外文翻译China's private enterprise employees incentivemechanism design principles should be followedMaterial Source: Springer-VerlagAuthor: Jadwiga Indulska, Jianhua Ma, Laurence T. YangChina's private enterprise employees incentive mechanism design principles should be followed：1. One of the principles: incentives to vary from person to personBecause 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 incentivesAppropriate 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: fairnessThe 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, butalso 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 individual 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.评优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 valuableknowledge. 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 incentiveStaff 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 incentivesThe 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. CompetitiveThe promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest.8. The material incentivesIncrease their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion.9. Information incentivesEnterprises 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.Title：How can discover and train employees advantage?M a t e r i a l S o u r c e:S p r i n g e r-V e r l a g Auther: Gideon D.Markman,Phillip H，Phan and David B. Balkin How can discover and train employees advantage?1.Make time for positive recongnitionWhether in casual conversation or a formal performance review,think about and genuinely evpress positive feedback for the employee.Be specific about what she?so doing well,and share examples.The benefit is two-fold:The employee knows whatbehaviors are most valued,and you help shift your thinking from Can to do to there so potential here.2.Identify ways to apply existing strengths in new waysThomas Edisour saw sewing-thread as light bulb filament.Hoe can you look at your employee in new,different ways.What qualities has your employee demonstrates,and how can these translate into needed skills.Start by throwing traditional title and responsibility-norms out the window.A receptionist with an unerring knack for detail could be an ideal project manager.3.Ask the emmployee what she likes to doThere,so a funny equation applied to many promotions:People who excel at a specific job are promoted to management level.As a result,you’ve often taken the person out of the exact environment in which she succeeds and which she likes——possibly reducing her success in the new position.Also,you cannot fully uncover a person,strrngths without hei input.Tap into what she discerns as hei strengths by asking what she enjoy most,and why,and in what role she believes she’s of mosy value to the organization.4.Turn a weakness on its headPhysicists know that every action has an equal and opposite raction.Applied to employees,consider,what’s the opposite of this weakness.to unearth possible strengths.For instance,if an employee inconsistently completes projects that he developed in the first place,perhaps his strength is in generating ideas,not executing them.5.Allow the employee to test-drive a new roleMaybe you’re seeing the employee in her specific role,yet more of her strengths would blossom in another role.Consider establishing a mini,internal internship program,in which employees shadow co-workers for a day to learn more about the roles and responsibilitier available.This test-drive might spark new ideasabout increased value from the emplouee,and allow you to see where a role-shift may make sense for the company.Ensure that the internship leads to valuable information for the company and the indivadual.Set clear goals and intentions for the exercise,including what we want to know at the end of this exercise.Remenber,this information is food-for-thought,not customized counsel.The most effective interpersonal and orgnizational comminication program is one that’s been tailored to meet the unique needs of your group.Jamie Walters is the founder and Cherf Vision and Strategy Officer at Ivy Sea,Inc.in San Francisco,CA.译文中国民营企业员工激励机制应遵循的原则资料来源: Springer-Verlag作者：Jadwiga Indulska, Jianhua Ma, Laurence T. Yang 中国民营企业员工激励机制应遵循的原则：1. 原则之一：激励要因人而异由于不同员工的需求不同，所以，相同的激励政策起到的激励效果也会不尽相同。