PART ONE: Interview

　　(1) What do you think can encourage employees to stick around?

　　你認(rèn)為什么能留住員工/使員工不跳槽?

　　To keep workforce stable is a challenge for every company. Opportunities for growth in the company, a good work relationship, career plans for employees, providing or paying for training, a sense of empowerment, open communication and even praising employees can help retain employees.

　　(2) What do you think of staff turnover?

　　你對(duì)員工流失有何高見(jiàn)?

　　Staff turnover is not a problem, but a symptom. There appears nowadays a race of knowledge nomads, hopping from one job to another, making contribution and commitment to each company they work. Increasing employee mobility appears to be a fact of corporate life in the 21st century.

　　(3) Are financial incentives the most important thing to retain employees?(Why?/Why not?)

　　金錢(qián)激勵(lì)是留住員工的最重要手段嗎?(為什么?)

　　Yes, definitely. Since people work primarily to earn bread and milk. Financial incentives undoubtedly contribute to a decent and comfortable life, which in turn will enhance commitment and boost morale and retention. Nobody will leave a job, if reasonably paid.

　　(4) Is it important to involve staff in decision-making in the company?(Why?/Why not?)

　　讓員工參與決策重要嗎?(為什么?)

　　Yes, definitely. Involving staff in decision-making in the company gives the employees a sense of empowerment and ensures the active participation of the staff, which can be very helpful and contributable to low turnover, democratic atmosphere and high productivity.

　　Knowledge nomads and commitment

　　知識(shí)型游牧族與敬業(yè)精神

　　By Mallory Stark

　　Knowledge nomads are highly mobile workers.

　　知識(shí)型游牧族是指流動(dòng)極為頻繁的員工。

　　Like nomadic people, they move frequently from place to place.

　　如同游牧民，他們不斷地從一個(gè)地方遷徙到另一個(gè)地方。

　　No one organization is their home or life.

　　沒(méi)有哪個(gè)公司會(huì)成為他們的家或人生的港灣。

　　But also like nomadic people they build homes.

　　不過(guò)他們也像游牧民一樣筑槽壘窩

　　Increasing employee mobility- the degree to which workers change companies-appears to be a fact of corporate life in the 21st century.

　　越來(lái)越頻繁的員工流動(dòng)—員工頻繁跳槽—似乎是21世紀(jì)企業(yè)所面臨的現(xiàn)實(shí)。

　　But are such workers less committed to their employers as a result?

　　那么這些員工是不是就因此不那么敬業(yè)了呢?

　　The common perception is that workers who hop from job to job are less committed; perhaps even suffer from an inability to commit.

　　人們一般認(rèn)為，不斷跳槽的員工不如終身待在一個(gè)企業(yè)的員工敬業(yè)。

　　However, according to Todd L. Pittinsky and Margaret J. Shjh, in Knowledge Nomads: Organisational Commitment and Worker Mobility in Positive Perspective from the February issue of American Behavioral Scentist, the reality is that this new generation of “knowledge nomads,” while moving frequently, do form attachments and commit to employers when they stop.

　　然而，根據(jù)托德 L 彼丁斯基和瑪格麗特 J 西發(fā)表在《美國(guó)行為科學(xué)家》二月刊上的文章《知識(shí)型游牧民：從肯定的視角看敬業(yè)與員工流動(dòng)》，這些新興的知識(shí)游牧族，盡管不斷地跳槽，但一旦在某家公司逗留，他們事實(shí)上也對(duì)雇主負(fù)責(zé)，忠誠(chéng)于雇主。

　　They are motivated to work hard, and commit themselves strongly to the companies in which they sojourn.

　　通過(guò)激勵(lì)，他們會(huì)不遺余力、全心全意為所逗留的企業(yè)奉獻(xiàn)自己的聰明才智。

　　But these commitments do not prevent the workers from moving again.

　　但是這些投入并不能組織他們停止跳槽。

　　They form commitments when and where they stop.

　　無(wú)論停留在何時(shí)、何地，他們都一樣敬業(yè)。

　　According to Todd L. Pittinsky, workers who are highly mobile (who move to new companies frequently) can be as committed to companies as workers who stay put in a single company.

　　根據(jù)托德 L 彼丁斯基的觀點(diǎn)，流動(dòng)頻繁的員工(即頻繁更換公司的員工)和終生待在一家公司的員工一樣的忠誠(chéng)于所在的公司。

　　Employee commitment and employee mobility are wholly separate.

　　員工敬業(yè)與員工流動(dòng)沒(méi)有絲毫的必然聯(lián)系。

　　Study by Todd L. Pittinsky and Margaret J. Shih shows that there was no inverse relationship between employee commitment and employee mobility.

　　他們的研究表明，員工敬業(yè)與員工流動(dòng)不成反比關(guān)系。

　　It was important to demonstrate this because there is a deeply ingrained belief among managers and management researchers that committed workers stay in companies and do not move.

　　闡明這一點(diǎn)很重要，因?yàn)榻?jīng)理們和從事管理研究的研究人員都堅(jiān)信，有奉獻(xiàn)精神的員工會(huì)長(zhǎng)期待在一家公司，不會(huì)不斷地跳槽。

　　They tested the relationship multiple ways, and ran multiple statistical analyses, and found something very different and exciting.

　　他們的研究從多角度測(cè)試兩者的關(guān)系，從多角度進(jìn)行數(shù)據(jù)分析，結(jié)果(與大眾觀點(diǎn))完全不同，這令人興奮不已。

　　It was found that commitment to company can coexist with high mobility.

　　研究表明，頻繁的流動(dòng)與敬業(yè)是可以并存的。

　　Moving between companies a lot does not prevent workers from committing to companies.

　　頻繁更換公司并不阻礙員工對(duì)公司的奉獻(xiàn)與敬業(yè)。

　　It is very common for folks to say today that workers are committed to their projects or to their own career, and not to companies. Nonsense.

　　當(dāng)今，還常聽(tīng)人們說(shuō)，員工只會(huì)忠誠(chéng)于自己的項(xiàng)目或事業(yè)，不會(huì)獻(xiàn)身于某個(gè)企業(yè)，這純屬無(wú)稽之談。

　　Employees can be committed to both themselves and to their companies.

　　員工既會(huì)對(duì)自己的事業(yè)全力以赴，也會(huì)對(duì)雇傭的公司不遺余力。

　　考試網(wǎng)校課程培訓(xùn)：選擇考試網(wǎng)讓全體學(xué)友見(jiàn)證你的進(jìn)展！新的商務(wù)英語(yǔ)網(wǎng)校培訓(xùn)課程緊貼新題型，助你直擊四大專項(xiàng)，24H在線答疑，商務(wù)英語(yǔ)輕易掌握！開(kāi)課三日內(nèi)不滿意無(wú)條件退費(fèi)！商務(wù)英語(yǔ)初中高級(jí)各項(xiàng)套餐學(xué)習(xí)班，針對(duì)考生量身打造！

　　統(tǒng)一服務(wù)熱線：4000-525-585