員工激勵(lì)外文翻譯--員工激勵(lì)對(duì)員工績(jī)效的影響

1、<p>　　中文2960字,1650單詞，9500英文字符</p><p>　　文獻(xiàn)出處：Shahzadi I, Javed A, Pirzada S, et al. Impact of Employee Motivation on Employee Performance [J]. European Journal of Business and Management, 2014,

2、 6(23): 159-166. </p><p><b>　　原文 </b></p><p>　　Impact of Employee Motivation on Employee Performance (A Case Study of Private firms: Multan District, Pakistan)</p><p&

3、gt;　　Muhammad Nadeem, Naveed Ahmad, Muhammad Abdullah, Naqvi Hamad</p><p><b>　　Abstract </b></p><p>　　This article is based on the private firms which working in Multan city, Pakista

4、n. In this article all we studied and analyzed all aspects of the employee motivation importance especially in private firms. In Pakistan many employees who are working in private firm (especially in Multan) fa

5、cing motivational problem. But many private firms working for the employee motivation and encouraging the employees. In this we also mentioned major factors which can help the firms to achieve employee motivati

6、</p><p>　　Keywords: private firms; Multan; motivational problem; employee motivation 1. INTRODUCTION </p><p>　　Each firm desires to achieve success and has need to urge continuous growth.&#

7、160;This era is extremely aggressive and firms not with standing volume and promote focus face worker difficulties. To beat the chains robust, optimistic association ought to be formed. Personnel, workers of fi

8、rm are the foremost middle half in order that they got to be unfair and convinced towards responsibilities completion. </p><p>　　In order to attain their goals and objectives, firms style completely dif

9、ferent methods. In reality some firms realize the fact that workers are the major part of the firms and they can get the targets of the firms. If the workers of the firms are not happy, they will not take inter

10、est in attaining the targets of the firms and firms will not be able to get their targets. The purpose of this paper is to know the effect of encouraging workers on performance in private firms, particularly in Mult

11、an</p><p>　　As compared to the public sector, the employees of the private sector are less motivated in Pakistan. In Pakistan many firms are owned by single person. They have their family owned bus

12、inesses, for their own interests they cannot focus on the other employee’s interests who are working in the firm. First objective of this paper is to know how employees can be encouraged. Second objective is to

13、 find the connection between employee motivation and efficiency of the firm. </p><p>　　2. LITERATURE REVIEW </p><p>　　2. 1. Motivation </p><p>　　According to Web

14、ster’s New lexicon, a motive is “wish to do something”. “Motivate suggests that “offer reasonably,” motivation is outlined “inspiring method”. Motivation is process that associate degree goal which someone to a

15、ttain. Butkus & Green (1999) found that motivation suggests that to maneuver, power to carry on for satisfying a wish. Martin and Bartol (2003) discussed that an influence which improves performance and mai

16、ntain it. This clarification identifies that so as to achieve assure</p><p>　　2. 2. Employee inspiration </p><p>　　Rizwan et al in (2012) found monetary, cost-effective are the id

17、eas which give firms benefits over other firms comparatively. Manzoor et al, (2012) discussed that worker efficiency essentially rely upon several things such as worker evaluation, worker incentive, worker happiness

18、, worker reward, training and career protection and formal arrangement. Workers are responsible for the targets they should come through.Rutherford (2011) rumored incentive develops associate degree firm a lot of fl

19、ourish</p><p>　　2. 3.Employee performance </p><p>　　Work presentation of each worker shows his attitude towards attaining his objectives. Management of the corporations set targets for

20、 the workers on the basis of the efficiency of top level workers. Where as the efficiency of each worker, abilities of each worker are different which results variability in the performance of the workers. Job

21、presentation displays efficiency and potency that create a reimbursement to formal targets. Within the past staff weren't able to create work connected select</p><p>　　They thought performance of th

22、e workers can be improved through links with the community, public etc so the work is not important as the relations. The control concept of Nineteen Seventies is that happy staff are more productive. Work plea

23、sure is important for workers to attain their goals as proved in many theories and cases. worker presentation in the main depends upon several things such as worker evaluation, worker incentive, worker happiness, wo

24、rker reward, training and, career protection,</p><p>　　2. 4. Firmal efficiency </p><p>　　Work of individuals that create freelance company characteristics for a few definite reason is

25、usually called firm and obtaining desired outcome at intervals outlined asset is considered as efficiency. Efficiency of the firm is measured as how efficiently it attains its desired targets through the performance

26、 of workers which are set in the corporations (Muhammad, et al, 2011). Firmal effectiveness is outlined because the extent to that associate degree firm, by the utilization of sure resources</p><p>　　2.

