现今工作场所的动力：性能链接外文翻译.docVIP

外文翻译 原文 Motivation in Today’s Workplace: The Link to Performance Material Source: 《society for human resource management》 Author：Nancy R. Lockwood, M.A. As HR professionals seek to support their organizations in attracting and retaining the best and brightest talent, motivational theories can offer insight into how to motivate employees, what is important and what the rewards may be—with the ultimate goal of improved and/or sustained performance by individual employees and the organization as a whole. Motivation is at the heart of performance, essential for success for both the organization and its workforce, as a group and as individuals. Dr. Teresa A. Daniel and Dr. Gary S. Metcalf, authors of a SHRM white paper “The Science of Motivation,” emphasize that “people join organizations for specific reasons and usually with some purpose in mind.” The white paper highlights the following theories that have shaped the concept of motivation in the workplace:14 Expectancy Theory: Victor H. Vroom’s theory suggests that motivation is high when employees believe that high levels of effort lead to high performance and high performance leads to attainment of desired outcomes. Maslow’s Hierarchy of Needs: People seek to satisfy five basic needs: physiological, safety, belongingness, self-esteem and self-actualization needs. Abraham Maslow placed these needs in a pyramid, with the most basic on the bottom and self-actualization at the top. When the lower-level needs are met, the next higher level begins to motivate behavior. Herzberg’s Motivator-Hygiene Theory: This theory from Frederick Herzberg focuses on two factors applicable to the workplace: 1) meeting basic expectations (hygiene factors) and 2) leading to increased performance (motivation factors). Examples of basic needs are a comfortable working environment, adequate pay, good relationships with coworkers and effective supervision. Motivation factors for high job satisfaction include opportunities fo