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急求中英文翻译！！！！

由于本人毕业论文需要有3000字的外文文献翻译
鄙人翻译水平有限，在此跪求各位大虾帮帮忙（T.T）

员工激励的“四力模型”
如何让员工创造出最佳绩效是管理者长久以来面临的严峻挑战。近年来，神经科学、生物学、进化心理学等领域的跨学科研究告诉我们，人类具有四种基本的情感需求或驱动力，而这些驱动力正是我们一切行为的基础。实证研究表明，受到激励的员工能创造出更好的业绩。因此，管理者要想激励员工，就应该了解这些驱动力以及可以采取哪些举措来满足这些驱动力。

获取 人们总是设法去获取一些稀缺的东西，以增加自己的幸福感。当这个驱动力得到满足时，我们会感到高兴；反之，则会觉得不满意。这个驱动力往往是相对的（我们总是拿自己与别人进行比较），而且是难以满足的（我们总是想得到更多）。

结合 许多动物都与自己的父母、亲属或种群建立密切关系，但只有人类把这种关系扩展到了更大的群体，如组织、社团和民族。“结合”驱动力得到满足，人们就会产生热爱、关怀等强烈的积极情感；反之，则会出现孤独、愤世嫉俗等消极情感。在工作环境中，当员工为自己是组织的一员而感到自豪时，他们的激励度就会大大提高；而当组织背叛了他们时，他们就会士气低落。

理解 我们都渴望了解周围的世界，于是提出各种理论去解释各种事情，并且提出合理的行动和应对措施。当事情看上去毫无意义时，我们会感到沮丧；而寻找问题答案的挑战，一般会让我们充满激情。在工作环境中，员工所做的工作如果具有挑战性，并能让他们成长和学习，他们就会受到激励；而当他们所做的工作看起来毫无价值或毫无前途时，则会士气低落。

防御 在面对外来威胁时，保护自己，保护我们的财产和成就、家庭和朋友、思想和信仰，是我们的天性。这种驱动力根植于“斗不过就逃”的基本反应中，这种反应是大多数动物所共有的，但对于人类来说，它不仅表现为攻击性或防御性的行为，还表现为寻求建立一系列制度来推动正义，明确目标和意图，并且允许人们畅所欲言。这种驱动力得到满足后，人们会觉得安全和自信，否则就会产生恐惧、憎恨等强烈的消极情感。

这四个驱动力都是相互独立的，没有主次之分，也不能相互替代。要想充分激励员工，管理者就必须同时满足所有四个驱动力。事实上，每个情感驱动力都可以用不同的组织杠杆最有效地加以满足。

奖励制度 “获取”驱动力最容易通过组织的奖励制度得到满足。当然，这还得看组织的奖励制度能否有效界定员工的不同表现，将奖励与绩效挂钩，以及给予最优秀的人员晋升的机会。

文化 要满足“结合”驱动力，在员工之间培育强烈的同志情谊，最有效的方法就是建立一种促进团队合作、协作、开放和友谊的文化。

岗位设计 满足“理解”驱动力的最佳途径是设计出有意义、有乐趣且具有挑战性的岗位。

绩效管理和资源配置流程 公正、可信、透明的绩效管理和资源配置流程，有助于满足人们的“防御”驱动力。

另外，员工的直接上司对于员工激励度起着与组织政策同样重要的作用。员工虽不指望上司对公司的整体奖励制度、文化、岗位设计或管理体制施加重大影响，但他们清楚上司在自己的影响力范围内确实有一定的决定权。例如，管理者可以在表彰、认可和任务选派上，把奖励与员工表现挂钩。

管理者只有在组织的制约条件下尽最大努力满足员工的所有四个驱动力，才能最有效地提高对员工的激励效果，提升组织的业绩。

Answer 1

The "four employees incentive model."
How to create the best employee performance is manager for a long time of challenge. In recent years, the neural science, biology and evolution of interdisciplinary research areas such as psychology, humans have told us four basic emotional needs, and the force driving or what we all the basis of their behavior. The empirical research shows that, by the employee can create better performance. Therefore, to motivate employees, managers should understand the driving force and can take what measures to meet the driving force.

Get people always try to get some things, to increase the scarcity of his happiness. When the force satisfied, we will feel happy, Conversely, it will feel dissatisfied. This force is often the relative (we always compare themselves with others), and it was difficult to satisfy (we always want more).

Many animals are combined with their parents and relatives or close relationship between population, but establish the relationship between human expanded into larger groups, such as organization, community and national. "Driving", people will generate loving, caring, strong positive emotions, etc. Conversely, it will appear as negative emotional loneliness, cynical. In the work environment, when the staff for oneself is a member of the organization are proud of their motivation and will greatly improve, And when they had rebelled against their will and morale.

