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。
Mr Pfeffer starts by rubbishing the notion that the world is just-that the best way to win power is to be good at your job.
菲弗先生开篇就驳斥了世界是公平的观点——认为赢得权利的最好办法莫过于成为工作上的行家里手。
That is a fundamental problem, Mr. Pfeffer said. "No good business makes decisions that are based on falsehoods," he said.
这是最核心的，费弗说：“好公司不会基于以谎言做决定。”
Companies that concentrate on and are praised for improving their environmental practices may simultaneously be acting in "socially toxic" ways, Mr Pfeffer claims.
企业专注于改善他们的行为以对环境友好而受到称赞的同时可能从社会角度而言是有害的，菲费尔先生断言。
Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University, where he has taught since 1979.
杰弗里·普费弗现任斯坦佛大学商学院的管理行为学教授。
Mr Pfeffer starts by rubbishing the notion that the world is just-that the best way to win power is to be good at your job. The relationship between rewards and competence is loose at best.
菲佛先生先开篇说道，“世界是公平的”这种观念完全是胡说八道——赢得权力的最佳方法就是要善于工作，能力和回报之间没什么必然的关系。
Mr Pfeffer starts by rubbishing the notion that the world is just-that the best way to win power is to be good at your job. The relationship between rewards and competence is loose at best.
菲佛先生先开篇说道，“世界是公平的”这种观念完全是胡说八道——赢得权力的最佳方法就是要善于工作，能力和回报之间没什么必然的关系。
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