不同層面的忠誠度【外文翻譯】

1、本科畢業(yè)論文（設(shè)計(jì)）外文翻譯原文：原文：ThedifferentdimensionsofloyaltyThefirstprobleminstudyingloyaltyinhumanganizationsisthatthereseemstobenogenerallyaccepteddefinitionofthisconcept.Oftenloyaltyistakentomeanremaininginanganizationfalongti

2、me.Butsomestudieshaveshownhowitcanhavemanydifferentdimensions.Cole(2000)finstanceinterviewedDavidL.SturnPresidentoftheLoyaltyInstituteanarmofChicagobasedAonConsultingaboutastudyundertakenbythatganizationinterviewingtheem

3、ployeesofmethat200ofitscpateclients.Accdingtothatstudywhatacterizesa“committed”employeeisthat(1)heisateamplayer(2)willingtomakesacrificesfthegoodofthecompany(3)believesinthecompany’sproducts(4)willrecommendthecompanyasam

4、ongthebestplacestowk(5)ispreparedtostayinthecompanyfthenextseveralyearsevenifofferedamodestpayincreaseelsewhere(Cole2000).Obviouslythefirstfouracteristicsofacommittedemployeegowellbeyondthefifthonewhichistheonlyonerelate

5、dwithremainingintheganizationstillqualifyingthefactofremainingintheganizationbyrejectingachangewitha“modest”payincreaseelsewhere.Employeesarethebasicingredientstheirenthusiasmonbehalfofcpatemaleawarenessoftheirwkreflecte

6、dinthesubtlestrengthoftheenterprise.Employeeloyaltywillgreatlystimulatetheirinitiativecreativity.Sothatpotentialemployeesintofullplay.Loyaltyistheefficiencyincreaseemployeeloyaltyincreasecustomersatisfactionthereispromot

7、ion.Businessperemployeeincreasedloyaltycompetitivestrengthwillhavebeenimproved.Inthemoderneconomyemployeeswillbejudgedaccdingtotheirownpersonaldevelopmentcontinuetofindtheirownspacetheflowoftalenttobeacommonphenomenon.En

8、terprisesasalwaysinthedynamicdevelopmentofeconomicpeoplehecanwkwiththerefeiswillingtocooperatewiththemiswillingtohaveinitiativesbeateamplayer.Itisinterestingtopointoutthoughthatintheseanalysesloyaltycommitmentareviewedas

9、verypositiveftheganization(possibly)ftheindividual.Ontheoppositesidesomeresearchershavenoticedsomenegativeacteristicsofloyaltycommitment.Rall(1987)finstancesignalsasdisadvantagesofastrongcommitmenttoanganization:(a)fthei

10、ndividualthatitmaystymieindividualgrowthlimitopptunitiesfmobilityaswellasstiflecreativityinnovation(b)ftheganizationthatitmayblindlydevotetheindividualstotheiremployerstherefeperhapswastetheirtimetalentsinjobstheydon’tli

11、kemakingitasituationthatisunprofitablebothftheindividualftheganization.Essentiallythentheunfavableconsequencesofloyaltyarereducedtothepossiblelossofefficiencythatisobtainedifanindividualisusedwhereheshouldn’tbewhichharms

12、boththeindividualtheganizationbutmuchmethefmerthanthelatterhastodowithamisallocationofresourcesthatisratheranerrinjudgementthanamistakearisingfromloyaltyitself.Improverelatedincentives.Incentivesfemployeesmeansrecognitio

13、nofthewkofemployeeswhetheranenterprisetomeettheceneedsofemployeeslargelydeterminestherespectrecognitionofthecestaffoftheenterprisewkattitudes.Firstmaterialincentivesimprovepaybenefitssystemofenterprisestheestablishmentof

14、aneffectiveperfmanceappraisalsystemsothatpayrewardkeyemployeesasmuchaspossiblematchsecondspiritualmotivationftheceemployeesismeimptantincentiveinthisregardenterprisesshouldfullyexpresstherespecttrustofkeyemployeessuchasr

15、egularcommunicationwithkeyemployeesinterestinsolvetheirproblemsgivethemchallengingwkdistributiongivetheappropriatepermissionssoon.ThepremiseoftheHerzbergetal.(1959)theyknownastheTwoFactTheyofMotivationwasthatmanagerscoul