2785.B佛山市中小型企业人才战略初探 外文参考文献译文及原文.doc

本科毕业设计（论文）外文参考文献译文及原文 学 院 经济管理学院 专 业 工商管理 年级班别 学 号 学生姓名 指导教师 年 月 日目 录外文文献译文（1）.1外文文献原文（1）.3外文文献译文（2）.7外文文献原文（2）.9外文文献译文（3）.12外文文献原文（3）.14西方经典激励理论之二：赫茨伯格的双因素激励理论激励因素保健因素理论是美国的行为科学家弗雷德里克。赫茨伯格（Fredrick Herzberg）提出来的，又称双因素理论。赫茨伯格曾获得纽约市立学院的学土学位和匹兹堡大学的博士学位，以后在美国和其他三十多个国家从事管理教育和管理咨询工作，是犹他大学的特级管理教授。他的主要著作有：工作的激励因素（1959，与伯纳德。莫斯纳、巴巴拉。斯奈德曼合著）、工作与人性（1966）、管理的选择：是更有效还是更有人性（1976）。双因素理论是他最主要的成就，在工作丰富化方面，他也进行了开创性的研究。 20世纪5O年代末期，赫茨伯格和他的助手们在美国匹兹堡地区对二百名工程师、会计师进行了调查访问。访问主要围绕两个问题：在工作中，哪些事项是让他们感到满意的，并估计这种积极情绪持续多长时间；又有哪些事项是让他们感到不满意的，并估计这种消极情绪持续多长时间。赫茨伯格以对这些问题的回答为材料，着手去研究哪些事情使人们在工作中快乐和满足，哪些事情造成不愉快和不满足。结果他发现，使职工感到满意的都是属于工作本身或工作内容方面的；使职工感到不满的，都是属于工作环境或工作关系方面的。他把前者叫做激励因素，后者叫做保健因素。保健因素的满足对职工产生的效果类似于卫生保健对身体健康所起的作用。保健从人的环境中消除有害于健康的事物，它不能直接提高健康水平，但有预防疾病的效果；它不是治疗性的，而是预防性的。保健因素包括公司政策、管理措施、监督、人际关系、物质工作条件、工资、福利等。当这些因素恶化到人们认为可以接受的水平以下时，就会产生对工作的不满意。但是，当人们认为这些因素很好时，它只是消除了不满意，并不会导致积极的态度，这就形成了某种既不是满意、又不是不满意的中性状态。那些能带来积极态度、满意和激励作用的因素就叫做“激励因素”，这是那些能满足个人自我实现需要的因素，包括：成就、赏识、挑战性的工作、增加的工作责任，以及成长和发展的机会。如果这些因素具备了，就能对人们产生更大的激励。从这个意义出发，赫茨伯格认为传统的激励假设，如工资刺激、人际关系的改善、提供良好的工作条件等，都不会产生更大的激励；它们能消除不满意，防止产生问题，但这些传统的“激励因素”即使达到最佳程度，也不会产生积极的激励。按照赫茨伯格的意见，管理当局应该认识到保健因素是必需的，不过它一旦使不满意中和以后，就不能产生更积极的效果。只有“激励因素”才能使人们有更好的工作成绩。赫茨伯格及其同事以后又对各种专业性和非专业性的工业组织进行了多次调查，他们发现，由于调查对象和条件的不同，各种因素的归属有些差别，但总的来看，激励因素基本上都是属于工作本身或工作内容的，保健因素基本都是属于工作环境和工作关系的。但是，赫茨伯格注意到，激励因素和保健因素都有若干重叠现象，如赏识属于激励因素，基本上起积极作用；但当没有受到赏识时，又可能起消极作用，这时又表现为保健因素。工资是保健因素，但有时也能产生使职工满意的结果。赫茨伯格的双因素理论同马斯洛的需要层次论有相似之处。他提出的保健因素相当于马斯洛提出的生理需要、安全需要、感情需要等较低级的需要；激励因素则相当于受人尊敬的需要、自我实现的需要等较高级的需要。当然，他们的具体分析和解释是不同的。但是，这两种理论都没有把“个人需要的满足”同“组织目标的达到” 这两点联系起来。有些西方行为科学家对赫茨伯格的双因素理论的正确性表示怀疑。有人做了许多试验，也未能证实这个理论。赫茨怕格及其同事所做的试验，被有的行为科学家批评为是他们所采用方法本身的产物：人们总是把好的结果归结于自己的努力而把不好的结果归罪于客观条件或他人身上，问卷没有考虑这种一般的心理状态。另外，被调查对象的代表性也不够，事实上，不同职业和不同阶层的人，对激励因素和保健因素的反应是各不相同的。实践还证明，高度的工作满足不一定就产生高度的激励。许多行为科学家认为，不论是有关工作环境的因素或工作内容的因素，都可能产生激励作用，而不仅是使职工感到满足，这取决于环境和职工心理方面的许多条件。但是，双因素理论促使企业管理人员注意工作内容方面因素的重要性，特别是它们同工作丰富化和工作满足的关系，因此是有积极意义的。赫茨伯格告诉我们，满足各种需要所引起的激励深度和效果是不一样的。物质需求的满足是必要的，没有它会导致不满，但是即使获得满足，它的作用往往是很有限的、不能持久的。要调动人的积极性，不仅要注意物质利益和工作条件等外部因素，更重要的是要注意工作的安排，量才录用，各得其所，注意对人进行精神鼓励，给予表扬和认可，注意给人以成长、发展、晋升的机会。随着温饱问题的解决，这种内在激励的重要性越来越明显。The western classic encourages two of the theorieseses: The double factor of the He Ci elder brother of one's father space encourages theoriesEncourage a factor-health care factor the theories be Fu thunder in the American behavioral science house gram in Delhi. The He Ci elder brother of one's father space(Fredrick Herzberg) puts forward come of, and then call a pair of factor theorieses. The He Ci elder brother of one's father space once acquired the Ph.D. degree of the soil academic degree and Pittsburgh university of the learn of New York municipal college, hereafter in the United States with more than 30 other nation be engaged in management education and management to consult with a work, is the special grade management of the University of Utah professor. His main work have:Work of encourage a factor (1959, virtuous with elder brother of one's father Na. The Mo Si Na, Ba Ba pull. The Si Nai virtuous Man matches Zhao), work and human nature (1966), the choice of management: BE someone more effectively or more .(1976)The double factor theories is the achievement of his most, in the aspects of work enrich turn, he also carried on to found a sexual research. 