Question

请英语高手来帮我翻译下~谢谢！急

5.1.2 Work behavior
In many cases, it is difficult to determine directly attributed to the work of the staff of concrete results, posts for staff functions and work groups belonging to a part of the staff is particularly true. In the latter case, the groups may be easier to evaluate performance. But every group member's contribution would be difficult or even impossible to clearly separate areas. In such circumstances, the work of the staff conduct examination is a very natural thing.
Output is not good results come knocking on the door, but staff of the results of the action taken. Work conduct examinations to staff clear which actions are effective, which is not acceptable. specify the duties of the staff. Sometimes the work conduct evaluation of outputs than the results of a more comprehensive examination, but also more accurate. It is not only the examination can be controlled by the staff, but also the employees should clarify what measures to take to achieve a good result outputs.
5.1.3 Personal qualities
Personal qualities refers to a person in different contexts displayed some of the lasting stability characteristics, such as honesty, loyalty, reliability, obedient and good attitude, initiative and sense of responsibility, hard work, cooperation, courage, ambition, experience and shy, shrinking, the lazy, and so on. Personal characteristics is the three assessed the weakest one, but the application is very extensive. The reason why it than work performance and acts weak, because it is the farthest away from the performance, as loyal, reliable, good attitude, The hard-working, experienced such characteristics is not necessarily a good performance with a high degree of correlation. But we can not ignore the fact that the personal qualities are often used to staff performance appraisal standards. In many cases, personal qualities even in performance appraisal plays a key role due to their own staff with the personal qualities of leadership and the 1980, performance evaluation is to find grounds for such recognition.
Personal characteristics and performance in the relationship between an intermediate variables -- job requirements should pay attention to the individual characteristics and requirements of the work coordinated. The staff of the satisfaction and mobility depends on their personal inclinations and occupational characteristics of the match, When personal and professional qualities to match, they would bring a higher degree of satisfaction and lower liquidity preference, turn higher performance.

Answer 1

5.1.2工作行为
在许多情况下，难以确定直接归因于对具体成果，为工作人员的职能，属于一个工作组的部分工作人员职位的人员的工作，尤其如此。在后一种情况下，该亏败集团可能会更容易进行性能评估。但每一个小组成员的贡献将是很难甚至无法说清楚的地方是分开基空亏的。
在这种情况下，工作人员进行审核工作是一个很自然的事情。
输出不是很好的结果出来了敲门，但所采取的行动的结果的工作人员。工作人员进行考试，明确哪些行为是有效的，这是不能接受的。指定工作人员的职责。有时，工作比一个更全面的检查结果产出进行评价，但也更准确。
它不仅可以控制考试的员工，还应该澄清的员工采取何种措施以达到良好的效果输出。
5.1.3个人素质
个人素质是指一个人在不同环境下展示了持久稳定的特征，如诚实，忠诚，可靠，服从和良好的心态，主动性和责任感，勤奋，合作，勇气，雄心，经验和羞涩，一些萎缩，懒惰，等等。个人特点是三个评估最弱的一个，
但应用十分广泛。它之所以比工作表现和行为弱，因为它是距离最远为忠诚，可靠，性能良好的心态，勤劳，经验丰富等特点不一定是一个有高度的相关性良好的性能。但是，我们不能忽视的事实是个人素质往往是用来事实
员工绩效考核标准。在许多情况下，即使在绩效评估个人素质起着由于其与领导的个人素质和1980年，绩效评估是找理由，这种认知自己的工作人员的关键作用。
个人特征及中间变量之间的关系表现 - 工作要求，应注重个人特点和协调工作的要求。对流动人员的满意和依赖于他们的搏神个人倾向和职业特点的匹配，
当个人和专业素质相匹配，他们将带来的满意程度较高和较低的流动性偏好，把更高的性能。