27、 5. Factors affecting employees’ motivation </p><p>　　Contemplate wage structures that ought to embody importance firm attach to every job, payment in line with presentation (Adeyinka, et al, 2007)

28、. Guidance of the workers is also very important and necessary to work with and through other people because workers should have confidence on the management to get the work done efficiently and effectively (Baldoni

29、 J, 2005). So many studies and theories proved that workers and managers encourage each other (Rukhmani K, 2010). Inspiration should be from t</p><p>　　To encourage the workers of the firm empowerm

30、ent is also used to make the workers happy and to keep their interest in attaining the goals of the firms. Actually it is beneficial for both workers and the corporations. Empowerment can increase the abilities

31、 and efficiency of the workers because they feel happy and take interest in attaining their tasks efficiently (Yazdani B. O., et al, 2011). </p><p>　　Faith is outlined because the perception of som

32、e one, call to do something, activities and their call (Hassan et al, 2010). If associate degree firm needs to boost and achieve success, trust plays a major role thus it must always be preserved to make sure associ

33、ate degree corporations survival and to reinforce worker’s inspiration (Annamalai.T,2010). No matter however machine-driven associate degree firm is also, high productivity depends on the extent of motivation and al

34、so the effectiveness of</p><p>　　2. 6. Motivation result on worker productivity </p><p>　　Motivated staff are inclined to be a lot of productive than non-motivated staff. Most bus

35、inesses create some pains to encourage employees however this can be usually easier aforesaid than done. Staff are all people with completely different like’s dislikes and wishes, and various things can encourage ev

36、ery. Productivity is that which individuals will turn out with the tiniest quantity effort Productivity may be a quantitative relation to calculate however well associate degree firm into product </p><p&g

37、t;　?。?）Actuated staff is a lot of Productive If worker are happy and happy then he/she can do his /her add a awfully spectacular approach, then the result are smart, on the different opposite hand actuated worker can enc

38、ourage other staff in workplace. </p><p>　　（2）Decision-making and sensible Expectations It is necessary to interact staff within the decision making deciding higher cognitive method process. </p

39、><p>　　3. Description, Work setting and suppleness </p><p>　　Workers doing right thing at the right time under the guidance of the supervisor will also increase the motivation and satisfaction

40、 of the workers. Flexible working hours, home assignments, discussion with the workers also increase the level of motivaion of the workers. </p><p>　　4 .Pay and advantages </p><p>

41、;　　Keeping staff actuated with smart advantages is simple. Corporations also give good salary packages and different advantages to their workers to improve their efficiency.</p><p>　　5. CONCLUSION

42、AND FUTURE DIRECTION </p><p>　　The literature and varied studies finished that factors: direction, recognition, incentives and different psychological feature factors have positive impact on worker motivatio

43、n, additionally there is an encouraging association between worker inspiration and firmal efficiency. Those workers who are working in the private firm need more motivation as compared to the public firms. Acco

44、rding to the research study employee motivation is necessary for all the firms. It does create a great impact on t</p><p><b>　　譯文 </b></p><p>　　員工激勵(lì)對(duì)員工績(jī)效的影響 (私營(yíng)企業(yè)的案例研究:木爾坦地區(qū),巴基斯

45、坦)</p><p>　　穆罕默德 納迪姆， 納維德 阿哈默德， 穆罕默德 阿布杜拉， 納克維 哈馬德</p><p>　　摘要 本文的研究基礎(chǔ)是巴基斯坦木爾坦地區(qū)的私營(yíng)企業(yè)。在文中,我們研究和分析了員工激勵(lì)各方面的重要性，尤其是其在私營(yíng)企業(yè)中的重要性。在巴基斯坦,許多在民營(yíng)企業(yè)工作(尤其在木爾坦) 的員工面臨著激勵(lì)問題。但還是有許多民營(yíng)企業(yè)致力于員工激勵(lì)的投資或通過各種方式鼓勵(lì)員工工作。

