Self-esteem needs might include the from a workplace.

clearly communicate with and actively listen to employees is essential to improve their performance.

the job，employers don't want to hire people who are difficult to get along with.

― ―You might as well write a thanks-note.

―Do you mind if I use vouchers to spend in a restaurant？ ―

―Wow! This is a fantastic project! I've never known you're so creative. ―

―You'd better not push yourself too hard.You can ask the team and listen. ―

―Can I get you a couple of tea？ ―

All the team members tried their best.We lost the game， .

An appreciated gift and the gesture of providing it will your coworker's day.

Companies are interested in your soft skills they are in your hard skills.

Fifty-five per cent of the respondents said that praise and attention from their supervisor would make them feel the company cared about them and their well-being.

I think a big part of it is we know how to have fun on the job.

Learning new things has always been a great for me.

The leader at creating opportunities to provide rewards，recognition and thanks to his or her staff.

请听录音：UNIT4TL.MP3 操作提示：正确选T，错误选F。 1.Human resources supported the proposal of giving the business intelligence a pay incentive every three months at the beginning. 2.Brad from human resources supports Scott's idea. 3.Carlotta is the manager of HRD. 4.Men and women in the business intelligence team who have been selected to get the prize will receive the same rewarding things. 5.The prize-winner cannot choose the prize that costs more than $500.7.The prize-winner can only have material awards and no day off.

THE RIGHT WAY TO MOTIVATE EMPLOYEES It's important for a CEO to be passionate and enthusiastic，but there's a line of professionalism that must always be maintained. According to a report from the technology website Venture Beat，PayPal CEO David Marcus wrote a critical letter to his employees blaming them for not using PayPal products and encouraging them to leave if they didn't have the passion to use the products they work for. According to the website，part of the leaked letter reads： It's been brought to my attention that when testing paying with mobile at Cafe 17 last week，some of you refused to install the PayPal app，and others didn't even remember their PayPal passwords.That's unacceptable to me，and the rest of my team，everyone at PayPal should use our products where available.That's the only way we can make them better，and better. In closing，if you are one of the folks who refused to install the PayPal app or if you can't remember your PayPal password，do yourself a favor，go and find something that will connect with your heart and mind elsewhere. While not obvious at first，the letter reveals a problem of morale and culture at PayPal.As an executive，you certainly want your employees to use and promote your products.However，when faced with a situation where staff isn't embracing what they make，you need to investigate the root of the problem-not threaten. When faced with internal problems，good executives start by asking why.They reach out to their executive team first and then to the entire staff to find the root of a problem and how to fix it.Sending out a one-sided note about the problem is not leading，it's retreating. Leadership starts by listening.Good executives need to get out among the staff and ask questions and listen without judgment or reaction.The fact that company employees are not embracing and using its products is a failure of leadership that Marcus needs to address by self-reflection.At the end of the day，if his employees have to be forced to use the app，how can he expect consumers to want to willingly pay to use it？ Marcus should have focused on three questions： Why are you not using the app？ What is it that we can do to ensure you use our app？ What do you need from me？ 1.A CEO only needs to be passionate and enthusiastic. 2.It is not professional that PayPal CEO blames his employees not to use PayPal or forget PayPal passwords. 3.A one-sided note refers to the root of PayPal's problem. 4.When faced with internal problems，good executives find the root of a problem in their executive team first. 5.Good executives need to give feedback immediately when they are listening to the staff.

HOW GOOGLE CONTINUES TO KEEP EMPLOYEES HAPPY Working for Google is a dream of many，not just because of what this company has achieved in the last 15 years，but because of its enviable work culture.With about 37，000 employees in 40 countries，you might wonder how Google maintains a motivating work experience throughout its entire company. Working for Google comes with perks that most other organizations can't provide-bowling alleys，free haircuts，gym memberships，and shuttles to and from work.The company's secret to success is putting the same amount of time and effort into keeping employees happy as it does into innovating products. Back when the company was just a start-up，co-founders Larry Page and Sergey Brin had the goal of making Google a place the most talented people wanted to work at.Their idea was simple：creating a work culture that keeps employees happy will motivate them to do their best and will keep them loyal to the company. It's less about the aspiration to be No.1 in the world，and more that we want our employees and future ones to love it here，because that's what's going to make us successful，said Karen May，the Vice President of people development at Google. Google also makes its employees want to work because managers provide tasks that are inspiring and challenging.Every employee at Google has the opportunity to spend 20% of his or her working time on a project they choose.This freedom takes employees out of their routine and away from the mundane tasks that often make workers feel uninspired about their jobs. Lastly，Google shows each employee just how important he or she is to the company.Each employee，regardless of her spot on the totem pole，has an influence on how Google performs. If you value people，and care about them as whole people，one thing you do is giving them a voice，and you really listen，May said. Google does just that by hosting employee forums every Friday，where they discuss the 20 most-asked questions.Employees have access to all company information，adding a sense of trust，and employees and leaders work together to solve problems. 1.How would you describe Google？ 2.Which one does NOT belong to the methods that Google motivate its employees？ 3.Who founded Google？ 4.If you are a normal employee of Google，what could you do EXCEPT？ 5.What is Google's secret to success？