首页
登录
职称英语
[originaltext] The difference between the employees’ personal potential and
[originaltext] The difference between the employees’ personal potential and
游客
2024-02-16
6
管理
问题
The difference between the employees’ personal potential and their usual performance is what we call the Motivation Gap. There are a couple of basic reasons why employees deliver less than their potential to their work. They believe:
1. You don’t really expect their best.
2. Their extra effort isn’t appreciated or rewarded.
Getting the employees to produce outstanding work has been regarded by many business people as some kind of great eternal mystery. We can fully express the "secret" in three words beginning with the letter R.
1. Responsibility
To give someone responsibility for their work the employer says to them, I trust you. It says, treats this work as a source of both pride and joy because you own it, and because you own it, you can freely invest yourself in it. When people own their work, it’s an important part of the mselves—something they want to nurture, to make the best it can be.
Most people want to take responsibility for their work. As humans, we draw much of our personal identity from our work. Taking full responsibility for our work heightens our sense of involvement and satisfaction in our work. It encourages people to do better work. Responsibility is a motivator.
2. Recognition
While everyone who works for a living expects a decent paycheck in return, there is nobody who doesn’t appreciate appreciation. When they have done good work, they feel proud of themselves. And no matter how self-motivated they are, it is a good feeling when someone else notices.
3. Reward
Sure, the employees are financially compensated for the work they do. And the company rightfuUy expects good work from employees for its investment in their salaries. But shouldn’t exceptional work be worth a bit more?
Compensation should be related to performance, or else it has no value beyond discouraging people from looking for another employer.
选项
A、Say to them that you trust them.
B、Make them invest freely and more in your company.
C、Let them own your company.
D、Trust them, recognize their work with a reward.
答案
D
解析
转载请注明原文地址:https://tihaiku.com/zcyy/3454560.html
相关试题推荐
[originaltext]IntheUnitedStates,boysandgirlsstartschoolwhentheya
[originaltext]IntheUnitedStates,boysandgirlsstartschoolwhentheya
[originaltext]Richard:Hello,Bob.Bob:Hello,Richard.Howareyou?Richard:F
[originaltext]Richard:Hello,Bob.Bob:Hello,Richard.Howareyou?Richard:F
[originaltext]Richard:Hello,Bob.Bob:Hello,Richard.Howareyou?Richard:F
[originaltext]M:Hello.W:Hello,Sam...thisisPaulaHansen.Sorrytobothery
[originaltext]M:DoyouhaveclassesonWednesday,Liza?W:No,Idon’t.Anysu
[originaltext]M:DoyouhaveclassesonWednesday,Liza?W:No,Idon’t.Anysu
[originaltext]M:DoyouhaveclassesonWednesday,Liza?W:No,Idon’t.Anysu
[originaltext]M:DoyouhaveclassesonWednesday,Liza?W:No,Idon’t.Anysu
随机试题
[originaltext]OneofNewYork’smostbeautifulandvaluablebuildingsisin
EachoftheacademicjournalsThoughtandErgohasareviewcommitteetoprevent
私募基金管理人的客户经理在向客户销售私募产品时发生了以下行为,客户经理涉及违规的
以下关于首次公开发行股票网上发行的描述正确的是()。 ①采用直接定价方式的,
姐弟俩相差3岁,2000年姐弟两人年龄之和是妈妈年龄的四分之一,2006年姐弟两
为保障《条例》的实施,2012年10月29日,××省政府常务会议审议并原则通过了
共用题干 一般资料:求助者,男性,15岁,初中三年级学生。案例介绍:求助者很喜
农业生产易受各种自然灾害的影响,使农业生产出现波动性和不稳定性,体现了农村金融的
绩效管理的核心在于()。A.考核 B.反馈 C.沟通 D.监控
某公司20×1年度净利润为1000万元,20×2年需要增加长期资本1500万元,
最新回复
(
0
)