1、题目：向高手们求一篇《销售人员的薪酬激励》 英文文献，并且有翻译的————在线等————————
回头给你今天还能给他发货你突然发
2、跪求关于汽车营销的外文文献！
唉，还是自己经手吧，如果那完全不是你的认识，你却拿来滥竽充数的话，迟早也会穿的，自己去经手才可以知道自己的不足，能不能胜任一样工作，并不是靠自己去唬弄自己的。
3、求几篇关于汽车营销的英文文献，只要题目的，我找不到。。。
Which in the homeland automobile enterprise camp pin level maximal? Believe in 90%'s insider city answer: Shanghai GM. This answer I have been also to say yes , the vehicle being that are what it gives birth to a child cannot include a reason achieving best, but selling amounts in the homeland the first. But, the insider who is also maximal , believe in 60% if my doctrine Toyota (include abundant Tian He Guang of China FAW Group Corporation vapor Toyota) camp pin is horizontal may shake head: What camp does Toyota have report back after? Small vehicle mass is good , whose city sells!
I have no intention of estimating that whose level height this two automobile enterprise camp sells here, who is low, but depending on that I being engaged in experience of automobile medium reporter for many years , I thinking that face to face be applied or used universally and abundant Tian Ying sells water
In the light of at present understanding of the most people, good automobile camp sells the marketing and sales activity being to have an innovative idea , to have effect should be elaborately planned, brand notability attracting medium speculation being advanced from this with the public attention. According to that this standard , Shanghai GM are able to get a maximum score affirmatively,the news "that 100,000 yuan of short separation overcome " makes Beijing Imperial Ancestral Temple hot , Buick GL8 "land public affair cabin " concept extends , monarch strength brand Chinese tradition culture entering , Cadillac brand are in because of Saiou to hold work of announcing ceremony waiting , all being able to be rated as the classics that Chinese automobile camp pin history mounts in recent years.
Words sending if the camp pin also shunts, "the beauty style being representative leads Shanghai GM since law " , medium public relation , news make hot , the concept announces , advertisement bombs, ... Hold tall take taxi camp high this one set selling the combination fist being applied exquisite in skill by Shanghai GM, copy of the first edition the Buick main current process Shanghai GM's package and the marketplace hoisting , becoming at one stroke the Chinese saloon belonging to two little brand in USA brand. Who can deny neither, Shanghai GM's overall camp pin level height proces person of the same trade or occupation indeed checking once greatly.
By contrast, China FAW Group Corporation Toyota has only wanted a low tone much , it's marketing and sales activity in recent several years has had nothing good or unusual to report , even, public relation crisis events such as "arrogant advertisement event " ", sharp aspiration oil leak event " has appeared , no wonder a lot of insider has all thought that Toyota "has not found the north yet" in Chinese camp pin except that the strength gallops to appear in the market once drew support from Zhang Yi Mou patting the advertising film event make one wheel hot. Guangzhou Toyota has put up a handful trend brutallyly ring the period of the beautiful triumphant strains omen (Camry) appears in the market , but, the quilt people has mocked well for "vehicle , the fool city has sold ".
Be that the Toyota camp pin had better be applied or used universally really? Need to know that fits in the technology " that Japan proces per day all along camp pin , having "Toyota ,broad ratification , why Toyota accomplishment selling aspect in camp has gained being thought that the camp pin dying to China afterwards on the contrary by person? I think that many people does not all understand that abundant Tian Ying sells the thought marrow, this is to improve a proct and serve steadily , the public praise forming the fine marketplace then, sells by the fact that the marketplace drives new vehicle coming public praise.
The it is the strongest to return to trend in 2006 triumphant strains US omen saloon comes up. Why does the consumer go after handful of beautiful triumphant strains omen? Who all knows this is that the beautiful saloon has formed fine public praise on Chinese marketplace because of entrance is nice. But, very few somebody asks about: Why in this way good is auspicious beautiful triumphant strains public praise? The answer not the Toyota manufacturing engineering is good , but the proct improves well. From the sixties debuted the first beautiful Daiji omens last century, Toyota is improving its quality unceasingly right away , every generation being advanced to some extent, but domestic than the last generation quality city triumphant strains US omens already are sixth generation of it. Mount sustained improvement in the same motorcycle type platform, not only having economized large amount of inkstone hair , cost of manufacture,
Antagonism, is applied or used universally , Ford waits for the automobile company to walk to be another a way, their city every year debuts a big heap of new vehicle, but every one new vehicle name , technology platform and before motorcycle type cannot find out connection. This being also leaking from a lot of automobile manufacturer in the homeland now, way, Board Chairman Qirui Yin Tong Yao has one well-known saying to here: "Alone dou, singles fights but you and I, engage in a gang fight right away ring the past life big heap of child". For the hot spot extending the new vehicle , manufacturer having to create the various concept and news,hold and the marketplace activity on a large scale , attract the medium and the public eyeball on this account.
