication and enhance the awareness of staff to participate in ownership.
5. Honor incentive
Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the company's internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommend honor society, selected stars model, such as class.
6. Concerned about the incentives
The staff concerned about work and life, such as the staff set up the birthday table, birthday cards, general manager of the issue of staff, care staff or difficult and presented a small gift sympathy.
7. Competitive
The promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest.
8. The material incentives
Increase their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion.
9. Information incentives
Enterprises to communicate often, information among employees, the idea of communication, information such as conferences, field release, enterprises reported that the reporting system, the association manager to receive the system date.
摘抄的~~~不過看了一下，你要是提取重點就行
⑧ 怎麼讓員工很高興的去工作 英語作文rt
In the future,I hope I can be a reporter.As a reporter,in order to find many good news, I will travel in different cities everyday.And i will meet a lot ofstars .First,i will study hard,as a reporter,i should have a good command of Chinese,if i have to report in English,i also need to study English very hard.
From now on,i will read everyday,and i will try to write diary to practice my writing skill.Anyway,to be a reporter is my goal
⑨ 鼓勵員工的經典語句 中英對照
No pain no gain。 沒有付出就沒有收獲。
Sunshine is always after rain.And you should hold the sunshine tightly.陽光總在風雨後。可風雨之後的陽光、彩虹你須得好好把握。
I'm the best!我是最棒的。
There is nothing best but better.沒有最好，只有更好。
There's only perfect team rather than perfect indivial.沒有完美的個人,只有完美的團隊
Success belongs to the persevering . 堅持就是勝利。
Be steadfast in work and be diligent in life.勤勤懇懇做事，踏踏實實做人
Only if we work/pull together can we make success.只有大家齊心協力，我們才能取得成功
Nothing is difficult to the man who will try. 世上無難事，只要肯登攀。
Tomorrow never comes.我生待明日，萬事成蹉跎。
I succeed because i aimed at success。我成功因為我志在成功。
People can do something because they believe they can.人之所以能,是相信能
Nobody can succeed by doing nothing.沒有隨隨便便能成功。
Do not let down my heart,do not let down my life.不負我心，不負我生。
Get one's foot in the door.邁出成功路上的第一步。
⑩ 如何提高員工工作積極性的英語作文
發一些有趣的知識，裡面要包含主要內容