46、對(duì)此，我們提出了一些建議，希望能幫助企業(yè)實(shí)現(xiàn)員工激勵(lì)。我們還觀察到，員工激勵(lì)對(duì)員工的績(jī)效和效率以及民營(yíng)企業(yè)的成功來講是非常重要的。這份問卷調(diào)查的目的是估算員工激勵(lì)對(duì)公司業(yè)績(jī)的影響。通過任意抽樣的方法收集數(shù)據(jù)。我們的取樣人員包括：木爾坦地區(qū)私營(yíng)企業(yè)的管理者和非管理者。本研究分析了員工激勵(lì)和績(jī)效的重要性，對(duì)現(xiàn)有文獻(xiàn)也作出了積極的貢獻(xiàn)。 </p><p>　　關(guān)鍵詞：私營(yíng)企業(yè)；木爾坦;激勵(lì)問題;員工激勵(lì) </p&

47、gt;<p><b>　　1.引言 </b></p><p>　　每個(gè)公司都渴望獲得成功以促持業(yè)績(jī)的持續(xù)增長(zhǎng)。這是一個(gè)競(jìng)爭(zhēng)異常激烈的時(shí)代，企業(yè)沒有競(jìng)爭(zhēng)力就不能立足，相應(yīng)的工作就會(huì)面臨一系列的困難和問題。人事部門,公司工作人員中最重要的一部分員工,他們之間的不公平將會(huì)使本職工作的完成造成影響。 為了達(dá)到目標(biāo)和目的,不同的公司采用完全不同的方法。在現(xiàn)實(shí)中一些公司意識(shí)到這一事實(shí),員工

48、是公司的重要組成部分,他們的工作將促使公司目標(biāo)的達(dá)成。如果公司的員工不快樂,他們就不會(huì)竭盡全力工作，公司也將無法達(dá)成他們的目標(biāo)。本文的目的是了解在私營(yíng)企業(yè)中鼓勵(lì)員工工作對(duì)企業(yè)績(jī)效的影響,特別是在巴基斯坦的木爾坦地區(qū)。</p><p>　　相對(duì)于公共部門，巴基斯坦私營(yíng)部門的員工得到的激勵(lì)更少一些。在巴基斯坦，許多公司都是個(gè)人創(chuàng)辦的。他們有自己的家族企業(yè)，為了自己的利益，他們不可能專注公司其他工作人員的利益。本文的首

49、要目標(biāo)是了解如何激勵(lì)員工。第二個(gè)目標(biāo)是找到員工激勵(lì)和公司效率之間的相互關(guān)系。</p><p><b>　　2.文獻(xiàn)綜述</b></p><p><b>　　2.1動(dòng)機(jī)</b></p><p>　　根據(jù)韋伯斯特的新解釋，動(dòng)機(jī)即“希望做某事”?！凹?lì)表明“提供合理的”,激勵(lì)被概述為“鼓舞人心的方法”。動(dòng)機(jī)是人們聯(lián)合實(shí)現(xiàn)目標(biāo)的一

50、個(gè)過程。巴特克&格倫(1999)發(fā)現(xiàn)，動(dòng)機(jī)表明使用一定的策略來達(dá)成一定的目標(biāo)。馬丁和巴爾托爾(2003)認(rèn)為激勵(lì)能保持并提高企業(yè)業(yè)繢。這一解釋表明為了達(dá)到某一確定目標(biāo)，人們應(yīng)該足夠積極時(shí)刻關(guān)注他們的目標(biāo)。動(dòng)機(jī)可能是一套全力參與課程，它能提高工作效率并實(shí)現(xiàn)組織目標(biāo)（卡里慕拉，2010年)。巴倫在1991年發(fā)現(xiàn)，積累方法與路徑并行動(dòng)就能實(shí)現(xiàn)自己的心愿。</p><p><b>　　2.2員工激勵(lì)&l