国内哪个汽车企业的营销程度无上？相信90％的业内人士都会回答：上海通用。这个答案我也是同意的，理由是它所出产的车算不上最好，却做到了国本国销售量第一。但如果我说丰田（包括一汽丰田和广汽丰田）的营销程度也是无上的，相信60％的业内人士都会摇头：丰田有啥子营销？车子质量好，谁都会卖！
在此，我无意评价这两家汽车企业的营销程度孰高孰低，但凭着我多年从事汽车电视台记者的经历，我认为对通用和丰田营销程度的不同评价，正好代表了目前中国汽车界对汽车营销的两种不同思路。
按照目前大大都人的理解，好的汽车营销就是要精心策划有创意、有影响的市场营销勾当，吸引电视台炒作和公家关注，由此晋升品牌知名度。按照这个标准，上海通用肯定能够得到无上分，因为赛欧“10万元小别克”的新闻炒作、别克GL8“陆上公事舱”的概念推广、君威品牌中国传统文化的输入、凯迪拉克品牌在北京太庙进行发布仪式等，都堪称近年来中国汽车营销史上的经典之作。
如果营销也分门户的话，上海通用是典型的“美式打法”，电视台公关、新闻炒作、概念宣导、广告轰炸……这一套高举高打车营销组合拳被上海通用运用得出神入化，原本在美国属于二线品牌的别克经过上海通用的包装和晋升，一举成为中国轿车市场的主流品牌。谁也不克不及否认，上海通用的群体营销程度的确超出超过同业一大截。
相比之下，一汽丰田就要低调得多，除开威驰上市曾经借助张艺谋拍广告片事件炒作一轮外，几年来其市场营销勾当乏善可陈，甚或还出现了“蛮横广告事件”、“锐志漏油事件”等公关危机事件，难怪很多业内人士都认为丰田在中国的营销“还扑空北”。广州丰田在凯美瑞（Camry）上市时狠狠地出了一把风头，却被人讥为“车好，傻子都会卖”。
真的是丰田的营销不如通用吗？要知道，在日本历来有“丰田的营销、日产的技术”之称，丰田在营销方面的成就获得了广泛认可，怎么到中国之后反而被人认为营销不行了呢？我认为，很多人都不理解丰田营销思惟的精髓，这就是持续地改善产物和服务，继续往前形成良好的市场口碑，通过市场口碑来推动新车销售。
还是回到2006年风头最劲的凯美瑞轿车上来。消费者为啥子追捧凯美瑞？谁都知道这是因为进口佳美轿车在中国市场上形成了良好口碑。但很少有人问：凯美瑞的口碑为啥子这么好？答案不是丰田的打造工艺好，而是产物改善得好。从上个世纪60年代推出第一代凯美瑞开始，丰田就在不断地改善它的品位，每一代的品位都会比上一代有所晋升，而国产凯美瑞已是它的第六代。在统一个车型平台上持续改善，不仅节流了大量的开发、打造成本，品位得到不断晋升，并且消费者的口碑也在不断地累加。
相反，通用、福特等汽车公司走的是另外一条途径，它们每年都会推出一大堆新车，但每一款新车的名字、技术平台和之前的车型都找不出联系。现在，国内很多汽车厂家走的也是这条途径，奇瑞董事长尹同耀对此有一句著名的话：“单打独斗打不过你，我就生一大堆孩子来打群架。”为了推广新车，厂家不得不打造各下位概念和新闻热点，并大规模地举办市场勾当，以此吸引电视台和公家的眼球。
4、求一篇关于激励营销人员的外文文献
{别急着吃你的棉花糖}。网上有下载。
{问题就是机会}
5、求关于员工激励的英文文献
我处禁止上传文件，相关PDF外文文献有，时间不确定是否近三年，翻译没有，翻译得靠你自己，希望能满足你的需要，能帮到你，多多给点悬赏分吧，急用的话请多选赏点分吧，这样更多的知友才会及时帮到你，我找到也是很花时间的，如果需要请直接百度 私信 或者 Hi 中留言贴出你在 百度知道的问题链接地址 及 邮箱地址
6、跪求一篇关于销售人员激励的英文版期刊做文献 要求为PDF格式的
论营销人员的激励-科技经济市场 （找到的，看看行不行
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【文章名】：论营销人员的激励-科技经济市场
【文章英文名】：
【关键词】：营销人员,激励,执行,YingXiaoRenYuan,JiLi,ZhiXing,
【作者】：覃柯敏,
【zuozhe】：ZuoKeMin,
【作者单位】：华南理工大学人事组织办公室,广东,广州,510006,
【作者英文名称】：
【刊名】：科技经济市场
【英文刊名】：KEJI JINGJI SHICHANG
【页数】：91-92
【栏目】：理论探新
【参考文献数】：
【期刊信息】：2007年9期卷
【分类号】：
【英文摘要】：
【摘要】：随着市场经济的高速发展,同质商品的不断涌现,产品对于消费者来说差异性越来越小,消费者越来越关注购买某种商品的体验的过程,而非产品本身.因而营销人员从某种程度上说是企业的核心成员,提高其工作工作效率和积极性无疑将为企业目标的实现打下坚实的基础.我根据一些激励理论结合有关学者的经验总结得出了激励营销人员的几种方式,为企业激励机制的完善提供了一些参考的因素,并提出有关制度与执行力度的密切关系,为激发后来学者的研究提供了一些参考的价值.
