第十五章 激励和领导权

第十五章激励和领导权

Motivation and leadership

piecework 计件工作

manual手工的manual labor体力劳动

quota定额，限额

scrutinize 仔细或彻底检查

resentment生气，愤怒

deficiency 缺乏，缺少

prominent突出的

stink有臭味的

psychologist 心理学家

categorize将分类

ingenuity心灵手巧，擅于发明创造

subscribe to捐助；订阅；签名，同意，赞成

phenomenal 非凡的；格外的，现象的

compatible 适合的，适宜的，兼容的

incorporate包含，合并，组成公司

retaliation报复

attain获得；达到，实现

conductive有益的

proliferation繁殖；增生

assembly line 装配线

rotation轮换，旋转

traffic jam 交通堵塞

substantiate用事实支持；证明；证实

resilient弹性的，有弹力的

morale士气

embrace 欣然接受；包括，包含，拥抱

human unity人和

appropriate timing 天时

favorable locality 地利

vogue时尚

continuum连续统一体

一、古典理论the classical theory

弗雷德里克·泰勒1911年的著作《科学管理原理》后来被称为古典理论。这个学说认为，只有钱才能激励工人劳动，他们的生产力和他们的报酬有直接的联系。换言之，他们得到的收入越多，他们就生产得越多。

First stated in Frederick Taylor’s wok of principles of scientific management in 1911 and later on referred to as the classical theory, this doctrine assumed that workers were motivated by nothing but money, and that their productivity was directly linked with the pay they get. In other words, the more they were paid, the more they would produce.

二、霍桑研究the Hawthorne studies

人们普遍认为，第一项揭示人际关系的研究是于1924-1932年间在西部电气公司的霍桑工厂完成的，因此称之为做霍桑研究。通过研究发现金钱并不是决定工人能生产多少的唯一因素。霍桑研究揭示出非正式组织的重要性。

It is generally agreed that the first revealing studies on human relations were made between 1924 and1932 at the Hawthorne Works Plant of the Western Electric Company, hence the name Hawthorne studies. It was found by the studies that money was not the only factor in determining how much a worker would produce. This revealed the importance of informal organization.

更重要的是，研究发现如果人们觉得得到管理人员的特别关注，就会更加努力工作，生产更多产品。这种效果后来被称作霍桑效应。

More importantly, the studies found that workers tended to work harder and produce more if they felt that they were given special attention from the management. This effect was latter termed the Hawthorne effect.

三、马斯洛的人类需求层次理论Maslow’s hierarchy of human needs

自我实现的需要←尊重的需要←社会需要←安全需要←生理需要

Self actualization needs←esteem needs←social needs←security needs←physiological needs 四、赫茨伯格的双因素理论Herzberg’s two-factor theory

1950年，弗雷德里克·赫茨伯格和他的助手提出双因素理论。根据此理论，有两种因素影响工作的满意度和员工激励。其一是卫生因素，像金钱、安全、工作条件和监督，被称为卫生因素，是因为它们和生理卫生相似。第二个是激励因素，包括责任、认同、成就、晋升和挑战。根据赫茨伯格的理论，如果缺少保健因素，这些因素不会起作用。但一旦员工对卫生因素感到满意，只有激励因素才能鼓励他们努力工作，多生产更多的产品。这一发现和马斯洛的需求层次理论非常吻合。

During 1950, Frederick Herzberg and his associates put forward a theory called the two-factor theory. According to this theory, there are two groups of factors that influence job satisfaction and employee motivation. The first are hygienic factors such as money, security, working conditions and supervision. They are called hygienic factors because they are like physical hygienic. The second group are called motivating factors, which include responsibility, recognition, achievement, promotion and challenge. Those factors, according to Herzberg, will not work if hygienic factors are absent. But once employees are satisfied with hygienic factors, only motivating factors can make them work harder and produce more. This finding fits Maslow’s hierarchy of human needs quite well.

五、麦格雷戈的X理论和Y理论McGregor’s theory X and theory Y

根据麦格雷戈的观点，以X理论为指导的管理者认为人生来就是懒惰的，不负责任的；管理者应该依靠紧密控制、施压，甚至威胁，督促职员工作。另一方面，以Y理论为指导的管理者认为工作如同休息和游戏一样自然，大多情况下人们承担责任，甚至主动负担责任。他们还认为许多人具有解决组织问题的丰富的想象力和创造力。

According to McGregor, Theory X managers believe that people are born lazy and irresponsible, and managers should use close control, pressure and even threats to make them work properly. On the other hand, Theory Y managers feel that, to average people, work is as natural as play or rest, and that in most cases people accept and even seek responsibility. They also believe that many people have high degrees of imagination, ingenuity and creativity, which can be used in solving organizational problems.