The Eight Career Anchors

　　八大职业锚

　　By Anne Field

　　Motivated employees are crucial to a company’s success- this has never been truer than today, when margins are thin (or nonexistent) and economic recovery remains elusive.

　　激励员工对公司的成功十分关键—这在任何时代都没有当今年代来的真切，(因为)当今利润薄(或没有利润空间)，经济复苏难以捉摸。

　　These hard bottom-line realities may also mean that managers can’t rely as much as they might have in the past on using financial incentives to drive employee engagement.

　　这些基本现实也许还意味着，经理们不能再像过去那样依赖金钱刺激来激励员工。

　　So how do you keep people motivated and productive?

　　那么如何刺激员工，提高效率呢?

　　One answer lies in the concept of the career anchor, first developed some thirty years ago by Edgar Schein of the Massachusetts Institute of Technology.

　　答案就在于“职业锚”或“职业定位”这一观念，30年前，麻省理工学院的埃德加 施恩首先提出这一概念。

　　Schein says that people are primarily motivated by one of eight anchors- priorities that define how they see themselves and how they see their work.

　　施恩提出，人们主要被八大“职业锚“中的某一个所激励—即人们选择和发展自己的事业时所围绕的中心。

　　The eight anchors:

　　这八大职业锚为：

　　Technical/functional competence. The key for a person with this career anchor is a desire to excel in a chosen line of work.

　　技术或功能型职业锚。以此为职业锚的员工，关键在于在工作中鹤立鸡群。

　　Money and promotions don’t matter as much as the opportunity to consistently hone his craft.

　　金钱和晋升都不如能经常磨砺技能的机会重要。

　　While such professions as engineering and software design attract a lot of people with this particular bent, you can also find them just about anywhere, from the financial analyst excited by the chance to solve complicated investment problems to the teacher happy to continually fine-tune classroom performance.

　　虽然工程、软件设计这样的行业吸引不少有这种特别倾向的员工，但这种类型的人在其他任何领域也能见到。从金融分析师到教师等任何职业都会有这一类型的员工。金融分析师会因为有机会去解决复杂的投资问题而兴奋不已，教师则会由于持续有效的课堂教学而欣慰快乐。

　　General managerial competence. Someone with this anchor is most closely allied with the traditional career path of the corporation.

　　管理能力型职业锚。以此为职业锚的员工，与公司传统职业轨道/路径的联系最紧密。

　　She is the polar opposite of the person for whom technical/functional competence is preeminent.

　　这类员工与技术/功能型员工形成两个极端。

　　She wants to learn how to do many functions, synthesize information from multiple sources, supervise increasingly larger groups of employees, and use her considerable interpersonal skills.

　　他们要学会担任不同的职务、从多渠道综合信息、管理日益庞大的员工队伍并实施他们的交际技能。

　　What she craves is to climb the ladder, getting ever-bigger promotions and salary increases.

　　他们渴求青云直上和加薪。

　　Autonomy/independence. Like Great Garbo, individuals with this career anchor just want to be alone.

　　自主或独立性职业锚。如格里塔 嘉宝所言，以此为职业锚的人总是要求独立自主。

　　They’re most satisfied operating according to their own rules and procedures; they don’t want to be told what to do. Freedom rather than prestige is their goal.

　　能按照自己的原则和程序进行操作，他们就知足了。他们不需要别人指点。他们追求的目标是自由，而不是声望。

　　Security/stability. Employees with this career anchor value above all a predictable environment, one in which tasks and policies are clearly codified and defined.

　　安全或稳定性职业锚。以此为职业锚的员工最看中可预测的工作环境，所有的职责和政策都清楚分明。

　　They identify strongly with their organization, whatever their level of responsibility.

　　无论他们的责任大小，他们都坚决维护公司。

　　Entrepreneurial creativity. The folks in this category want to create something of their own and run it.

　　创造型职业锚。这种类型的员工有创业的需求。

　　They are, in fact, obsessed with the need to create and will become easily bored if they feel thwarted.

　　实际上，他们痴迷于创业，如果创业受挫，他们又极易厌倦。

　　As you’d expect, someone with this career anchor tends to start her own business, or at the least run something on the side while still keeping her day job.

　　如人们所预料，这种类型的人倾向于自己创业，或者至少是边工作边创业。

　　Sense of service. The need to focus work around a specific set of value is the major issue for employees with this career anchor.

　　服务型职业锚。对于以此为职业锚的员工而言，最重要的是能围绕一套特定的价值体系集中精力于某项工作。

　　But that doesn’t just mean social workers, say nurses.

　　但这并不仅仅指社会工作者，如护士。

　　It can also include anyone from a human resources specialist interested in affirmative action programs to a researcher working on developing a new drug.

　　这类人还包括从致力于激发肯定行为的人力资源专家到从事新药品研制的科研工作者在内的任何人。

　　Money isn’t the main event; it’s the chance to focus on a particular cause.

　　对他们而言，金钱不是最主要的;有机会去投身于一份事业最重要。

　　Pure challenge. People with this career anchor seek ever-tougher challenges to conquer.

　　挑战性职业锚。以此为职业锚的员工，总在寻找更艰巨的挑战并征服它。

　　Lifestyle. These folks organize themselves around their private lives.

　　生活方式型职业锚。这种类型的人一切都是以他们的私生活为中心。

　　Their most pressing concern is for their jobs to give them the freedom to balance those other concerns with their work.

　　他们最关注的就是他们的工作能给予他们自由，以平衡他们的工作和其他需求。

　　Once you understand what each anchor is, you can determine the career anchor for each employee in your department.

　　一旦了解每一个职业锚，你就可以判断你的部门员工的职业锚。

　　In today’s uncertain and turbulent business climate, pinpointing employees’ career anchors is an especially useful tool because it allows you to do two crucial things:

　　在当今动荡、混乱的商界，确认员工的职业锚特别有意义，因为它能使你完成两件关键事情：

　　tailor your communication style to fit employees’ individual needs and drive improved performance by choosing the most effective way to recognize and reward accomplishments.

　　调整你的沟通风格以适应员工的个体需求，通过选择最有效的方法认可和奖励员工的成就以改善绩效。

　　By identifying employees’ career anchors and communicating with them in a way that speaks to what’s most important to them, you can help employees find that meaning in their work- and boost your unit’s productivity, too.

　　通过确定员工的职业锚，通过交流了解对于员工什么最重要，你可以帮助员工找到工作的意义，并提高部门员工的工作效率。