1.One of the most widely known theories of motivation is the hierarchy of needs theory, developed by psychologist Abraham Maslow and popularized during the early 1960s. It argues that individual needs form a five-level hierarchy.
心理学家亚伯拉罕.马斯洛创造了一个众所周知的理论——人类动机论，也称为需要层次论，在20世纪60年代早期被广泛传播。这种理论认为，人类的需要分为五个层次。
According to this hierarchy, our first need is for survival, so we concentrate on basic physiological needs, such as food, water, and shelter, until we feel fairly sure that these needs are covered. Next, we concern ourselves with safety needs. Once we feel reasonably safe and secure, we turn our attention to relationships with others in order to fulfill our belongingness needs, which involve the desire to affiliate with and be accepted by others. With support from loved ones, we focus on esteem needs, which are related to the two-pronged desire to have a positive self-image and to have our contributions valued and appreciated by others. Finally, we reach the highest level, self-actualization needs, which pertain to the requirement of developing our capabilities reaching our full potential. We concern ourselves with such matters as testing our creativity, seeing our innovative id translated into reality, pursuing new knowledge, and developing our talents. Needs at highest level are never completely fulfilled, because as we work to develop our capabilities, both our potential and our needs for self-actualization grow stronger.
根据该理论，生存是我们的第一需求，所以我们集中于生理上需要，如饭、水、住宅等，直到我们这些需要得到基本满足。接下来，我们就会有安全上需要，而当我们有一种适当的安全感时，就会有通过与其他人交往建立友谊和被别人接受来满足自己的归属需要，即社交需要。有了朋友和爱人的支持，我们会产生尊重需要，尊重需求包括想要有一个良好的自我形象，也包括自己的成绩得到他人的认可与赏识。最后，我们会有一个最高层次的需要，即自我实现需要，目标是自我实现或发挥出最大潜能。自我实现需求点支配地位的人，会运用自己的创造能力，看着自己的创造转变为现实，同时不断追求新的知识进一步发展自己的才能。最高层次的需要从来不会得到全部满足，这是因为虽然我们的能力在工作中不断提高的，但我们的潜力会变得更大，自我实现需要也会变得更强烈。
While Malow\\\\\\\'s hierarchy has stimulated thinking about the various needs that individuals have, it has some serious shortcomings. Research suggests that needs may cluster into two or three categories, rather than five. Also, the hierarchy of needs may not be the same for everyone. Entrepreneurs frequently pursue their dreams for years despite the relative deprivation of lower-level needs. Finally, individuals often seem to work on satisfying several needs at once, even though some needs may are more important than others at a given point in time.
当马斯洛的层次理论激起了各种各样对个性需要的考虑时，它的严重不足就出现了。研究该理论的学者认为，这需要层次可以归纳为两个或三个，而不五个。与此同时，层次需要理论并不是适用于每一个人。比如，企业家数年地不停地追求他们的梦想，尽管相对而言他们被剥夺了一些低层次的需要。最后，人们常常一次性就得到了各种需要的满足，即使某些需要可能比其它需要更重要。

2.
For some inexplicable reason, marketing is constantly linked to sales in a way that no other function of management （管理职能）seems to be. Many people, including top executives, confuse the terms on such a regular basis as to render them interchangeable.（使其可相互替换） This erroneous match-up is true for both domestic and international companies. To promulgate the belief（散布这种观念） that marketing is something that only salespeople do is exceedingly dangerous. The problem seems to stem from a misunderstanding about the difference between a process and a result, as well as from the failure to understand the centrality of marketing to all management functions.（营销是所有管理职能的中心） Sales occur when goods or services are \\\\\\\"given over\\\\\\\" to a customer in exchange for（用…来交换）money or another valuable consideration. It\\\\\\\'s the end result of the marketing process. Marketing describes the whole commercial process that creates the interest that the potential customer demonstrates prior to a sale. （在销售行为发生前，潜在顾客表现出的兴趣）The role of sales is to capitalize on （利用）that interest to the point where there\\\\\\\'s a successful exchange.（交易） Once a sale is complete, a company must provide follow-up service in an effort to maintain satisfaction and promote future sales. Many large companies have begun to officially demarcate and prioritize these functions by instituting a marketing department, （通过设置市场营销部正式区分并优化这些职能）within which is a subdivision （下属部门）called the sales and service department. Smaller companies and sole entrepreneurs （个人独资企业）must have an equally clear distinction and understanding of all the areas covered by the term marketing.
由于一些无法说清的原因，，营销和销售两者紧密相联，从某种程度上说，似乎没有其它管理职能是这样。大部分人，包括高层管理人员都会将其混淆，简单的认为他们是可以相互替换的。在一些国内和国际公司确实存在这种错误的搭配关系。营销仅仅就是销售员做的事，宣传这种观念是极其危险的。这个问题好像是由于误解了过程与结果两者之间的差异而没能理解营销是所有管理职能的中心引起的。销售是指与一个客户以货币或另一种等价回报进行交易，货物或服务停止，是营销过程的最终结果。营销是指整个商业过程，包括在销售行为发生前，引起潜在顾客表现出兴趣，销售的角色是利用客户表现出的兴趣完成交易，一旦交易完成后，公司必须努力做好接下来的服务工作，以此保持客户的满意度并促进将来的交易。许多大公司已经开始通过设置市场营销部正式区分并优化这些职能，这个下属部门称为销售与服务部。一些小公司和个人独资企业也要必须明确区分和理解营销所涵盖的所有范围。

3.
Without question, employment interviews are the most widely used selection tool in the United States. In conjunction with application blanks, interviews are also the selection tool of choice in most European nations. Thus the interview is definitely the selection technique must often encountered by most persons applying for a job, regardless of where that job may be located. Because interviews are so widely used to select new employees, it is essential that they be used in a way that maximizes their potential benefits while minimizing their inherent weaknesses. （内在缺陷）Two strategies for making the most out of the interview （从面试获得最大收益）that are used extensively （广泛应用）by organizations are (1) using an interview protocol （规范化面试）that affords the highest validity possible, and (2) training managers to be more reliable and accurate interviewers.
Despite recent optimism about the validity of employ interviews, many questions about their effectiveness remain unanswered. For years, there have been significant concerns that interviewers may differ considerably in their accuracy, and the potential for bias （潜在的偏见）always exists, since the interviewer relies so heavily on personal judgments. （个人判断）
毋庸质疑，在美国，雇佣面试是运用得最为广泛的挑选方式。与空白申请书一道, 一些欧洲国家也选择这种面试方式。因此，不管将要工作地点在哪，大部分申请工作的人，的确都会碰到面试作为一个双向选择的方式。由于面试被广泛运来选拔新职员，因些，最大可能地优化他们的潜能同时尽量缩小内在的不足显得十分重要。组织者广泛运用的面试策略有以下两条1）使用一个最准确的面试协议，2）对经理进行培训使其更可靠，培训出高素质的面试人员。
仅管近来雇佣面试的有效性令人乐观，但效力中的许多问题仍待解决。数年来一直是个焦点，比如：面试人员在判断的准确性上可能有相当大的差异，潜在的偏见始终存在。还有，面试人员很大程度上倾向于个人的判断。