【正文】：
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【搜索下载】
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http://new.dic123.com/detail_d8f95cc7-c7df-4a8d-af70-02bd67709fd0.html
（这个连接可以下载
7、求激励方面的英文文献
在制定和实施激励政策时，首先要调查清楚每个员工真正需要的是什么。将这些需要整理、归类，然后来制定相应的激励政策帮助员工满足这些需求 。
1. 原则之一：激励要因人而异
由于不同员工的需求不同，所以，相同的激励政策起到的激励效果也会不尽相同。即便是同一位员工，在不同的时间或环境下，也会有不同的需求。由于激励取决于内因，是员工的主观感受，所以，激励要因人而异。在制定和实施激励政策时，首先要调查清楚每个员工真正需要的是什么。将这些需要整理、归类，然后来制定相应的激励政策帮助员工满足这些需求。
2. 原则之二：奖励适度
奖励和惩罚不适度都会影响激励效果，同时增加激励成本。奖励过重会使员工产生骄傲和满足的情绪，失去进一步提高自己的欲望；奖励过轻会起不到激励效果，或者使员工产生不被重视的感觉。惩罚过重会让员工感到不公，或者失去对公司的认同，甚至产生怠工或破坏的情绪；惩罚过轻会让员工轻视错误的严重性，从而可能还会犯同样的错误。
3. 原则之三：公平性
公平性是员工管理中一个很重要的原则，员工感到的任何不公的待遇都会影响他的工作效率和工作情绪，并且影响激励效果。取得同等成绩的员工，一定要获得同等层次的奖励；同理，犯同等错误的员工，也应受到同等层次的处罚。如果做不到这一点，管理者宁可不奖励或者不处罚。管理者在处理员工问题时，一定要有一种公平的心态，不应有任何的偏见和喜好。虽然某些员工可能让你喜欢，有些你不太喜欢，但在工作中，一定要一视同仁，不能有任何不公的言语和行为。
1. 激励员工从结果均等转移到机会均等，并努力创造公平竞争环境。举例来说，吴士宏在IBM从一个打扫卫生的人做起，一步一步到销售业务员，到地区负责人，到中国区总经理，是什么原因呢？除了个人努力，还应该说IBM 良好的企业文化给了一个发展的舞台，那就是每一个人都有无限的发展机会，只要有能力就会有发展的空间，实现自我，这在很多企业是做不到的，这种体制无疑会给员工莫大的激励作用。
2. 激励要把握最佳时机。
——需在目标任务下达前激励的，要提前激励。
——员工遇到困难，有强烈要求愿望时，给予关怀，及时激励。
3. 激励要公平准确、奖罚分明
——健全、完善绩效考核制度，做到考核尺度相宜、公平合理。
——克服有亲有疏的人情风。
——在提薪、晋级、评奖、评优等涉及员工切身利益热点问题上务求做到公平。4. 推行职工持股计划。
使员工以劳动者和投资者的双重身份，更加具有关心和改善企业经营成果的积极性。现代人力资源管理的实践经验和研究表明，现代的员工都有参与管理的要求和愿望，创造和提供一切机会让员工参与管理是调动他们积极性的有效方法。毫无疑问，很少有人参与商讨和自己有关的行为而不受激励的。因此，让职工恰当地参与管理，既能激励职工，又能为企业的成功获得有价值的知识。通过参与，形成职工对企业的归属感、认同感，可以进一步满足自尊和自我实现的需要。建立和提高员工参与管理、提出合理化建议的制度和职工持股制度，加强员工各层次与领导层的交流沟通，提高员工主人翁参与意识。
5. 荣誉激励
对员工劳动态度和贡献予以荣誉奖励，如会议表彰、发给荣誉证书、光荣榜、在公司内外媒体上的宣传报导、家访慰问、流览观光、疗养、外出培训进修、推荐获取社会荣誉、评选星级标兵等。6. 关心激励
对员工工作和生活的关心，如建立员工生日情况表，总经理签发员工生日贺卡，关心员工的困难和慰问或赠送小礼物。
7. 竞争激励
提倡企业内部员工之间、部门之间的有序平等竞争以及优胜劣汰。8. 物质激励
增加员工的工资、生活福利、保险，发放奖金、奖励住房、生活用品、工资晋级。9. 信息激励
要经常交流企业、员工之间的信息，进行思想沟通，如信息发布会、发布栏、企业报、汇报制度、恳谈会、经理接待日制度。
1. One of the principles: incentives to vary from person to person
Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff are, therefore, incentive to vary from person to person. In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to organize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs.
