留学生Report代写范例-销售行业的激励。本文是一篇留学生report写作范文，在这份report中，我将谈论我在信实人寿担任销售经理时面临的绩效管理。销售工作以绩效为基础，如果一个人没有积极性，他就不会表现出色，这对他和公司都是一种损失。在我的工作场所，我遇到了很多问题，因为那里有一位伟大的工作传道者，没有时间做这件事，而我的顾问没有那么高效地为公司赢得好生意。信实公司三合会通过提供不同的培训来激励他的顾问。许多人在工作场所都面临着同样的问题，这是我们生活中非常重要的一部分。绩效管理中还存在一些其他问题，这些问题会导致失败。在这份report中，我将把绩效管理与不同的激励理论和绩效管理中的问题，以及以不同方式影响绩效管理的个人行为联系起来。找到激励员工表现良好的解决方案，以及经理应该做什么来激励员工努力工作。下面就一起来看一下这篇留学生report代写范例的具体内容。
In this project I am going to talk about Performance management which I faced when I was doing job with Reliance Life Insurance as a sales manager. The sales job is based on performance based and a person should be high motivated to achieve the given targets if he is not motivated he will not perform well and this is a loss for him as well as for company also. I faced lots of problem at my work place because there was a big preacher of work and no time to do that and my advisor were not that much efficient to get good business for the company. Reliance company triad to motivate his advisor by giving different training. Many people are facing the same problem at their work place and this is very important part of our life. There are some other problems which come in the performance management which leads to failure. In this project I will relate performance management with different motivation theories and problems in performance management, behaviour of the individual which affect this in different way. Finding the solution of motivation to perform well and what manager should do to motivate his employee to work hard.
Introduction 引言
In sales job people are facing so much performance preacher and motivation is playing a big role to achieve the target and helping to improve their performance. Performance management is the how people are working to towards their objective (performance management). Objective can be short-term or annual; the important is how is the balance between defining what the organisation requires to be achieved and what is the motivation towards achieving target [1] (The motivation hand book, Hollyforde and Whiddett, pg- 217). Performance is based on individual behaviour. According Susan M. Heathfield “Performance management is a work environment which we create for those people who are enabled to perform beat as per their ability. Performance management starts with job with whole work system and its and when employee leave the job [4].In other word we can say the performance management is contribution of effective management by individual or team to achieve high level of organisation performance [2].overall we can say the performance management is important in every organization and to do it effectively motivation is very important.
在销售工作中，人们面临着如此多的绩效宣传员，而动机在实现目标和提高绩效方面发挥着重要作用。绩效管理是指人们如何努力实现其目标（绩效管理）。目标可以是短期的或年度的；重要的是如何在定义组织需要实现的目标和实现目标的动机之间取得平衡。绩效取决于个人行为。根据希思菲尔德“绩效管理是一种工作环境，我们为那些能够根据自己的能力表现出色的人创造。绩效管理从工作开始，包括整个工作系统及其员工离职时。换言之，我们可以说绩效管理是个人或团队有效管理对实现高水平组织绩效的贡献。总体而言，我们可以认为绩效管理在每个组织中都很重要，要有效地做到这一点，激励非常重要。
Company Introduction 公司简介
My company was Reliance Life Insurance which deals in life insurance business. Company has many branches in India and many employees working in this company. As sales manager we have to make our own advisor to get business. Company started in 2006 with investment of 11 million dollar.
我的公司是经营人寿保险业务的信实人寿保险公司。该公司在印度有许多分支机构，许多员工在该公司工作。作为销售经理，我们必须让自己的顾问来做生意。公司成立于2006年，投资1100万美元。
Structure-结构
The organization structure of the company as branch level is Branch Manager is on the top level of the branch and then Sales manager and the Advisor. Branch manager take daily report from sales manager and the sales manager take business from the advisor and it’s a tough marketing job to take business from the advisor because of the high competitive market. Sales manager has to motivate his advisor to get good business.
公司作为分支机构的组织结构是：分支机构经理位于分支机构的最高层，然后是销售经理和顾问。分公司经理从销售经理那里获取每日报告，销售经理从顾问那里获取业务，由于市场竞争激烈，从顾问那里获得业务是一项艰巨的营销工作。销售经理必须激励他的顾问获得好生意。
Sales job is a performance based job if you perform well you will get good inactive, rewards, promotion. You will get this if you achieve your given targets and if you are highly motivated.
销售工作是一项基于绩效的工作，如果你表现出色，你将获得良好的不活跃、奖励和晋升。如果你实现了既定目标，并且你的积极性很高，你就会得到这一点。
The issue or Problems-议题或问题
The insurance company itself passing through different advisor problems because only advisor get business from the market and they must be responsible for their work. To motivate advisor company followed the McGregor X theory of motivation. Advisor on the other hand suffered from the hygiene factor and to resolve this company use theory which given by the Frederick for motivation. The expectancy theory for high moral and there expectation from there work to increase business of the company. Take all issue of the advisor and apply different theory of motivation can help to improve performance.
保险公司本身也会遇到不同的顾问问题，因为只有顾问才能从市场上获得业务，他们必须对自己的工作负责。激励顾问公司遵循麦格雷戈X激励理论。另一方面，顾问受到了卫生因素的影响，并利用弗雷德里克提出的理论来解决这一问题。高道德的期望理论和由此产生的期望对公司的业务增长起作用。考虑顾问的所有问题，运用不同的动机理论可以帮助提高绩效。
THE X THEORY OF MOTIVATION BY MCGREGOR –麦格雷戈的X动机理论
According to x theory of McGregor, average employee don’t like to work because he is directed, controlled, corrected towards organization long-term goal. People try to work on that why so that they can avoid responsibility. They run from their responsibility because they don’t get know the benefits of the good work.
