场景背景介绍:一位管理学科的导师对两名学生的调研进行辅导,在过程中导师不断对学生的研究进行提问,目的在于激发学生的独立思考能力及发掘遗留问题。

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HINTS
Philip
So how should managers deal with this? Rewards. When an individual demonstrates the behaviour the organisation expects, some kind of incentive can be given. What's important here is that this happens right at the beginning so new recruits learn the rules of the system immediately. Also the incentive should be something the individual actually wants, and this isn't always just money. Come back to you, Philip. You were saying that recognition of good performers is essential. What else should managers be looking for? Well, managing people means you not only have an understanding of your employees, but you also recognise the culture of the organization. In fact, for some organizations creativity and individuality may be the last thing they want to see during working hours. Very true. Yes, but managing people isn't as easy as it looks. For example, change in the workplace can be quite tricky, especially if there's a need to increase profit. And at times like these managers may have to give priority to profit rather than individual staff needs. Yes, and that creates difficult situations for people. Yes but what's important is that managers are able to deal with quite high levels of personal stress. During times of change they should be thinking not only about the strain on their staff but take time out to think of themselves.
那么经理们如何处理这种情况? 奖励。当个人行为符合组织期望时,应该给予个人某种激励。重要的是这种情况刚好发生在最初,因此新招募的人员可以迅速领会系统的规章制度。同样激励物也应该是个人真正想要的,而不仅仅总是金钱激励。 菲利普,回到你这里来。你说辨认出好的执行者人是十分重要的。经理们应该找什么? 管理人员不仅意味着你要理解你的雇员,你对组织文化也要有认识。实际上,对于某些组织来说,在工作期间最不愿意看到的是创造性和个性。 十分正确。 是的,管理人不像看起来的那么容易。比如,在工作场所的改革就十分棘手,特别是在需要提高利润的时候。在这种情况下,经理们可能不得不先考虑利润而不会先考虑单个雇员的需要。 是的,那会使人们处境困难。 是的,但是重要的是经理们要有能力处理高强度的个人压力。在变革期间,他们不仅要考虑他们雇员的承受压力,也要考虑一下他们自己承受的压力 ——译文来自: 社会生物