加林斯基表示，成功的公司纷纷通过合理放松对员工的限制来应对这些挑战，而不是靠一些不彻底的措施。
Galinsky says that successful companies have begun to tackle these challenges by legitimately loosening their hold on their employees rather than resorting to halfway measures.
令员工畏惧和操纵员工的方法效果不佳：当员工出于畏惧或受到操纵而工作时，与其说他们是为了取得成绩，不如说他们是为了不丢掉工作。
Fear and manipulation don't work very well: When workers are motivated by fear and manipulation, they are not so much trying to achieve something as they are looking to avoid losing their jobs.
亚丝明．亚吉莫里说：“在现在的诉讼中，因交流破裂而诉之公堂屡见不鲜，员工应把工作中受到的委屈哭出来 。”
‘In this age of litigation, where break-downs in communication can end up in court, employees should treat businesses sensitively, ’ says Yasmine Yaghmour.
不赚大钱。或者广散钱财，而不是给你自己和员工发大笔奖金。
Don't make big profits-or if you do, give them away rather than pay large bonuses to yourself and your staff.
该公司一直以其“另类的”员工政策而著名，比如，不吸烟的员工每月可获10万日元的奖金。
The company is known for its unorthodox work policies, such as paying 100, 000 yen in benefits every month to employees who do not smoke.
该公司一直以其“另类的”员工政策而著名，比如，不吸烟的员工每月可获10万日元的奖金
The company is known for its unorthodox work policies, such as paying 100,000 yen in benefits every month to employees who do not smoke.
员工希望电脑的启动时间是10秒而不是10分钟；他们也不希望打开一个20MB大小的Excel电子表格时，还得泡上杯咖啡等着。
Employees want their PCs to boot in 10 seconds, not 10 minutes, and they don't want to have to get a cup of coffee while opening a 20 MB spreadsheet in Excel.
采取这样的措施是从全体员工的利益出发并确保我们能在不引起大问题的前提下共渡这一不令人愉快的难关而考虑的。
These measures have been adopted in the best interest for all of you and so that we can get through this rather unpleasant moment without major problems.
记忆力会迅速减退，如果员工避开功能异常的机器、而不立即解决问题，也就错失了学习及改进的机会。
Memory fades quickly, and when workers are able to avoid a malfunctioning machine without fixing it immediately, they lose opportunities to learn and improve.
“自豪而不骄矜”极其重要，我们希望员工能够由衷地为我们所获得的成就而自豪，但在对待客人时仍表现出温良谦恭的品质。
"Pride without arrogance" is of particular importance as we want our people to be internally proud of our achievements but outwardly humble.
该公司一直以其“另类的”员工政策而著名，比如，不吸烟的员工每月可获10万日元的奖金。
The company is known for its unorthodox work policies, such as paying 100,000 yen in benefits every month to employees who do not smoke.
研究结果显示员工团队情感承诺直接影响其互助行为，而相互对待公平与上下级交换不直接影响员工互助行为。
Results showed that Employee group commitment has a direct influence on Employee helping behavior, while interpersonal justice perception and LMX do not.
研究结果显示员工团队情感承诺直接影响其互助行为，而相互对待公平与上下级交换不直接影响员工互助行为。
Results showed that Employee group commitment has a direct influence on Employee helping behavior, while interpersonal justice perception and LMX do not.
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