根据麦格雷戈的x理论，普通员工不喜欢工作，因为他被引导、控制、纠正，以实现组织的长期目标。人们试图解决这个问题，以避免承担责任。他们逃避责任，因为他们不知道好工作的好处。
In my company we facing there problem because of this system going on the X theory of McGregor and the company assume that advisor do not want to work because they were not trained and they were highly demotivated because lake of training and no clear organization goal. The management realise the situation and tried to resolve this by giving high training of business and motivation.
在我的公司，我们面临着这个问题，因为这个系统遵循麦格雷戈的X理论，公司认为顾问不想工作，因为他们没有受过培训，而且他们缺乏培训，没有明确的组织目标，因此非常缺乏动力。管理层意识到了这一情况，并试图通过对业务和动机进行高水平培训来解决这一问题。
THE EXPECTANCY THEORY OF MOTIVATION-动机的期望理论
The expectancy theory of motivation says that work react according to the force of environment. Course of action depends on person to person, perceived action lead people to choose their action and in the possible alternative people use rational choices. It’s a subjective probability; the act of the person will lead to a certain outcome.
动机的期望理论说，工作是根据环境的力量做出反应的。行动的过程取决于人与人之间，感知的行动引导人们选择行动，在可能的替代方案中，人们使用理性的选择。这是主观概率；这个人的行为会导致某种结果。
There are many factors that shows that weather a person perform as desired expectancy theory formulates this uncertainty as effort of performance expectancy, only hard work gives outcome. The second theory says that performance followed by the outcome. This outcome includes awards, promotion, pay increase and bonus. The third theory is valence. It has a range of value expressing the degree of avoidance or attraction which shows that the person is associate with the income. The function of motivation is F=V X I X E and this is based on assumptions.
有许多因素表明，一个人是否能达到预期的绩效理论将这种不确定性表述为绩效预期的努力，只有努力才能产生结果。第二种理论认为，表现之后是结果。这一结果包括奖励、晋升、加薪和奖金。第三种理论是价态。它有一个价值范围，表示回避或吸引的程度，表明该人与收入有关。动机的函数是F=V X I X E，这是基于假设的。
The effect of valence in Reliance Life Insurance Company and by motivational point of view can say that there was low morale level in the advisor and on fair input by them. The expectancy level was also very low because there was no reward for the good work. If any advisor doing good job he got treated same as other low performer advisor. This behaviour increase dissatisfaction among the good advisors.
Reliance Life Insurance Company的价格效应和激励观点可以说，顾问的士气水平很低，他们的投入也很公平。预期水平也很低，因为没有好工作的奖励。如果任何一位顾问做得很好，他会得到和其他低绩效顾问一样的待遇。这种行为增加了优秀顾问的不满。
TWO FACTOR MOTIVATION THEORY BY HERZBERG-双因素激励理论
American psychologist Frederick Herzberg develops the theory of job enrichment at first and it say the different factor between the job satisfaction and job dissatisfaction. The first factor is about motivator as known as job or content factor and the second factor is known as hygiene factor or organizational context factor. The advisor of the Reliance Company were unskilled and their work satisfaction dependent upon hygiene factor. Insurance company need to redesign the job to increase the business by motivation which lead the performance improvement, absence of hygiene factor and the reward system in the company and that’s why the advisor were not satisfied with job. Advisor were not satisfied with this at all because other factor like socioeconomic, personal factor also affect this and the absence of hygiene factor like irregularity in commission, rewards etc. also there. The company policy in this mater was not good and the expectancy level of the sales manager and the advisor came down very low.
美国心理学家弗雷德里克·赫茨伯格首先提出了工作充实理论，并指出了工作满意度和工作不满之间的不同因素。第一个因素是被称为工作或内容因素的激励因素，第二个因素被称为卫生因素或组织环境因素。信实公司的顾问不熟练，他们的工作满意度取决于卫生因素。保险公司需要重新设计工作，以通过激励来增加业务，激励会导致公司业绩改善、缺乏卫生因素和奖励制度，这就是为什么顾问对工作不满意的原因。顾问对此完全不满意，因为其他因素，如社会经济因素、个人因素也会影响到这一点，并且没有卫生因素，如佣金、奖励等方面的违规。这所学校的公司政策不好，销售经理和顾问的期望水平很低。
GOAL SETTING THEORY OF MOTIVATION OR TASK MOTIVATION THEORY 动机目标设定理论或任务动机理论
The immediate relationship between employees pay and performance is goal setting theory. There are different preposition in goal setting theory. This preposition lead certain specific goal which followed by motivational techniques.
员工薪酬与绩效之间的直接关系是目标设定理论。目标设定理论中有不同的介词。这个介词引导特定的目标，然后是动机技巧。
Difficult goal 困难的目标
According to E.A.Locke “More difficult goal result in higher level of performance then easy goals”.
根据E.A.Locke的说法，“更难的目标会导致更高的绩效水平，而不是容易的目标”。
Specific goal 具体目标
Specific goals produce higher level of performance than general goals. This goals shows performance.
具体目标比一般目标产生更高的绩效水平。这个目标显示了性能。
Behavioural intention 行为意图
This theory is the intention to make a certain task choice or to respond in a certain way.
这一理论旨在做出某种任务选择或以某种方式做出反应。
Knowledge of result 结果获知
For the effective goal setting the feedback is very important. As per the company point the management should know the result of their decision.
对于有效的目标设定，反馈非常重要。根据公司的观点，管理层应该知道他们的决定结果。
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