51、t;/b></p><p>　　里茲萬(2012)發(fā)現(xiàn)貨幣的，成本效益好的理念給企業(yè)帶來的福利要遠(yuǎn)遠(yuǎn)起過其他公司?曼蘇爾(2012)認(rèn)為，組織工作人員的工作效率本質(zhì)上取決于這幾頂因素，如員工評(píng)估、員工激勵(lì)、員工幸福、職工獎(jiǎng)勵(lì)、培訓(xùn)與職業(yè)提升相關(guān)的正式安排。工作人員應(yīng)當(dāng)積極工作并對(duì)他們的目標(biāo)負(fù)責(zé)。盧瑟福(2011)認(rèn)為，公司激勵(lì)員工發(fā)展的結(jié)果是狂妄的員工渴望改進(jìn)實(shí)踐，并試圖做好他們擅長(zhǎng)的一塊。因此，員工激勵(lì)對(duì)

52、每個(gè)公司來講都是十分必要的事情。</p><p><b>　　2.3員工績(jī)效</b></p><p>　　每個(gè)員工的工作報(bào)告都能顯示他對(duì)實(shí)現(xiàn)本質(zhì)工作目標(biāo)的態(tài)度。根據(jù)組織中最高級(jí)別員工的工作效率，公司為每個(gè)員工設(shè)置了目標(biāo)。由于每個(gè)員工的工作效率不同，每個(gè)人的能力也不同，因此，每個(gè)員工的工作績(jī)效也就不盡相同。工作報(bào)告能顯示一個(gè)員工的工作效率和效力，并創(chuàng)建一個(gè)新的正式的目標(biāo)

53、。在過去，員工無法創(chuàng)新工作是因?yàn)楣静辉试S他們?nèi)L試。勞勒和霍爾(1970)探討，通過分析工人的利益，將促使他們完成自己的職責(zé)，這與員工的工作業(yè)績(jī)無關(guān)。</p><p>　　他們認(rèn)為工人的工作績(jī)效可以通過與社區(qū)、公眾的聯(lián)系來不斷提髙，因此，工作作為一種事務(wù)并不是最重要的。二十世紀(jì)七十年代的控制概念是，快樂的員工工作效率更高?許多理論和案例都證明，工作和娛樂對(duì)于員工來說非常重要，它能促使他們迅速實(shí)現(xiàn)工作目標(biāo)?員工表

54、示，這主要取決于以下幾頂，如員工評(píng)估、員工激勵(lì)、員工幸福感、員工報(bào)酬、培訓(xùn)和職業(yè)保護(hù)、公司的安排。然而，本文僅僅只針對(duì)兩個(gè)最基本的因素作出探討:員工的培訓(xùn)與激勵(lì)。</p><p><b>　　2.4公司的效率</b></p><p>　　提倡自由的公司員工，其工作特點(diǎn)是，因?yàn)槟骋粋€(gè)明確的原因，期望獲得有效率的工作結(jié)果。通過員工在公司的業(yè)績(jī)表現(xiàn)，公司的效率通常被用來衡量

55、員工如何有效地達(dá)到其預(yù)期目標(biāo)（默罕默德等，2011)。公司有效性提出是為了衡量員工技能等級(jí)的程度，通過確定資源的利用率，達(dá)到目標(biāo)而不是消耗其資產(chǎn)。Yuchtman(1987)認(rèn)為，如果公司擁有的資源有限，他們就更加需要在競(jìng)爭(zhēng)激烈的環(huán)境中有效地利用這些有限資源的價(jià)值。</p><p>　　2.5影響員工積極性的因素</p><p>　　工資結(jié)構(gòu)的設(shè)置應(yīng)該體現(xiàn)公司里每一份工作的重要性程度，使得

56、工資的支付符合具體情況（安德梅拉等，2007)。對(duì)員工的指導(dǎo)也是非常重要和必要的，通過其他人的引導(dǎo)，員工會(huì)更加有信心并高效的完成本職工作(巴爾多尼J，2005)。因此，很多研究和理論證明，工人和管理者應(yīng)彼此相互鼓勵(lì)(Rukhmani K，2010)。員工的工作士氣主要來自公司的管理者，因此，他們應(yīng)該多鼓勵(lì)員工以激勵(lì)他們實(shí)現(xiàn)工作目標(biāo)(巴爾多尼J,2005)。</p><p>　　鼓勵(lì)公司員工并賦予他們權(quán)利，能使員工

