员工

The company is also committed to equal opportunity and believes every employee has the right to carry out their work in an environment that promotes job satisfaction and maximises performance.

本公司也承诺为员工提供平等机会，并相信每个员工都有权在一个提倡工作满足感及最佳工作表现的环境中工作。公司的实力及其发展计划将为员工。。

They are self-confident – leaders cannot be effective mobilisers if they do not display a high degree of confidence in themselves and in their views – but they can also be influenced and are capable of changing their minds when necessary.

同时，这种模范事例能够使员工明白如何找到工作中的问题并倾注所有积极的态度给自己的团队对于一些执行者来说，这种态度不是他们强加给员工的一个规定，而是指挥员工的一种方式他们不断的努力提高业绩——他们自己的，也属于他们的团队的，他们看到每件工作都在不断的进步他们不停的努力去理解影响机构运作的的诱因去识别能够产生价值的支点这种模式之所以重要，是因为它已超出了一句简单的&你可以做得更多&等类似的说词老板始终会要求&更多&，等到更多，但是他们没有必要将这种可以忍受和并不断增长的长期的价值的要求过分的夸大（也就是说，他们经常获得过多的价值，只需要少量的支出，而同时其他方面得到的更多，执行者们在这样的模式下增加有效的价值同时也证明他们自己正不断的提高自己的学识他们是自信的而不是实际善变的领导人，如果他们在自身和自己的信念里没有树立高度的自信心的话，但是他们同样可以被改变，并能够在适当的时候改变自己的看法当他们真的这样做的时候，他们可以清楚的了解他们改变了看法后的真相在另一个效力范围内，许多领导人为掩饰自己没有能力学习而禁止他们周围的人学习的风气虽然赞成的人居多，但是同样无效一些领导人采取了拉拉队长式的态度在没有重点寻求培养解决问题能力需要的要求的前提下，保持恰当的分配这样的领导决不会因为现有制度的不完善而有所作为

The thesis combines the objective reality of Shaanxi chemical fertilizer Co., Ltd. of means of agricultural production closely, On the basis of encourage theory survey to the salarying , at first to influence factor that salary assign , staff of enterprise , carry on network analysis thesis, have carried on research to the salary system current situation of staff of chemical fertilizer Co., Ltd. of means of agricultural production of Shaanxi; Have analysed and got the unequal pay for the equal work, the income can"t reflect actual contribution , lack such questions as thereasonable performance appraisal system ,etc.; Regard theory as guidelines, combine the actual conditions of chemical fertilizer Co., Ltd. of means of agricultural production of Shaanxi, the thesis is from the system goal of the salary mainly, setting-up of the principle and tactics, post appraise, post belong to grade , design , salary of scheme respect to structure administrative staff and key post salary system of staff , enterprise of different levels carry on research; Probed into the supplementary measure that company"s salary scheme is implemented finally in thesis.

论文紧密结合陕西农资化肥有限公司的客观实际，在对薪酬和激励理论综述的基础上，首先对影响企业员工薪酬分配的因素进行了系统分析，对陕西农资化肥有限公司员工薪酬体系现状进行了研究；分析了同工不同酬、收入不能体现实际贡献、缺乏合理的绩效考核体系等问题；以理论为指导，结合陕西农资化肥有限公司实际情况，论文主要从薪酬体系目标、原则及策略的建立、岗位评价、岗位归级、薪酬方案的设计等方面对构建企业不同层次的管理人员和关键岗位员工的薪酬体系进行了研究；论文最后探讨了公司薪酬方案实施的配套措施。

Responsible for the rostering and tracking of division employees and all related time off including holidays, the daily positioning and movement of staff as dictated by needs and changes, the daily input of payroll exceptions, and tracking and recording of attendance.

