南京大学留校任教:英翻汉 在线等答案

Where there are leaders, work is stimulating, challenging, fascinating, and fun. An essential ingredient in organizational leadership is pulling rather than pushing people toward a goal. A “pull” style of influence attracts and energizes people to enroll in an exciting vision of future. It motivates through identification, rather than through rewards and punishments. Leaders articulate and embody the ideals toward which the organization strives.
People cannot be expected to enroll in just any exciting vision. Some visions and concepts have more staying power and are rooted more deeply in our human needs than others. I believe the lack of two such concepts in modern organizational life is largely responsible for the alienation and lack of meaning so many experiences in their work. One of these is the concept of quality.
Modern industrial society has been oriented to quantity, providing more goods and services for everyone. Quantity is measured in money; we are a money-oriented society. Quality often is not measured at all but is appreciated intuitively. Our response to quality is a feeling.
Feelings of quality are connected intimately with our experience of meaning, beauty, and value in our lives.
Closely linked to the concept of quality is that of dedication to, even love of, our work. This dedication is evoked by quality and is the force that energizes high-performing systems. When we love our work, we need not be managed by hopes of reward or fears of punishment. We can create systems that facilitate our work, rather than preoccupied with checks and controls of people who want to beat or exploit the system.
Ultimately, in great leaders and the organizations surrounding them, there is a fusion of work and play to the point where, as the poet Robert Frost said, “ Love and need are one.” It is the leader’s responsibility to get people from here to there.
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