Motivating senior executives 激勵(lì)高級(jí)管理人員時(shí)，需注意哪些要點(diǎn)?

　　l Stock options 股票期權(quán)

　　l Perquisites/special benefits 特殊待遇

　　When motivating top executives, the offer of stock options is important. Stock options belong to the long-term incentive. With stock ownership, senior executives will have a significant stake in the success of the business. Their fortune will rise and fall with the value they create for share holders, thus linking their efforts to the long-term stock performance and motivating them to develop and use their abilities and contribute their energies to the fullest possible extent.

　　To motivate senior executives, perquisites or special benefits are also important. Perquisites, such as the company car, mobile phone, first-class air travel, large insurance policies, country club membership, company-paid parking, chauffeur service, etc. can be used as a means of demonstrating the executives’ importance to the organization while giving them an incentive to improve their performance. Besides, perks serve as a status symbol inside and outside the company and provide a tax saving to the executives.

　　In addition, base salary, short-term incentives or bonus are also helpful in motivating senior executives.

　　當(dāng)激勵(lì)高級(jí)管理人員時(shí)，提供股票期權(quán)是很重要的。股票期權(quán)屬于長(zhǎng)期激勵(lì)。成為股票持有者，高級(jí)管理人員將擁有成功企業(yè)的重要股權(quán)。成為了股東，他們的命運(yùn)將隨著價(jià)值起落。因此他們的努力聯(lián)系著長(zhǎng)期的股票成績(jī)這樣激勵(lì)他們最大限度的發(fā)展和運(yùn)用他們的能力貢獻(xiàn)他們的活力。

　　為了激勵(lì)高層職員，特殊的待遇和福利也很重要。特殊待遇，比如公司用車，手機(jī)、頭等艙、大額保險(xiǎn)政策，鄉(xiāng)村俱樂部成員，公司付費(fèi)停車、司機(jī)服務(wù)。這些都能證明對(duì)高層管理者的重視，給他們這些激勵(lì)可以改善他們的成績(jī)。除此之外，津貼作為一個(gè)身份的象征在公司內(nèi)外，并為高層提供節(jié)稅。

　　除此之外，基本工資，短期激勵(lì)或者獎(jiǎng)金也能幫助激勵(lì)高管。

　　(1) What do you think contribute to the work efficiency of employees?

　　你覺得什么有助于提高員工效率?

　　There are many and various contributable factors, such as financial benefits/bonus, effective training, promising career, cozy working environment, paid holiday, profit-sharing plan, stock options, constant communication between the employer and the employee, flexible work hours, compliments and respect from the supervisor and so on.

　　(2) Why are more and more corporations turning away from fixed forms of compensation in favor of variable pay?

　　為什么越來越多的公司拋棄固定工資而選擇采用浮動(dòng)工資?

　　Because variable pay for employees is based entirely on a pay-for-performance philosophy. In order to qualify for variable pay, employees must reach a minimum level of performance, and this brings pressure and stress to employees to work harder for the organizational performance and success.

　　(3) What’s your opinion of motivating salespeople by salary based on a percentage of sales?

　　以銷售傭金的形式激勵(lì)銷售人員，對(duì)此你有何想法?

　　It’s a good idea to push salespersons by a straight commission plan. Commission provides maximum incentive, exerting sufficient effort in maximizing their sales volume. Besides it is easy to compute and understand.

　　(4) What are the advantages and disadvantages of motivating producing workers by piecework?

　　以計(jì)件方式激勵(lì)生產(chǎn)一線的員工有何利弊?

　　The most obvious advantage is the increase of production. Under straight piecework, employees tend to harder and quicker for larger amount of products for they receive a certain rate for each unit produced.

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