incentives

简明释义

英[ɪnˈsentɪvz]美[ɪnˈsentɪvz]

n. 激励；奖励；诱因；奖励措施（incentive 的复数）

英英释义

单词用法

同义词

反义词

例句

1.The most powerful incentives, of course, will come from the market itself.

当然，最有力的激励措施将来自市场本身。

2.A few psychology journals have created incentives to increase interest in reproducible science.

一些心理学杂志已经创建了激励机制来提高人们对可再生科学的兴趣。

3.If farmers like Bowman are able to use these seeds without paying the designated fee, it will remove the incentives for companies like Monsanto to innovate.

如果像鲍曼这样的农民能够在不支付指定费用的情况下使用这些种子，这将消除孟山都这样的公司创新的动力。

4.This approach, originated abroad, offered inventors medals, cash prizes and other incentives.

这种方法起源于国外，为发明者提供奖章、现金奖励和其他奖励。

5.On the other side of the coin, there'll be tax incentives for small businesses.

另一方面，会有税收政策激励小型经营者。

6.Action to restore appropriate price incentives, notably through corrective carbon pricing, is urgently needed to lower the risk of irreversible and potentially devastating effects of climate change.

我们迫切需要采取行动以恢复适当的价格激励政策，特别是通过纠正碳定价，以降低气候变化产生不可逆转和潜在破坏性影响的风险。

7.The government offers tax incentives to promote renewable energy investments.

政府提供税收激励措施以促进可再生能源投资。

8.Educational programs often include incentives for students to improve their grades.

教育项目通常包括激励措施以鼓励学生提高成绩。

9.Companies often provide incentives to encourage employees to perform better.

公司通常提供激励措施来鼓励员工表现更好。

10.Sales teams are motivated by incentives like bonuses and commissions.

销售团队受到奖金和佣金等激励措施的激励。

11.To boost productivity, the manager introduced new incentives for the team.

为了提高生产力，经理为团队引入了新的激励措施。

作文

In today's fast-paced world, the concept of incentives (激励) plays a crucial role in motivating individuals and organizations to achieve their goals. Whether in the workplace, education, or even personal life, incentives (激励) serve as powerful tools that encourage people to take action and strive for success. This essay will explore the various types of incentives (激励), their effectiveness, and how they can be utilized to enhance productivity and satisfaction.Firstly, it is essential to understand that incentives (激励) can be broadly categorized into two types: intrinsic and extrinsic. Intrinsic incentives (激励) are those that come from within an individual. They are driven by personal satisfaction, a sense of achievement, or the joy of learning. For instance, a student who studies hard because they find the subject fascinating is motivated by intrinsic incentives (激励). On the other hand, extrinsic incentives (激励) are external rewards that motivate behavior. These can include bonuses, promotions, or recognition from peers. In a corporate environment, employees may work harder to meet targets in order to receive a financial bonus, which is an example of extrinsic incentives (激励).The effectiveness of incentives (激励) can vary depending on the individual and the context. Research has shown that while extrinsic incentives (激励) can lead to short-term gains in productivity, they may not always foster long-term engagement. For example, if employees are only motivated by monetary rewards, they may lose interest in their work once the reward is achieved. In contrast, intrinsic incentives (激励) often lead to sustained motivation and higher job satisfaction. When individuals find meaning and purpose in their work, they are more likely to be committed and productive.Moreover, the design of incentives (激励) is crucial for their success. For instance, in educational settings, teachers can create incentives (激励) that promote a love for learning rather than just focusing on grades. By providing opportunities for creative projects, collaborative learning, and self-directed study, educators can tap into students' intrinsic incentives (激励) and foster a lifelong passion for knowledge. Similarly, in the workplace, companies can implement programs that recognize employee contributions through non-monetary means, such as awards, public acknowledgment, or professional development opportunities. These approaches can enhance motivation and loyalty among employees.Furthermore, it is important to note that incentives (激励) should be aligned with the values and goals of the organization or individual. Misaligned incentives (激励) can lead to unintended consequences. For example, if a company emphasizes sales targets without considering customer satisfaction, employees might prioritize short-term gains over building lasting relationships with clients. This could result in a decline in overall service quality and damage the company’s reputation.In conclusion, incentives (激励) are a vital aspect of motivation in various aspects of life. Understanding the difference between intrinsic and extrinsic incentives (激励), designing effective incentives (激励) that align with personal and organizational goals, and fostering an environment that promotes genuine engagement can lead to greater success and satisfaction. By leveraging the power of incentives (激励), we can inspire ourselves and others to reach their full potential and achieve meaningful outcomes.

在当今快节奏的世界中，incentives（激励）的概念在激励个人和组织实现目标方面发挥着关键作用。无论是在工作场所、教育还是个人生活中，incentives（激励）都是鼓励人们采取行动并努力取得成功的强大工具。本文将探讨各种类型的incentives（激励）、它们的有效性以及如何利用它们来提高生产力和满意度。首先，必须理解的是，incentives（激励）可以大致分为两类：内在激励和外在激励。内在incentives（激励）是来自个体内部的，它们由个人满足感、成就感或学习的乐趣驱动。例如，一个因为发现某个学科迷人而努力学习的学生，就是受到内在incentives（激励）的驱动。另一方面，外在incentives（激励）是激励行为的外部奖励。这些可以包括奖金、晋升或同事的认可。在企业环境中，员工可能会更加努力地工作以达到目标，从而获得财务奖金，这是外在incentives（激励）的一个例子。incentives（激励）的有效性因个体和情境而异。研究表明，尽管外在incentives（激励）可以在短期内提高生产力，但它们未必能促进长期参与。例如，如果员工只被金钱奖励所激励，他们可能会在获得奖励后失去对工作的兴趣。相比之下，内在incentives（激励）往往能带来持续的动机和更高的工作满意度。当个体在工作中找到意义和目的时，他们更有可能保持承诺并提高生产力。此外，incentives（激励）的设计对于其成功至关重要。例如，在教育环境中，教师可以创造促进学习热爱的incentives（激励），而不仅仅是关注成绩。通过提供创造性项目、协作学习和自我导向学习的机会，教育工作者可以激发学生的内在incentives（激励），培养对知识的终身热情。同样，在工作场所，公司可以实施通过非货币方式（如奖励、公开表彰或职业发展机会）来认可员工贡献的计划。这些方法可以增强员工的动机和忠诚度。此外，重要的是要注意，incentives（激励）应与组织或个人的价值观和目标保持一致。不匹配的incentives（激励）可能导致意想不到的后果。例如，如果一家公司强调销售目标而不考虑客户满意度，员工可能会优先考虑短期收益，而不是与客户建立持久的关系。这可能导致整体服务质量下降，并损害公司的声誉。总之，incentives（激励）是生活各个方面激励的一个重要组成部分。理解内在和外在incentives（激励）之间的区别，设计与个人和组织目标一致的有效incentives（激励），以及营造促进真实参与的环境，可以带来更大的成功和满意度。通过利用incentives（激励）的力量，我们可以激励自己和他人充分发挥潜力，实现有意义的结果。