负责编排及跟进部门员工的工作表和所有相关的休班时间包括假期、因需要及变更而调整的员工每日执勤岗位及流动、值班员工每日的薪金调整、跟进及记录出勤资料。

On the other side, the existence of capital human specificity produced the enterprise quasi rent which caused the holding-up action, so, in order to avoid the knowledge staff holding-up behavior, enterprise must adopt

在借鉴国外激励经验的基础上，本文提出了健全股权激励的相关法规，加强对知识型员工的绩效考核；注重知识型员工职业生涯规划的建立，为知识型员工建立良好的学习文化氛围等措施等建议。

The way of employee's career planning in the future in Taipower Company is to attach importance to employee's career planning. It is better to build a system of career teacher. Help employee to have an appropriate and well-arranged career planning.

台湾电力公司今后在员工生涯规划方面的努力方向将是对员工的生涯规划更加的重视，最好是建立一个良好的生涯规划导师制度，帮助员工作适当、妥善的生涯规划指导。

According to the Two-Factor Theory, the low-level loyalty is based on the hygiene factor and the high-level loyalty is founded on the motivation factor.

通过完善和严格员工进入、停留和离开企业的各项制度，提高员工离开企业的成本，可以培养和提高员工的低层次忠诚。

Well,one reason is the way they're treated once they get there. The people at Disney go out of their way to serve their "guests"as they prefer to call them and to see that they enjoy themselves. All new employees, from vice presidents to part-time workers , begin their employment by attending Disney University and taking "Traditions I ", Here, they learn about the company's history! How it is managed and why it is successful. They are shown how each department relates to the whole. All employees are shown how their part is important in making the park a success. After passing "Traditions I", the employees go on to more specialized training for their specific job. No detail is missed. A simple job like taking tickets requires four eight-hour days of training. When one ticket taker was asked why it took so much training for such a simple, ordinary job, he replied,"What happens if someone wants to know where the restrooms are, when the parade starts or what bus to take back to the campgrounds? We need to know the answers or where to get them quickly. Our constant aim is to help our guests enjoy the party."

其中一个原因就是他们落地便受到的待遇，迪士尼的侍者总是不遗余力的以讨好&客人&并让他们满足所有的员工，从副总到临时工，在从业前都要读迪士尼大学并主修&传统I&在这里他们学习迪士尼的历史，如何管理与为何成功，他们也要全方位的了解各个部门的联系，每个员工都要了解他们份内的工作的重要性以及如何使主题公园经营更加成功但完成&传统I&课程后员工们将深入了解并投入他们各个职位的专项训练课程，细节毫无疏漏一个简单的剪片工作也需要4个8小时工作日来进行训练当一位检票员被问及为何这种索然无味的工作也要那么长的训练时间，他如是说：如果有客人问道洗手间怎么走，大游行什么时候开始或者哪辆巴士能把他们送回营地，我们必须知道答案或已最快的带他们到那里，我们持续的目标就让客人享受他们的盛宴。

The group also found stress increased significantly with age - rising from 19% in the 15-24 age bracket to 23% for those aged 45 and above.

在15到24岁的员工中，只有19%的员工感到工作压力大，而45岁和45岁以上的员工中则有23%的人有这样的感觉。

The psychological contract is close to staff's work degree of satisfaction.

心理契约的维护有助于提高员工工作满意度，员工的行为、绩效与态度之间存在密不可分的关系，从而大大增强了员工所在的群体的凝聚力，而看似与绩效不相关的凝聚力也已成为企业发展的一个重要变量，较高的组织群体凝聚力与高绩效之间存在着密切的联系。

Singer Leona Lewis and former Led Zeppelin guitarist Jimmy Page emerged as the bus transformed into a grass-covered carnival float, and the pair combined for a rendition of "Whole Lotta Love".

歌手leona刘易斯和前率领的飞艇的吉他手吉米页出现巴士转化为基层所涵盖的嘉年华花车，和一双合并为一移交&整个lotta爱&。

This is Kate, and that's Erin.

这是凯特，那个是爱朗。