2. Two principles: appropriate incentives
Appropriate incentives and penalties will not affect the incentive effect, while increasing the cost of incentives. Award overweight employees would have to meet the mood of pride and lost the desire to further enhance their own; reward incentives too light will not achieve the effect, or so employees do not have a sense of attention. Heavy penalties are unfair to make employees, or loss of the company's identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staff, which will probably make the same mistake.
3. The principle of three: fairness
The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment. Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice.
1. Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field. For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to indivial efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of self-implementation, which is to do a lot of companies are not, this system will undoubtedly inspire a great role of the staff.
2. Inspire the best time to grasp.
- Takes aim at pre-order incentive the mission to advance incentives.
- Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement.
3. Want a fair and accurate incentive, reward
- Sound, perfect performance appraisal system to ensure appropriate assessment scale, fair and reasonable.
- Have to overcome there is thinning of the human pro-wind.
- In reference salary, promotions, awards, etc.评优involve the vital interests of employees on hot issues in order to be fair. 4. The implementation of Employee Stock Ownership Plan.
Workers and employees in order to double the capacity of investors, more concerned about the outcome of business operations and improve the initiative. Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, self-esteem and can further meet the needs of self-realization. Set up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of communication and enhance the awareness of staff to participate in ownership.
5. Honor incentive
Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the company's internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommend honor society, selected stars model, such as class. 6. Concerned about the incentives
The staff concerned about work and life, such as the staff set up the birthday table, birthday cards, general manager of the issue of staff, care staff or difficult and presented a small gift sympathy.
7. Competitive
The promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest. 8. The material incentives
Increase their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion. 9. Information incentives
Enterprises to communicate often, information among employees, the idea of communication, information such as conferences, field release, enterprises reported that the reporting system, the association manager to receive the system date. 希望能帮到您。如果要还有很多！ -------------------其他文献--------------------------------------------------------- [33] James E. Long. The Effects of Tastes and Motivation on Indivial Income. Instrial and Labor Relations Review，1995，(1)，338~351.[34] Nerwig W. Kressler. Motivate and Reward. New York：Palgrave Macmillan，2003，(8)，113~130.[35] Randy L. Desimone, Jon M. Werner, David M. Harris. Human Resources Development. 北京：清华大学出版社，2003[36] Jeffrey H. Greenhaus, Gerard A. Callanan, Veronica M. Godshalk. Career Management. 北京：清华大学出版社，2003[37] James N. Baron, David M. Kreps. Strategic Human Resources: Frameworks for General Managers. 北京：清华大学出版社，2003.[38] Anderson K. Managing Knowledge Workers: Unleashing Innovation and Proctivity. Journal of Applied Management and Entrepreneurship，2003，8(l):93-95[39] Peter F. Drueker. Knowledge Worker Proctivity-The biggest challenge. California management review，1999，41(2)，79-94[40] James E. Long. The Effects of Tastes and Motivation on Indivial Income. Instrial and Labor Relations Review，1995，(1)，338-351.
8、一篇关于员工激励制度的英文文献3000字左右
奖励和惩罚不适度都会影响激励效果，同时增加激励成本。奖励过重会使员工产生骄傲和满足的情绪，失去进一步提高自己的欲望；奖励过轻会起不到激励效果，或者使员工产生不被重视的感觉。惩罚过重会让员工感到不公，或者失去对公司的认同，甚至产生怠工或破坏的情绪；惩罚过轻会让员工轻视错误的严重性，从而可能还会犯同样的错误。