20Century 5 O age last phase, the He Ci elder brother of one's father space and his assistants carried on to investigate an interview to 200 engineers, accountant in the American Pittsburgh, region. Visit mainly around two problems: In the work, which items is to let them feel the satisfied, and estimate this kind of aggressive motion to continuously have another long time; Have again which items is to let them feel the dissatisfied, and estimate this kind of negative motion to continuously have another long time. The He Ci elder brother of one's father space with to these question answer for material, begin to study which affairs make people are in the work happiness with satisfy, which affairs result in displeased and dissatisfied foot. Result he discover and make the officers and workers feel to satisfiedly and all belong to a work or work contents; Make the officers and workers feel the dissatisfied, all belong to a work environment or work relation. He is called the former to encourage a factor and the latter is called a health care factor.The effect which cares a satisfy of factor to produce to the officers and workers is similar to at the health care to the function that the healthy body have. Health care the cancellation does harm to healthy thing from the person's environment and it can't directly raise healthy level, but have the prevention paroxysm the effect; it isn't a treatment of, but prevention of. Care the factor includes a company policy and manages the work condition, wages, welfare.etc. of the measure, direct, social interaction, material. When these factors worsen the level that people see fit to accept the following, the meeting creation is to the be dissatisfied with of work. But, when people think these factor very good, it is to remove dissatisfied, and will not cause aggressive attitude, this became a certain since isn't a satisfaction, again isn't a dissatisfied neutral appearance.Those can bring an aggressive attitude, satisfaction with encourage the factor of function to be called "encourage a factor", this is those can satisfy personal ego carry out a demand of factor, include: Achieve, appreciate, the work, augmentative work responsibility of challenge, and the opportunity of growth and development. If these factors had, can produce to largerly encourage to people. Set out from this meaning, the He Ci elder brother of one's father space thinks to traditionally encourage an assumption, such as wages stimulate, the improvement of social interaction, provide a good work condition etc., will not produce to largely encourage; They can remove to be dissatisfied with, prevent from a creation problem, but these traditional "encourage a factor" seven attain the best degree and can't produce, either to actively encourage. According to the opinion of He Ci elder brother of one's father space, management authorities' should know a health care factor is essential, however it once make dissatisfied after moderate, can't produce more aggressive effect. Only "encourage a factor" then can make people have better work result.The He Ci elder brother of one's father space and its colleague later and then to various profession and not the industrial organization of profession carried on many inquisitions, they detection, because of investigate object and conditional of dissimilarity, belong of various factor is some differences, but total of to see, encourage a factor to basically and all belong to a work or work contents, care a factor is basic to all belong to work environment and work to relate to.But, the He Ci elder brother of one's father space notice, encourage factor and the all how many layer after layer phenomenon of the health care factor, if appreciate to belong to encourage a factor, basically rise positive effect; But while being not appreciate, may rise negative effect again, express again at this time for care a factor. The wages cares a factor, but