寻英语高手帮忙翻译，急

Question

一段商科人力资源的文章，急需翻译成英文。
因此，目标设定应由员工自己提出，与主管一同核定这些目标，让主管变成协助部属达成自己目标的角色而非产品品管员。在专案与团队运作日趋频繁的今天，工作的最终成果愈来愈难由员工个人全权掌控，职务说明书只能当作是参考，而非僵化的执行手册。对於如何藉由员工的工作绩效来达成组织目标，过程中应保留某一程度的自主性和创造力的空间，由员工设定自己的目标，让他们在工作中得到自己想要的需求，主管该做的只是协助员工将个人目标与组织目标环扣在一起，而非强迫式的选择。遵循这样的原则，不但可提高员工工作的内部动机，亦免除主管协助员工设定目标时推委塞责以及释放敌意的负担，同时满足员工个人与组织的目的。
当然，由员工自行设定目标也有一大问题，有些员工会选择贡献度较低但容易完成的目标或刻意压低目标水准好让自己的目标更容易达成，毕竟这是较安全的策略。此时，主管应该做的就是倾听，让当事人自我表述目标的期望值与因难度为何，做到程序上的公平认知，再提供具体的证据或事例，进行同侪或标竿比较，当下再由当事人重新设定目标。
倘若共识依旧难以形成，身为主管有权力决定最后的期望目标与目标水准。毕竟，组织雇用一个人来当「主管」的重要职责是确保部属的绩效符合组织目标，不是当好好先生或顾虑部属喜不喜欢自己。组织看待一位主管的绩效，是其领导单位或团队的「具体产出」，而非「人气指数」。
请不要用翻译软件，我是要交上去的论文。

Answer 1

Therefore, the staff should be set, together with the competent approved these goals, Let subordinates for help to reach their goals into the role of members rather than product quality control. And the more frequent operation of the ad hoc team today, the ultimate outcome more difficult by the full personal control. Duty statement can only be perceived as a reference manual rather than the rigid implementation. Performance through the work of its staff on how to achieve organizational goals. process to retain a certain degree of autonomy and room for creativity, the staff set their own goals. let them work needs to be what he wants, The only help the staff do for the individual goals with organizational goals buckle together, rather than forced-choice. Abide by these principles, not only to improve the internal motivation of staff. Excise staff to help set goals for the Selection Committee of the burden of their responsibility and the release of hostility. satisfy personal and organizational goals. Of course, a matter for them to set goals to have a big problem. Some employees may choose to contribute to lower the target or deliberately suppressed, it was easy to target their standards so much easier to reach the goal % This is, after all, relatively safe strategy. At this point, managers should do is to listen carefully, letting the client's expectations and goals for self-expression are difficult, Cognitive ensure procedural fairness, to provide concrete evidence or examples, or for peer benchmarking, immediately by the parties to re-set the target. If consensus is still difficult to form, as the final authority in charge of the desired goals and objectives standards. After all, if a person is employed by a "competent" important duty is to ensure the performance of their subordinates to meet organizational objectives. When the bottom line is not a concern or did not know their subordinates. An organization look at the performance of their unit or team leaders "to specific outputs" rather than "popular index."

Answer 2

绝对的！手写！楼主相信！
A section of commercial course human resources article, the urgentneed translates English. Therefore, the goal hypothesis should propose by staff, with themanager checked together these goals, let the manager turn theassistance subordinate to achieve the oneself goal the role but thenon- product tube. In the special case and team operation frequenttoday, the work final achievement increasingly difficultly controlsday by day by the staff individual plenary powers palm, the dutyinstruction booklet only can treat as is the reference, but non-ossified execution handbook. Achieves the organization goal howregarding the affiliation by staff's work achievements, in the processshould retain some degree the independency and the creativity space,establishes own by the staff goal, lets them the demand which obtainsin the work oneself wants, the manager be supposed to do only isassists the staff buckles individual goal and the organization goallink in the same place, but non- force -like choice. Follows suchprinciple, not only may enhance internal motive which the staff works,also avoids the manager to assist the staff establishes when the goalto make excuses does a job carelessly as well as the release hostilityburden, simultaneously satisfies staff individual and organization'sgoal. Certainly, voluntarily establishes the goal by the staff also to havea major problem, some trade unions choose contribution lower the goalwhich but is easy to complete or sedulously pull down the goalstandard well to let own goal be easier to achieve, this is a saferstrategy after all. This time, should the manager do is listensattentively, why lets the litigant oneself indicate the goal theexpected value with because of the difficulty, achieves in theprocedure the fair cognition, again provides the concrete evidence orthe instance, carries on the associates or the surveying rod compares,again reestablishes the goal immediately by the litigant. If the mutual recognition with difficulty forms as before, the bodyhas the authority for the manager to decide the final expectation goaland the goal standard. After all, the organization employs a person tocome when "manager" the important responsibility is guarantees thesubordinate the achievements to conform to the organization goal, isnot when good guy or the worry subordinate does like oneself. Theorganization regards manager's achievements, is its leadership unit orthe team "specifically delivers", but must "human spirit index".本回答被网友采纳

