The Eight Career Anchors

　　八大職業(yè)錨

　　By Anne Field

　　Motivated employees are crucial to a company’s success- this has never been truer than today, when margins are thin (or nonexistent) and economic recovery remains elusive.

　　激勵員工對公司的成功十分關鍵—這在任何時代都沒有當今年代來的真切，(因為)當今利潤薄(或沒有利潤空間)，經(jīng)濟復蘇難以捉摸。

　　These hard bottom-line realities may also mean that managers can’t rely as much as they might have in the past on using financial incentives to drive employee engagement.

　　這些基本現(xiàn)實也許還意味著，經(jīng)理們不能再像過去那樣依賴金錢刺激來激勵員工。

　　So how do you keep people motivated and productive?

　　那么如何刺激員工，提高效率呢?

　　One answer lies in the concept of the career anchor, first developed some thirty years ago by Edgar Schein of the Massachusetts Institute of Technology.

　　答案就在于“職業(yè)錨”或“職業(yè)定位”這一觀念，30年前，麻省理工學院的埃德加 施恩首先提出這一概念。

　　Schein says that people are primarily motivated by one of eight anchors- priorities that define how they see themselves and how they see their work.

　　施恩提出，人們主要被八大“職業(yè)錨“中的某一個所激勵—即人們選擇和發(fā)展自己的事業(yè)時所圍繞的中心。

　　The eight anchors:

　　這八大職業(yè)錨為：

　　Technical/functional competence. The key for a person with this career anchor is a desire to excel in a chosen line of work.

　　技術或功能型職業(yè)錨。以此為職業(yè)錨的員工，關鍵在于在工作中鶴立雞群。

　　Money and promotions don’t matter as much as the opportunity to consistently hone his craft.

　　金錢和晉升都不如能經(jīng)常磨礪技能的機會重要。

　　While such professions as engineering and software design attract a lot of people with this particular bent, you can also find them just about anywhere, from the financial analyst excited by the chance to solve complicated investment problems to the teacher happy to continually fine-tune classroom performance.

　　雖然工程、軟件設計這樣的行業(yè)吸引不少有這種特別傾向的員工，但這種類型的人在其他任何領域也能見到。從金融分析師到教師等任何職業(yè)都會有這一類型的員工。金融分析師會因為有機會去解決復雜的投資問題而興奮不已，教師則會由于持續(xù)有效的課堂教學而欣慰快樂。

　　General managerial competence. Someone with this anchor is most closely allied with the traditional career path of the corporation.

　　管理能力型職業(yè)錨。以此為職業(yè)錨的員工，與公司傳統(tǒng)職業(yè)軌道/路徑的聯(lián)系最緊密。

　　She is the polar opposite of the person for whom technical/functional competence is preeminent.

　　這類員工與技術/功能型員工形成兩個極端。

　　She wants to learn how to do many functions, synthesize information from multiple sources, supervise increasingly larger groups of employees, and use her considerable interpersonal skills.

　　他們要學會擔任不同的職務、從多渠道綜合信息、管理日益龐大的員工隊伍并實施他們的交際技能。

　　What she craves is to climb the ladder, getting ever-bigger promotions and salary increases.

　　他們渴求青云直上和加薪。

　　Autonomy/independence. Like Great Garbo, individuals with this career anchor just want to be alone.

　　自主或獨立性職業(yè)錨。如格里塔 嘉寶所言，以此為職業(yè)錨的人總是要求獨立自主。

　　They’re most satisfied operating according to their own rules and procedures; they don’t want to be told what to do. Freedom rather than prestige is their goal.

　　能按照自己的原則和程序進行操作，他們就知足了。他們不需要別人指點。他們追求的目標是自由，而不是聲望。

　　Security/stability. Employees with this career anchor value above all a predictable environment, one in which tasks and policies are clearly codified and defined.

　　安全或穩(wěn)定性職業(yè)錨。以此為職業(yè)錨的員工最看中可預測的工作環(huán)境，所有的職責和政策都清楚分明。

　　They identify strongly with their organization, whatever their level of responsibility.

　　無論他們的責任大小，他們都堅決維護公司。

　　Entrepreneurial creativity. The folks in this category want to create something of their own and run it.

　　創(chuàng)造型職業(yè)錨。這種類型的員工有創(chuàng)業(yè)的需求。

　　They are, in fact, obsessed with the need to create and will become easily bored if they feel thwarted.

　　實際上，他們癡迷于創(chuàng)業(yè)，如果創(chuàng)業(yè)受挫，他們又極易厭倦。

　　As you’d expect, someone with this career anchor tends to start her own business, or at the least run something on the side while still keeping her day job.

　　如人們所預料，這種類型的人傾向于自己創(chuàng)業(yè)，或者至少是邊工作邊創(chuàng)業(yè)。

　　Sense of service. The need to focus work around a specific set of value is the major issue for employees with this career anchor.

　　服務型職業(yè)錨。對于以此為職業(yè)錨的員工而言，最重要的是能圍繞一套特定的價值體系集中精力于某項工作。

　　But that doesn’t just mean social workers, say nurses.

　　但這并不僅僅指社會工作者，如護士。

　　It can also include anyone from a human resources specialist interested in affirmative action programs to a researcher working on developing a new drug.

　　這類人還包括從致力于激發(fā)肯定行為的人力資源專家到從事新藥品研制的科研工作者在內(nèi)的任何人。

　　Money isn’t the main event; it’s the chance to focus on a particular cause.

　　對他們而言，金錢不是最主要的;有機會去投身于一份事業(yè)最重要。

　　Pure challenge. People with this career anchor seek ever-tougher challenges to conquer.

　　挑戰(zhàn)性職業(yè)錨。以此為職業(yè)錨的員工，總在尋找更艱巨的挑戰(zhàn)并征服它。

　　Lifestyle. These folks organize themselves around their private lives.

　　生活方式型職業(yè)錨。這種類型的人一切都是以他們的私生活為中心。

　　Their most pressing concern is for their jobs to give them the freedom to balance those other concerns with their work.

　　他們最關注的就是他們的工作能給予他們自由，以平衡他們的工作和其他需求。

　　Once you understand what each anchor is, you can determine the career anchor for each employee in your department.

　　一旦了解每一個職業(yè)錨，你就可以判斷你的部門員工的職業(yè)錨。

　　In today’s uncertain and turbulent business climate, pinpointing employees’ career anchors is an especially useful tool because it allows you to do two crucial things:

　　在當今動蕩、混亂的商界，確認員工的職業(yè)錨特別有意義，因為它能使你完成兩件關鍵事情：

　　tailor your communication style to fit employees’ individual needs and drive improved performance by choosing the most effective way to recognize and reward accomplishments.

　　調(diào)整你的溝通風格以適應員工的個體需求，通過選擇最有效的方法認可和獎勵員工的成就以改善績效。

　　By identifying employees’ career anchors and communicating with them in a way that speaks to what’s most important to them, you can help employees find that meaning in their work- and boost your unit’s productivity, too.

　　通過確定員工的職業(yè)錨，通過交流了解對于員工什么最重要，你可以幫助員工找到工作的意義，并提高部門員工的工作效率。