can sometimes also produce to make an officers and workers a satisfied result.The double of the He Ci elder brother of one's father space factor theories contains the place of likeness with Ma3 Si Luo4's demand layer theory. The demand, affection demand.etc. of the physiology demand, safety that health care factor equal to Ma3 Si Luo4 whom he put forward put forward are lower of demand; Encourage then a factor the demand being equal to be subjected to the demand that the person respect and carry out by one's own etc. more deluxe demand. Certainly, their concrete analysis' reaching agreement to release is different. But, these two kinds of orieses all didn't" satisfy of personal demand" together" attain of organization target" contact gets up this 2:00.Some western behavioral science house means a doubt to the double of the He Ci elder brother of one's father space the accuracy of the factor theories. Someone did many experiment, can not also confirm this ories. The He Ci is afraid the space and what its colleague do experiment and is have of the outcome which criticizes for the method that they adopt of the behavioral science house: People always so return knot as a result at own effort but not and so lay the blame on on objective condition or others body as a result, the questionnaire didn't consider this kind of general mental appearance. Moreover is investigated represent of object sex also not enough, in fact, the person of different occupation and dissimilarity stratum, each to encouraging a factor and caring a respond of factor not same. The fulfillment also proves that height of the work satisfy to produce height not necessarily of encourage. Many behavioral science house think, in spite of is the factor of the factor concerning work environment or work contents, may produce to encourage a function, but not only is make the officers and workers feel contented, this many conditions which be decided by the mental aspect of the environment and officers and workers.But, the double factor theories urges a business enterprise a manager to notice the importance of factor of the work contents, especially they together work abundant turn the relation which satisfies with work, so have aggressive meaning. The He Ci elder brother of one's father space tells us, satisfy what various demand cause to encourage depth is different from the effect. The material is demanding contented is necessary, having no it will cause disaffection, but even acquire satisfy, it of the function is usually very limited and cans not last. To adjust moving aggressive not only need to notice exterior factors, such as material benefits and work condition.etc., more important want to notice the arrangement of work, measure to just employ, each gets what he needs, the attention carries on spirit encouragement to the person, give to give public recognition with approbation and notice to person to grow up, develop, promote of opportunity. Because When Bao3's problem resolve, this kind of is inside the importance for encourage be more and more obvious.西方经典激励理论之三：波特和劳勒的期望激励理论这是美国行为科学家爱德华。劳勒和莱曼。波特提出的一种激励理论。爱德华。劳勒在美国的布朗大学获学土学位，在加里福尼亚大学伯克利分校获博士学位，曾在耶鲁大学任教，以后在密歇根大学任心理学教授和社会研究所组织行为室主任。他还是西雅图的巴特勒纪念研究所人类事务所研究中心的访问学者。莱曼。波特也是美国著名行为科学家，在耶鲁大学获得博士学位后，在加州大学伯克利分校任教十一年，并在耶鲁大学管理科学系任访问教授一年。以后，他在加州大学管理研究院任院长和管理及心理学教授。波特劳勒斯望激励理论是他们在1968年的管理态度和成绩一书中提出来的。这个模式的特点是：1.“激励”导致一个人是否努力及其努力的程度；2.工作的实际绩效取决于能力的大小、努力程度以及对所需完成任务理解的深度，具体地讲，“角色概念”就是一个人对自己扮演的角色认识是否明确，是否将自己的努力指向正确的方向，抓住了自己的主要职责或任务；3.奖励要以绩效为前提，不是先有奖励后有绩效，而是必须先完成组织任务才能导致精神的、物质的奖励。当职工看到他们的奖励与成绩关联性很差时，奖励将不能成为提高绩效的刺激物；4.奖惩措施是否会产生满意，取决于被激励者认为获得的报偿是否公正。如果他认为符合公平原则，当然会感到满意，否则就会感到不满。