57、工作的更加快樂，并能使他們時(shí)常保熱情以達(dá)到公司的最終目標(biāo)。事實(shí)上，它既有利于員工也有利于企業(yè)。授權(quán)可以提高員工的工作能力和效率，因?yàn)樗麄儠?huì)感到幸福，從而保持對(duì)工作的熱情與興趣，最終高效地達(dá)成自己的工作目標(biāo)(亞茲丹，2011)。</p><p>　　信仰可以解釋為一個(gè)人的感覺與知覺，被稱作做某事，參加某活動(dòng)（哈斯等，2010)公司要想發(fā)展并獲得成功，誠信的重要作用不可忽視，因此，公司必需信賴每一位員工，同時(shí)鼓舞員工

58、積極工作，以確保企業(yè)能更好的生存（安德梅拉.T，2010)。不論以什么樣的方式，髙生產(chǎn)效率取決于員工獲得激勵(lì)的程度，人力資源的有效性表現(xiàn)為員工培訓(xùn)，它是一種不可或缺的激勵(lì)戰(zhàn)略，人力資源經(jīng)理使用適當(dāng)?shù)姆椒▊鬟_(dá)信息并鼓勵(lì)每一位員工(安德玲等，2007)</p><p>　　2.6激勵(lì)能提高員工生產(chǎn)力</p><p>　　在工作中，受到激勵(lì)的員工比未受到激勵(lì)的員工更富有成效。大多數(shù)企業(yè)試圖通過一

59、些方法鼓勵(lì)員工，這通常比上述方法更加簡(jiǎn)單。每個(gè)員工都有不同的喜好和愿望，嘗試用不同的事物去鼓勵(lì)每一個(gè)人。生產(chǎn)力是員工個(gè)體最小數(shù)量工作效率的集合，它能體現(xiàn)一個(gè)公司的產(chǎn)品和服務(wù)水平。</p><p>　?。?）受到激勵(lì)的員工生產(chǎn)力更高</p><p>　　如果工人感到幸福和快樂，那么他/她就能以一個(gè)更有效的方式完成本職工作，其獲得的成效也是非?？捎^的。</p><p>

60、　?。?）決策和合理的預(yù)期</p><p>　　與員工之間進(jìn)行互動(dòng)是非常必要的，因?yàn)闆Q策的制定取決于認(rèn)知的方法和過程。</p><p>　　3、描述、工作安排和工作彈性</p><p>　　在主管的指導(dǎo)下，員工會(huì)在正確的時(shí)間做正確的事情，這樣能增加員工工作的積極性并提高其工作滿意度。彈性的工作時(shí)間安排、工作時(shí)間以外的任務(wù)分配、與員工的即時(shí)交流也能激勵(lì)其提高工作效率。

61、</p><p><b>　　4、工資和優(yōu)勢(shì)</b></p><p>　　保持員工激勵(lì)和公司優(yōu)勢(shì)很簡(jiǎn)單。公司依靠提供良好的薪金并保持其自身不同的優(yōu)勢(shì)，就能提高員工的工作效率。</p><p>　　5.結(jié)論與未來研究方向</p><p>　　以往的文獻(xiàn)與不同研究歸納出了這樣幾個(gè)要素:引導(dǎo)、贊譽(yù)、激勵(lì)和不同的心理特征因素能對(duì)

62、員工的工作動(dòng)機(jī)產(chǎn)生和極影響，此外，員工激勵(lì)與公司效率之間的聯(lián)系密切。而那些在民營(yíng)企業(yè)工作的員工比上市公司的員工需要獲得更多的激勵(lì)。</p><p>　　根據(jù)以往的研究，員工激勵(lì)對(duì)每一個(gè)公司來講都是十分必要的。它能對(duì)公司業(yè)績(jī)和員工績(jī)效產(chǎn)生積極而又深遠(yuǎn)的影響。提高員工的效率和效能，會(huì)有助于實(shí)現(xiàn)公司的目標(biāo)。由此可以看出，關(guān)心員工的公司發(fā)展速度顯著?這頂研究調(diào)查了兩個(gè)因素，員工授權(quán)和員工身份，不同的吸引力能鼓舞員工，最終