Motivating Professional Employees

　　Your company is going to carry out an inventive program to motivate professional employees. You have been asked to make recommendations about this. Discuss the situation together, and decide:

　　l What are your opinions of promoting professional employees

　　l How to motivate professional employees

　　激勵專業(yè)人才

　　你們所在公司準(zhǔn)備實行一項激勵方案來激勵專業(yè)人才。請你們對此提出建議。討論并決定：

　　l 你們對晉升專業(yè)人才有何看法

　　l 如何激勵專業(yè)人才

　　A: You see, engineers in our company play an important role. Like other salaried workers, they also need to be motivated to perform to their full capacity. So we are going to carry out an incentive program to motivate professional employees. Up to now many people suggest promotion. What’s your opinion?

　　B: Promotion is a traditional incentive and widely used to motivate professional employees. Normally when an engineer made a great achievement, he/she would be promoted to be a senior administrator.

　　A: But you know some problems may occur. When taking an administrative assignment, the engineer can no longer fully concentrate on his/her professional field. In the process, the organization may lose a good engineer and gain a poor administrator.

　　B: That’s unfortunate, isn’t it? Don’t worry! There is a way out.

　　A: What is it?

　　B: A double-track wage system! While offering promotion, we can introduce the double-track wage system.

　　A: What do you mean by double-track wage system?

　　B: Let me explain it in this way. If the professionals who are not interested in management and do not aspire to become administrators, then it’s OK, they will remain in their former job. To reward them, they will be offered the comparable sum of salary instead.

　　A: Good idea! Besides the double-track system, we may try performance-based incentive programs.

　　B: For instance?

　　A: Such as profit sharing or stock ownership. Take profit sharing as an example, it gives our engineers opportunity to increase their earnings by improving product quality, reducing operating costs and improving work methods and so on.

　　B: Wonderful idea! In this way we can encourage greater levels of individual performance, stimulate them to think and feel more like partners in the companies and boost morale.

　　A: Exactly!

　　B: Besides, to reward engineers who complete projects on or before deadline dates, or meet professional licensing standards, or are granted patents, etc, we can still offer cash bonuses, paid holiday, and training abroad.

　　A: Yes. They can be effective.

　　A:你知道。我們公司的工程師是非常重要的。就像其他的工人，他們也需要被激勵去全力以赴完成工作。因此我們將會實行一套激勵體系來激勵專業(yè)雇員，現(xiàn)在為止許多人建議晉升，你是怎么看的?

　　B：晉升是一個傳統(tǒng)激勵方法，廣泛應(yīng)用于激勵專業(yè)員工。通常當(dāng)一個工程師取得巨大成就，他將被謹(jǐn)慎到高級管理者。

　　A：但是你知道會發(fā)生一些問題。當(dāng)擔(dān)負(fù)一個管理職責(zé)，工程師 就不能全心致力于職業(yè)領(lǐng)域。在這個過程中，公司會失去一個優(yōu)秀的工程師得到一個缺乏能力的管理者。

　　B: 那樣真遺憾，不是么。不用擔(dān)心，有辦法解決這種問題。

　　A：什么辦法?

　　B：雙軌工資制度。當(dāng)提議晉升時，我們可以引進(jìn)雙軌工資制度。

　　A：什么叫雙軌工資制度?

　　B：讓我用這種方法解釋。如果專業(yè)職員對管理不感興趣也并不渴望成為一個管理者，那么也可以，他們可以保留之前的工作。他們將被提供可觀的工資來作為回報。

　　A：好辦法。除了雙軌工資制度，我們也嘗試基于績效的激勵計劃。

　　B:舉個例子?

　　A：比如利益分享或者持股。以利益分享為例，這給我們的工程師機會通過改善產(chǎn)品質(zhì)量、減少生產(chǎn)成本和改善工作方法等等來增加他們的收入。

　　B：好辦法。用這種方法我們 鼓勵個人表現(xiàn)出更高的水平。刺激他們從公司伙伴的角度來思考和感受和鼓勵士氣。

　　A：確實是這樣!

　　B：除此之外，為了回報那些按時或提前完成計劃的工程師，或者符合專業(yè)合格標(biāo)準(zhǔn)，或者被授予專利權(quán)等等，我們?nèi)钥商峁┈F(xiàn)金分紅，有薪休假和海外培訓(xùn)。

　　A：是的，他們可以是有效的。

　　(1) Is flexible schedule important to motivate staff? (Why?/Why not?)

　　彈性的時間安排對激勵員工重要嗎?(為什么?)

　　Yes, it’s an effective reward especially for those who work to live. Since they don’t live to work, they care a lot about their balanced lifestyle, and flexible schedule which enable them to accommodate their requests conveniently and easily.

　　(2) Is training effective in motivating professional talents?(Why?/Why not?)

　　以培訓(xùn)來激勵專業(yè)人才有效嗎?(為什么?)

　　Yes, it’s an effective reward. To professional talents, technical competence is most important for them. And training can help them to keep up with the latest developments. With training, they can always maintain their edge over others and keep on being the best.

　　(3) Which do you think is more important to people, a good salary or good work conditions?(Why?)

　　你覺得哪個對人們更重要，高薪水還是良好的工作環(huán)境?(為什么?)

　　A good salary. Nobody is willing to accept a low salary. A good salary is necessary for a decent and comfortable life.

　　(4) Is it important for supervisors to praise an employee in public?(Why?/Why not?)

　　對主管而言，當(dāng)眾表揚員工重要嗎?(為什么?)

　　Yes. For a visible progress, whether small or big, public praise can be a supplementary means of motivation, since public recognition brings along the honor and a sense of satisfaction.

　　(5) In what other ways can companies show they value their professional talents?

　　公司可用什么方式來展示公司對員工的重視?

　　To some, you can offer them holidays with their spouse abroad. To others, you may just grant them more challengeable work. And to still others, you should give them luxury and precious gifts such as a new house or a new car.

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