We are eager to understand about the world around them, and then put forward various theories to explain all things, and put forward the reasonable action and countermeasures. When things seem pointless, we will feel frustrated, While looking for answers to questions, the challenge will let us full of passion. In the working environment, workers work done if challenging, and allows them to grow and learn, they will be incentive, And when they do look no value or no future, will be demoralized.

In the face of threats defense, to protect themselves, to protect our property and achievements, family and friends, thoughts and beliefs, it is natural to us. This force is rooted in the "fight but fled" basic response, this is common, but most animals to humans, it not only the offensive or defensive behavior, but also to build a system to promote seek justice, clear goals and intention, and allow people to speak freely. This force have been fulfilled, people think and self-confidence, otherwise will fear and hate strong negative affection.

These four drivers are independent of each other, no secondary, also cannot substitute mutually. To fully motivate employees, managers must satisfy all four driving force. In fact, every emotional force can use different organizations leverage to satisfy the most effectively.

Reward system "gain" the most easily through the organization of driving system of rewards. Of course, it also depends on the organization's reward system can effectively define employee performance, will reward with different performance, and give the best chance of promotion of personnel.

Culture to meet the "combination" force among employees, cultivating strong friendship, the most effective way is to establish a promote teamwork, cooperation, open and friendly culture.

Post design satisfy "understanding" force is the optimal way to design a meaningful and have fun and challenging positions.

Performance management and resource allocation process fairness, credible, transparent, performance management and resource allocation process, help satisfy people's "defensive driving".

In addition, the direct supervisor for employees and motivational degrees plays an important role as organizational policy. Although do not expect to staff the whole company boss incentive system, culture, post design or management system exerting significant effect, but they clearly superior in their influence within the scope of a certain power. For example, in recognition, managers can select and tasks, the rewards and employee performance.

In the organization of managers only under the condition of the utmost efforts to satisfy all four driving force, the employee can most effectively improve the incentive effect on employees, improve the organizational performance.

Answer 2

Staff Motivation "four forces model" to create the best performance of the staff is faced with long-standing management challenges. In recent years, neuroscience, biology, evolutionary psychology and other areas of interdisciplinary research tells us that human beings have four basic emotional needs or drivers, which driver is the foundation of all our actions. Empirical studies have shown that motivated employees to create better performance. Therefore, managers order to motivate employees, they should understand these drivers and what measures can be taken to address these drivers.
People always try to get access to a number of scarce things, to increase their own happiness. When the drivers are met, we will feel happy; the other hand, will feel dissatisfied. The driving force is often relative (we always compare yourself with others), and is not satisfied (we always want more).
Combination of many animals and their parents, relatives or close ties population, but only human beings to extend this relationship to the larger groups such as organizations, associations and people. "Combined" driving force are met, people will produce love, care and other strong positive emotions; the other hand, appears lonely, cynical and other negative emotions. In the work environment, when the employee is a member of the organization itself proud, they will greatly enhance the degree of incentives; and when the organization betrayed them, they will morale.
We are eager to learn to understand the world around, then put forward various theories to explain various things, and reasonable actions and responses. When things seem meaningless, we will feel depressed; and the challenge to find answers to questions in general makes us passionate. In the work environment, employee work if challenging, and allow them to grow and learn, they are motivated; and when they work seem worthless or no future, the morale will be low.
Defense in the face of external threats, protect themselves, to protect our property and achievements, family and friends, thought and belief is our nature. This drive is rooted in "match for him before fleeing," the basic reaction, this reaction is common to most animals, but humans, it is not only for the offensive or defensive behavior, but also the performance of the search establish a system to promote justice, clear goals and intentions, and allow people to speak freely. Such drivers are met, people will feel safe and confident, otherwise you will fear, hatred and other strong negative emotions.
These four drivers are all independent of each other, there is no primary or secondary, are not interchangeable. To fully motivate employees, managers must meet all four drivers. In fact, each emotion can be driven with different organizations to leverage the most effective way to meet.
Reward system "for" driving force most likely by the organization's reward system are met. Of course, this will have to see whether the organization's reward system for staff to define the different effective performance will be performance-related incentives, and give the best chance for promotion.
Culture to meet the "combined" driving force in fostering a strong staff camaraderie among the most effective way is to establish a team to promote cooperation, collaboration, openness and friendship and culture.
Post design to meet the "understanding" the driving force is the best way to design a meaningful, fun and challenging positions.
Performance management and resource allocation process fair, credible and transparent performance management and resource allocation processes to help meet people's "defensive" driving force.
In addition, the direct supervisor of the staff employee motivation and organizational policies as degrees play an important role. Employees while not expect the overall boss of the company's reward system, culture, job design or management system to exert significant influence, but they are clearly superior in their own sphere of influence is indeed a certain decision. For example, managers can recognize, the task selected on the recognition and to reward employee performance and linking.
Management constraints in the organization only under the conditions of the staff do their utmost to meet all four drivers, the most effective way to improve the incentive effect on staff to improve organizational performance.