众所周知的事实是，满意将导致进一步的努力。1967年，波特和劳勒还在他们合作的成绩对工作满足的影响一文中表示了成绩对满足影响的一种理论模式：这种模式的具体内容是，一个人在作出了成绩后，得到两类报酬。一是外在报酬，包括工资、地位、提升、安全感等。按照马斯洛的需要层次论，外在报酬往往满足的是一些低层次的需要。由于一个人的成绩，特别是非定量化的成绩往往难于精确衡量，而工资、地位、提升等报酬的取得也包含多种因素的考虑，不完全取决于个人成绩，所在以图中用了一条曲折的线把成绩与外在报酬联系起来，表示二者并非直接的、必然的因果关系。另一种报酬是内在报酬。即一个人由于工作成绩良好而给予自己的报酬，如感到对社会作出了贡献，对自我存在意义及能力的肯定等等。它对应的是一些高层次的需要的满足，而且与工作成绩是直接相关的，所以图中用曲折程度不大的线连结了“成绩”与“内在报酬”。是不是“内在报酬”与“外在报酬”就可以决定是否“满足”呢？答案是否定的。我们注意到，在其间必然要经过“所理解的公正报酬”来调节。也就是说，一个人要把自己所得到的报酬同自己认为应该得到的报酬相比较。如果他认为相符合，他就会感到满足，并激励他以后更好地努力。如果他认为自己得到的报酬低于“所理解的公正报酬”，那么，即使事实上他得到的报酬量并不少，他也会感到不满足，甚至失落，从而影响他以后的努力。波特劳勒期望激励理论在20世纪60至70年代是非常有影响的激励理论，在今天看来仍有相当的现实意义。它告诉我们，不要以为设置了激励目标、采取了激励手段，就一定能获得所需的行动和努力，并使员工满意。要形成激励努力绩效奖励满足并从满足回馈努力这样的良性循环，取决于奖励内容、奖惩制度、组织分工、目标导向行动的设置、管理水平、考核的公正性、领导作风及个人心理期望着多种综合性因素。The western classic encourages three of the theorieseses: The wave encourages theories with the expectation of Lao Lei especiallyThis be Edward in the American behavioral science house. Lao Lei and Lai Man. Wave especially put forward of 1 kind encourage theories. Edward. Lao Lei's Brown University in the United States gets to learn soil academic degree, at the California university elder brother of one's father gram benefit cent the school get a Ph.D. degree, once was Yale University allowing to teach and will allow psychology professor and social graduate school organization behavior room a director in the airtight Xie root university hereafter. He be still Ba of Seattle especially the Lei celebrate the interview scholar of mankind business office research in the graduate school center. Lai Man. Wave especially is also American Zhao behavioral science house, after Yale University acquiring a Ph.D. degree, at the University of California elder brother of one's father gram benefit cent the school term teach for 11 years, and is Yale University managing science to fasten to allow an interview to teach for a year. After, he manages an institute for research term director and management and psychology a professor in the University of California. Wave especially-Lao Lei Si's hoping to encourage theories be what they in 1968 of management attitude and result put forward in one book come.The characteristics of this mode is: 1."Encourage"ing to cause a person whether make great effort and the degree of its effort; 2.The actual results of work is decided by the size of ability, diligent degree and concretely speak to the depth needed to complete mission comprehension, "role concept" is the role that a person plays to oneself understanding whether explicit, whether own of diligent the direction of direction exactitude, held tight own main job or mission; 3.The reward wants to take results as a premise, isn't first to have results behind have reward, but have to complete organization mission first then can cause spirit of, material of reward. When the officers and workers see their reward and the result connection badly, the reward won't can become the incitement thing which raises results;4.Prize and punishment measure whether will produce a satisfaction, be decided by to be encouraged to think to acquire of recompense whether candor. If he thinks to match a fair principle, certainly feel satisfied, otherwise feel dissatisfied. Well-known fact BE, the satisfaction will cause further effort.1967Year, the wave meant result with Lao Lei still in they the cooperation of the result the rightness the work the contented influence one text especially to satisfy a kind of ories mode of influence: The concrete contents of this kind of mode BE, a person gets two types of guerdon after making result. Include wages, position, prom