Team building, motivation, and performance feature widely in modern business-speak.
《柯林斯英汉双解大词典》
2. 组织需要明确的指挥、即定的主次顺序、绩效标准，以及正确的管理。
Organizations need clear direction, set priorities and performance standards, and clear controls.
《柯林斯英汉双解大词典》
3. 有些绩效评估要求主管采取行动。
Some performance evaluations require supervisors to take action.
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4. 管理者需要将奖励与绩效挂钩。
Managers need to make rewards contingent on performance.
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5. 这几乎可以肯定地将墨菲定律应用于上述绩效管理。
This almost certainly applies Murphy's Law to the performance management mentioned above.
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6. 总之，团队精神和有效的沟通有利于员工和企业的绩效。
In short, team spirit and effective communication are conducive to employee and business performance alike.
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7. 绩效团队最吸引我的是他们对Iris工作的热情和自豪。
What attracted me the most towards the Performance Team was their enthusiasm and pride in their work at Iris.
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8. 因此，管理者必须确保员工对他们的努力能够实现绩效目标有信心。
Managers must be sure, therefore, that employees feel confident that their efforts can lead to performance goals.
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9. 主管应该认可员工的高绩效，这样员工才能继续在未来有良好的表现。
Supervisors should acknowledge high performance so that the employee will continue to perform well in the future.
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10. 一群人并不是自动形成一个团队，因此团队建设可能是提高团队绩效的必要条件。
A group of individuals is not automatically a team, therefore team building may be necessary in order to improve the group's performance.
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11. BAM移动版的灵感来自于您可以在任何地方都可以随时了解自己的业务绩效的想法。
BAM mobile is inspired by the idea that you can be anywhere and still be informed on your business performance.
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12. 然而，为了平等而模仿竞争对手的薪酬政策，意味着忽视了薪酬作为一种强调长期绩效的手段的价值。
However, mimicking the compensation policy of competitors for the sake of parity means neglecting the value of compensation as a means of stressing long-term performance.
The U.S. hotel industry is projected to end 2010 with increases in two of the three key performance measurements, according to STR's monthly forecast update.
A company's performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants' interests.
In the US, the Sarbanes-Oxley Act of 2002 has pushed most public companies to defer performance bonuses for senior executives by about a year, slightly helping reduce "short-termism".
Firms' human resources, in and of themselves, did explain improved performance, and some firms gained IT-related advantages by merging IT with complementary resources, particularly human resources.
If you can give your boss something he or she needs (a new client or a sizable contract, for example) just before merit pay decisions are being made, you are more likely to get the raise you want.
As countless boards and business owners will attest, constraining firms from firing poorly performing, high-earning managers is a handbrake on boosting productivity and overall performance.
