中译英:一篇关于诺基亚公司的文章

Question

在市场竞争日益激烈的情况下，诺基亚的移动电话增长率持续高于市场增长率，从1998年起它就位居全球手机销售龙头，目前占有全球三分之一的市场.
面对这样一家拥有如此庞大员工和机构的企业，诺基亚的竞争优势除来自对高科技的大量投入外，还在于其大胆实践领导力变革。诺基亚究竟是如何建设一支优秀的团队，来保证其实现并保持全球手机销售领先者的目标呢？

1.开放沟通，由下而上开发领导力
NoelM.Tichy和EliCohen在1997年的著作《领导引擎》一书中指出，一个具有高度竞争力的企业，其领导力应是由下而上，而非传统认为的只是由上而下，惟有能持续地在各阶层培养出领导者的企业，才能够适应改变和生存竞争。诺基亚正是这一理论的最佳实践者之一。
优秀的企业都高度重视培养员工的工作能力与团队精神。诺基亚每年花在培训方面的费用超过25.8亿欧元——约为它全球净销售额的5.8%。根据员工的特殊需要来进行教育培训，可以让员工看到自己有机会学习和成长，那么员工对组织的责任感就会加强，它的热情就会产生。
诺基亚的领导特色首先体现在鼓励平民化的敞开沟通政策，强调开放的沟通、互相尊重、使团队内每一位成员感觉到自己在公司的重要性。
公司的高层领导人率先身体力行，努力倡导企业的平等文化。比如诺基亚公司董事长兼首席执行官约玛·奥利拉（JormaOllila）每次到中国访问，从不要前呼后拥，这远远胜过说教，充分体现了公司的平等文化。
在这方面，诺基亚的具体做法有3种：
一、每年请第三方公司作一次员工意见调查 二、公司每年有两次非常正式的讨论 三、公司在全球设有一个网站，员工可以匿名发送任何意见

2. 鼓励尝试创新
虽然诺基亚是一家大公司，很注重团队精神，但也非常强调企业家的奋斗精神。希望它的员工都能有一些企业家的思想，就是创新想法，不要墨守成规。这 样可以更快地面对市场挑战，加强竞争力。
就诺基亚的实践方式，它具有3个特点，可供借鉴：

第一，关心下属的成长。
第二，用人不疑，疑人不用。
第三，鼓励尝试创新。给下属成长空间，让他们敢于去尝试，并允许犯错误。

3.借企业文化塑造团队精神
诺基亚公司的企业文化包括4个要点：客户第一、尊重个人、成就感，不断学习。
公司会定期举行团队建设活动，并具体和每个部门的日常工作、业务紧密相连。这方面，诺基亚学院在团队建设和个人能力培养上发挥了很大作用，为员工提供很多很好的机会.诺基亚在招聘之初，除了专业技能的考核外，也非常注重个人在团队中的表现。通常会用一整天时间来测试一个人在团队活动中的参与程度与领导能力。这样就可最大限度地保证，使诺基亚所招聘的人一开始就能接近公司要求团队合作的精神文化。

4.没有完美的个人，只有完美的团队
诺基亚希望员工能跟上快节奏的变化，增加公司竞争力。让公司获得成功的同时，个人也可以得到成长的机会。
在诺基亚，一个经理就是一个教练，他要知道怎样培训员工来帮助他们做得更好，不是“叫”他们做事情，而是“教”他们做事情。

Answer 1

Under the condition that market compete increasingly vigorous, the ambulation telephone the growth rate of Nokia keep on high in the market growth rate, it hases take seat since 1998 to reside the global cellular phone sale group leader, occupying global 1/3 market currently.
Face thus an in addition to owning the such huge employee and the business enterprise of the organization, the competitive advantage of Nokia is in addition to coming from a great deal of devotion toward the high technology, still lying in its brave's practice to lead the dint change.Nokia is how to constuct an excellent team actually, guarantee in fact now and keep the target that the global cellular phone sale leads?

1.Open the communication, bottom-up development leadership dint
The NoelM.Tichy and EliCohens are in the work of 1997 《 the leadership engine 》 a, a business enterprise that has the high competition ability, it lead the dint and should be bottom-up, rather than the tradition think just from top to bottom, having however can steadily in the business enterprise that each stratum develop a leader, then can adapt the change and the existence competitions enough.Nokia is exactly one of the best man of actives of this ories.
Excellent business enterprises all value the work ability and team spirits of develop the employees highly.Nokia annually expenses spend in the aspects of train over 2,580,000,000 euros- about for 5.8% of its global clean sale sum.Carry on the education training according to the employee's special demand, can show employee oneself to have the opportunity to study and grow up, so the employee's sense of responsibility to the organization will strengthen, its enthusiasm will produce.
The leadership special features of Nokia the body encourages what civilian turn to open to communicate the policy now first, emphasizing the liberal communication, mutual respect and making each member inside the team feel the oneself's importance in company.
The key figures of the company leader to lead off to earnestly practice, working hard to initiate equal culture of the business enterprise.For example Nokia company president and chief the executive officer invites the 玛 · 奥 benefit to pull( JormaOllila) to go to Chinese interview each time, never wanting with many attendants crowding round, this is far and by long odds to lead the preachment, full body now equal culture of the company.
In this aspect, the concrete way of doing of Nokia have 3 kinds of:
A, please annually the third square the company makes an employee's opinion to investigate two, the company has twice annually to discuss very formally three, the company establishes a website in the world, the employee can send out any opinion with the anonymity

2. Encouragement trial innovation
Although Nokia is an archduke department, pay attention to the team spirit very much, also emphasize that the entrepreneur struggles the spirit very much.Hope it of employee can have some thoughts of entrepreneur, is a creative viewpoint, do not follow accepted routine.This kind can sooner the ground challenges to the market, strengthenning the competition ability.
For the fulfillment method of Nokia, it has 3 characteristicses, can be provided to draw lessons from:

The first, concern the growth of the inferiority.
The second, doubt not with the person, person of 疑 need not.
The third, encouragement trial innovation.Grow up space for inferiority, let them presume to try, and allow to make mistake the mistake.

3.Borrow the corporate culture molds the team spirit
The corporate culture of the company of Nokia includes 4 important points:Customer the first, respect is personal, achievement feeling, study continuously.
The company will periodically hold the team construction activity, and concrete is close to connect with each other with the daily pursuit, business of each section.This aspect, the college of Nokia constucts in the team and personal ability development up develop very the your work use, providing a lot of good opportunities for the employee.Nokia at the beginning that invite, in addition to professional technical ability investigate, also pay attention to very much personal in the performance in the team.Usually will test a person with time of one whole day in the team activity of participate the degree and the leadership abilities.Can guarantee with maximum limit thus, make the person a beginning that Nokia invite have access to the spirit culture that the company requests the team cooperation.

4.Have no perfect of personal, only have the perfect team
Nokia hopes that the employee can keep up with the variety of the quick rhythm, the increment company competition ability.Let company achieve success at the same time, personal can also get the opportunity of the growth.
At Nokia, a manager is a coach, he wants to know how train the employee to help they make out better, is not to" call" them work the feeling, but" teach" they work the feeling.

Answer 2

好！