CSOs felt little push to innovate; as a result, they fell far behind in productivity, performance, pay rates, confidence, and reputation.
公民部门组织没有革新的动力，因此它们在生产率、绩效、工资率、信心和名声等方面远远落后了。
Smart basketball players or skilled musicians need to pay close attention to the demands of high performance, to the challenges to be overcome.
聪明的篮球运动员或技术娴熟的音乐家需要密切关注优秀表现的要求，以及要克服的挑战。
The salary consists of post wage and performance pay.
工资结构由岗位工资和绩效工资两部分构成。
When the compensation committee met this year to evaluate performance and decide on pay raises, employee hours were not even mentioned.
今年，薪酬委员会在评估员工绩效，决定是否加薪时，甚至完全没有考虑员工的工作时间。
However, there could be a price to pay in terms of performance. There is (potential) overhead in object creation and in method dispatch.
但是，这可能会以牺牲性能为代价，对象创建和方法分配都可能会存在开销。
The authors found that the companies that cut CEO pay didn't have a demonstrable need to align executive performance with results.
三位作者发现，这些给CEO减薪的公司将高管的表现与其业绩联系起来的必要性并不明显。
They must agree on how they communicate, and they must pay attention to the signals that they send each other, or the performance collapses.
他们必须就将要如何沟通达成一致，并注意彼此发送的信号，否则表演就会失败。
Another type of direct pay is variable pay, which is compensation linked directly to performance accomplishments.
另外一种直接报酬就是可变工资，其报酬是直接和绩效相关的。
There is no evidence that vast pay packages improve performance at all.
没有证据表明，丰厚的工资待遇会改进工作表现。
Why would they pay to go see a live performance?
他们为什么要花钱去看现场表演呢？
In fact, they can just ignore performance in setting pay.
实际上，他们在确定薪酬的时候，完全可以忽略绩效。
For instance, when a game is directly tied to performance and pay, there is the danger of the game no longer being fun or helpful.
举个例子来说，如果一个游戏直接跟业绩和报酬绑定，游戏就有失去本来的娱乐和帮助作用的风险。
Pfeffer and Sutton come to a similar conclusion about most efforts to boost performance by creating pay incentives.
普费弗(Pfeffer)和萨顿(Sutton)分析了试图通过提供薪酬激励提高绩效的多数措施，并得出一个类似的结论。
At the root of all this is the widening gap between executive pay and corporate performance.
上述一切问题的根源都在于高管薪酬和企业绩效间不断加大的差距。
Numerous studies have attempted to find a clear link between pay practices and performance, but have largely failed.
许多研究都试图找到薪酬措施与绩效之间的明确联系，但多数都以失败告终。
When meeting with your manager, make a case for why you deserve a bump in pay, based on your performance, not personal needs.
去找经理协商的时候，将你的业绩列成实例来说明你为什么值得加薪，而不要从你的需求方面来说。
We found that as long as the task involved only mechanical skill, bonuses worked as would be expected: the higher the pay, the better the performance.
我们发现，如果任务仅仅涉及机械能力，结果恰如最早的预期：报酬越高，执行越好。
Additional research supports the argument that U.S. CEO pay has little relationship to a CEO's job performance.
另外一项研究也证明，美国CEO的薪酬与他们的工作绩效没有太大的关系。
The bottom line is this: Incentive pay is an effective tool in situations where performance can be fairly measured and where it is based largely on individual effort.
归根结底，当业绩可以公平衡量且主要取决于个人努力时，激励性薪酬是一项有效的工具。
Despite a completely different cultural setting, the results were much the same as in India: pay did not increase performance, in fact it lead to worse performance.
结果表明，尽管实验所在的文化背景不同，结果却与印度的非常相像：报酬没有提升表现，事实上反而降低了表现。
When designing performance pay, the writer used the Analytic Hierarchy Process to determine the weight of performance indicators.
在进行绩效薪酬设计时，采用了层次分析法确定绩效指标的权重。
In its latest survey of CEO pay, The Wall Street Journal finds that "a substantial part" of executive pay is now tied to performance.
《华尔街日报》最近对首席执行官薪酬的调查发现，现在高管薪酬中“很大一部分”与业绩挂钩。
Most importantly, European companies appear to be more determined than American ones to link pay to performance.
最重要的是，欧洲的公司似乎在将报酬和业绩挂钩方面比美国公司表现得更坚定。
Lisa Lindsley, director of capital strategies for the American Federation of County, State and Municipal Employees, says the results suggest 'we have a lot of work to do to link pay and performance.'
美国州、县、市劳工联盟(american Federationof State, County and Municipal Employees)的资本策略主管林德赛(LisaLindsley)说，这一结果显示在联系薪酬与业绩方面我们还有许多工作要做。
Some performance fixes take only minutes to conceive or even implement; others require investments of days of research before they pay off.
一些性能修正的构思甚至实现只需花几分钟；而另一些性能修正在成功之前则需要投入几天的功夫进行研究。
Some performance fixes take only minutes to conceive or even implement; others require investments of days of research before they pay off.
一些性能修正的构思甚至实现只需花几分钟；而另一些性能修正在成功之前则需要投入几天的功夫进行研究。
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