·A 'Well done!' text from the boss is more rewarding than a $30 cash bonus
·來自老板的一句“干得不錯”短信比現(xiàn)金獎勵更有激勵價值。

·Pizza is a great motivator at start of week, Duke University research found
·披薩餅是一周的強大精神動力來源——美國杜克大學的研究發(fā)現(xiàn)。

·Experiment was carried out at a semiconductor factory in Israel
·本次實驗在以色列的一家半導體工廠里進行。

Which of these would you find most satisfying as a reward for doing a great day's work at the office: a bit of extra cash, a compliment from the boss or free pizza?
下面這幾個因素，你認為哪個會讓辛苦工作一天后的你感到更有激勵作用呢？一小筆現(xiàn)金獎勵，老板的一句贊美還是免費的披薩餅？

It may come as a surprise, but people actually prefer pizza and praise over money.
結(jié)果會是挺出乎意料的，人們居然喜歡披薩餅甚于金錢。

A slice of gooey cheese and tomato is a great incentive at the start of the working week but, ultimately, a 'Well done' from mission control comes out top.
一小塊粘稠的芝士和西紅柿對于開始一周忙碌的工作確實能產(chǎn)生強大的激勵作用，不過最讓人感到動力百倍的，卻是來自管理層的一句“干得不錯！”的贊美。

The findings come from an experiment in workplace motivation carried out by psychology professor Dan Ariely of Duke University.
這些發(fā)現(xiàn)來自杜克大學心理學教授，Dan Ariely所進行的一項關(guān)于職場動機的實驗研究。

At the start of the week, he sent messages to three out of four workers at a semiconductor factory in Israel that offered them a variety of rewards for assembling a number of chips each day.
在一周的開始，他給以色列的半導體工廠里的75%員工發(fā)送信息，以不同方式褒獎他們每天所裝配的芯片的數(shù)量。

One group was promised a bonus of around $30; another, a 'Well done!' text message from the boss at the end of the week; a third group was offered a voucher for pizza; and the fourth set received no message or offer at all.
其中一組每人將有大約30美元的獎勵；另一組，則是老板在工作周結(jié)束時發(fā)送的“干得好”的短信息；還有一組則是派發(fā)披薩餅折價券；最后一組控制組沒有收到任何獎勵。

Early in the week, free pizza came top, with a 6.7 per cent increase in productivity over the control group, while a compliment from the boss saw an increase of 6.6 per cent, New York Magazine reported.
在一周的開始，免費披薩餅的效果最明顯，比控制組的創(chuàng)造力增長了6.7個百分點，而收到老板的贊賞的一組則增長6.6個百分點?！都~約時報》報道。

Perhaps surprisingly, a cash incentive came third with 4.9 per cent.
也許讓人出乎意料的是，獎勵現(xiàn)金的實驗組只排在第三，增長4.9個百分點。

However, by day two, the money-motivated group performed 13.2 per cent worse than those in the control group.
不過，到了第二天，以現(xiàn)金為動力源的組比控制組的創(chuàng)造力還降低了13.2個百分點。

Over the course of the week, the cash bonus cost the company more and resulted in a 6.5 per cent drop in productivity.
經(jīng)過了一周時間，以現(xiàn)金為激勵的組不僅造成更多的公司支出，員工的創(chuàng)造力也降低了6.5個百分點。

At the end of the study, the 'Well Done!' text was the ultimate winner. Free pizza came in second and the control group was third. Money finished behind no extra motivation.
在本次實驗結(jié)束時，最終的贏家則是老板的“干得好！”的短信。而免費的披薩餅居于第二，控制組在第三?，F(xiàn)金組排最后而且沒有任何提升工作動力的跡象。

In other words, it would have been better for the employer to offer them no incentive whatsoever.
換而言之，雇主也許不給任何激勵會更好。

Ariely even wanted the pizza to be delivered to the workers' homes instead of a voucher, saying: 'This way… we not only would give them a gift, but we would also make them heroes in the eyes of their families.'
Ariely甚至還希望披薩餅能夠送到員工的家里而不只是給予他們一張代換券：“這樣的話，我們不僅給他們一份禮物，還讓他們在家人的眼中的形象是高大的?！?/div>

What is clear from the study is that people love praise and appreciation.
那么這項研究最明顯的跡象就是，人們都喜歡被稱贊和欣賞。

'Extrinsic motivators can stop having much meaning - your raise in pay feels like your just due, your bonus gets spent, your new title doesn’t sound so important once you have it.
“外在的激勵因素的意義不再那么重要了，因為給你增加的薪水就像是你應(yīng)有的，你的獎金花掉了，但是你的新頭銜卻沒有那么重要?！?/div>

'But the sense that other people appreciate what you do sticks with you,' Wharton professor Adam Grant told The Wall Street Journal last year.
“不過別人對你的贊美卻是讓你久久無法忘懷的。”沃頓商學院的教授Adam Grant在去年接受《華爾街雜志》的采訪時表示。

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