Answer 3

我是手工翻译的啊!晕!
A section of commercial course human resources article, the urgentneed translates English. Therefore, the goal hypothesis should propose by staff, with themanager checked together these goals, let the manager turn theassistance subordinate to achieve the oneself goal the role but thenon- product tube. In the special case and team operation frequenttoday, the work final achievement increasingly difficultly controlsday by day by the staff individual plenary powers palm, the dutyinstruction booklet only can treat as is the reference, but non-ossified execution handbook. Achieves the organization goal howregarding the affiliation by staff's work achievements, in the processshould retain some degree the independency and the creativity space,establishes own by the staff goal, lets them the demand which obtainsin the work oneself wants, the manager be supposed to do only isassists the staff buckles individual goal and the organization goallink in the same place, but non- force -like choice. Follows suchprinciple, not only may enhance internal motive which the staff works,also avoids the manager to assist the staff establishes when the goalto make excuses does a job carelessly as well as the release hostilityburden, simultaneously satisfies staff individual and organization'sgoal. Certainly, voluntarily establishes the goal by the staff also to havea major problem, some trade unions choose contribution lower the goalwhich but is easy to complete or sedulously pull down the goalstandard well to let own goal be easier to achieve, this is a saferstrategy after all. This time, should the manager do is listensattentively, why lets the litigant oneself indicate the goal theexpected value with because of the difficulty, achieves in theprocedure the fair cognition, again provides the concrete evidence orthe instance, carries on the associates or the surveying rod compares,again reestablishes the goal immediately by the litigant. If the mutual recognition with difficulty forms as before, the bodyhas the authority for the manager to decide the final expectation goaland the goal standard. After all, the organization employs a person tocome when "manager" the important responsibility is guarantees thesubordinate the achievements to conform to the organization goal, isnot when good guy or the worry subordinate does like oneself. Theorganization regards manager's achievements, is its leadership unit orthe team "specifically delivers", but must "human spirit index".

Answer 4

因此Therefore, the goal hypothesis should propose by staff, with themanager checked together these goals, let the manager turn theassistance subordinate to achieve the oneself goal the role but thenon- product tube. In the special case and team operation frequenttoday, the work final achievement increasingly difficultly controlsday by day by the staff individual plenary powers palm, the dutyinstruction booklet only can treat as is the reference, but non-ossified execution handbook. Achieves the organization goal howregarding the affiliation by staff's work achievements, in the processshould retain some degree the independency and the creativity space,establishes own by the staff goal, lets them the demand which obtainsin the work oneself wants, the manager be supposed to do only isassists the staff buckles individual goal and the organization goallink in the same place, but non- force -like choice. Follows suchprinciple, not only may enhance internal motive which the staff works,also avoids the manager to assist the staff establishes when the goalto make excuses does a job carelessly as well as the release hostilityburden, simultaneously satisfies staff individual and organization'sgoal. Certainly, voluntarily establishes the goal by the staff also to havea major problem, some trade unions choose contribution lower the goalwhich but is easy to complete or sedulously pull down the goalstandard well to let own goal be easier to achieve, this is a saferstrategy after all. This time, should the manager do is listensattentively, why lets the litigant oneself indicate the goal theexpected value with because of the difficulty, achieves in theprocedure the fair cognition, again provides the concrete evidence orthe instance, carries on the associates or the surveying rod compares,again reestablishes the goal immediately by the litigant. If the mutual recognition with difficulty forms as before, the bodyhas the authority for the manager to decide the final expectation goaland the goal standard. After all, the organization employs a person tocome when "manager" the important responsibility is guarantees thesubordinate the achievements to conform to the organization goal, isnot when good guy or the worry subordinate does like oneself. Theorganization regards manager's achievements, is its leadership unit orthe team "specifically delivers", but must "human spirit index".