有意義的工作激勵(lì)理論的動(dòng)機(jī)【外文翻譯】

1、外文翻譯原文：原文：MeaningfulMotivationfWkMotivationTheyTheJuly2004AMRSpecialTopicFumontheFutureofWkMotivationTheyopensupnewresearchdirectionstohelpusunderstwhatmotivateswkerstowkbutitsayscomparativelylittleaboutwhyweshouldmotiva

2、tewkerstowk.ThatiswhatisthemotivationfwkmotivationtheyPerhapsthelackofemphasisonthisquestionresultsfromaperceptionthattheanswerisquiteobvious:weneedtomotivatewkersindertoboostproductivity.Indeedthespecialissueedits—Steer

3、sMowdayShapiro(2004)—brieflyaddressthequestionasadescryiptivematter.Theysuggestthatthemotivationfmanagerstoansweritistoenhanceindividualgroupperfmancewhilethemotivationfresearchersistosuppttheiesofeffectivemanagement.The

4、lackofattentiontothequestionasanmativematterhoweverisremarkableespeciallysincetheguesteditsmakeadirectconnectionbetweenearlydevelopmentsinmotivationtheythehistyofphilosophicalpsychologicalethics.Theethicsofwkmotivationth

5、eyareimptantbecausemotivationalefftscanexertcontroloverindividualmalautonomy.Amongotherthingsmotivationusuallyinvolvesthemanipulationofvaluesthatmotivateindividualstowkfganizationalends.Inotherwdsfactsthatindividualwkers

6、regardasvaluableneedtobechanneledredirectedtoaugmentganizationalproductivity.Manipulationofvaluesdoesnotnecessarilymeansubvertingdisregardingmalautonomytothecontraryonecommonthemeinwkmotivationtheyisthateffectivemotivati

7、onalstrategiesoftenseektosatiatewkersindertosuppttheirproductivity.FexampleFriedSlowik(2004)discusstheroleoftimeingoalsettingtheysupptingtheconceptionthatwkers’individualgoalsarerelevantmotivationalvaluesbutalsoshowingth

8、atsubjectivetimeconsiderationsmayinfluencethepowerpriitizationofgoals.SimilarlyKanferAckerman(2004)arguethattheeffectivenessofmotivationalstrategieswouldbenefitfromproducemeofwhattheganizationwantshimhertoproducewithpayf

9、perfmanceincentiveswhereasanotherindividualtowhomrecognitionisimptantmaybeenticedwhenhesheisofferedanimpressivetitleopptunitiesfgreatermanagerialresponsibility.Onthisviewthewker’svaluesarenotimptantbecausetheyareindividu

10、allyvaluabletheyareimptantbecausetheyareganizationallyvaluable.Takentoitslogicalconclusionthisperspectivesuggeststhatindividualvaluesareganizationallyvaluableonlytotheextentthattheirbenefitsoutweighttheircoststhattheirco

11、stsshouldbeminimized.Sofexampleifwksatisfactionwereanimptantindividualvalueofasubstantialpercentageoftheemployeepopulationinanganizationexperiencinghighturnoveritwouldbehoovemanagementtoconsiderstrategiesfincreasingwksat

12、isfactionwhichcouldpotentiallymeananythingfromcomplexwkfamilybalanceprogramstojobredesign.Methanlikelyassuggestedbythefumarticlesthesolutionwouldinvolveacomplicatedvarietyofstrategiesaimedatwkersmotivatedbydiversefactsde

13、pendingontheirvariousagesgoalsaffectiveexperiencessoon.Howeveritmightbesimplerlesscostlytoappealtoanotherwidelysharedindividualvalue—materialwellbeing—bythrowingmoneyattheproblemwithanacrosstheboardsalaryincrease.Inthisc

14、asethisactionmighteffectivelyaddresstheturnoverproblemwithoutfundamentallyaddressingthewksatisfactiondeficit.Theexamplesuggeststhateventhoughwksatisfactionhasindividualvaluetomanyemployeesithasaprice.Italsosuggeststhatwk

15、erscanbeboughtfthatprice.Withoutanethicaldimensioncontemparywkmotivationtheyimpliesthatbypullingtherightstringsmanagementcanplaypuppeteertowkers’mariotes.Thisperspectivedoesnotseemtoprogresswellbeyondhisticalproblemsthat

16、theguesteditsindicatewkmotivationtheyhasbeenadvancedtoaddress—amongthemaviewofwkersashedonisticanoverlypaternalisticconceptionofmanagementgenerallyproductivitydeclinesthatarisefroma“failuretotreatwkersashumanbeings”(Stee