赵伯平的求助信息：我坚信我的“三阶梯管理”走在了世界同类研究的前列，我也相信在改革开放三十多个后，现在应该是中国向世界工商管理界提出自己创见的时候了，所以，近两年来，我放下一切致力于英语的学习，我希望不久的将来能将我的《三阶梯管理》拿到类似《哈佛商业评论》那样的世界一流杂志上去推广发表。后面有我自己翻译《三阶梯管理》一文，其中一定存在相当多的谬误，所以想请精通英文的网友给予指正，不胜感激。
赵伯平的简介：长期致力于中国企业管理进化的系统集成研究，先后出版过的着作和培训光盘有《中国企业的病根子》（名列“2006年影响中国企业管理的十本团购图书”之一）丶《三阶梯管理》丶《中国式“赢”》（注*我喜欢的原名是“以权威破除权威”）丶《老调新谈》，业已形成一个从中国企业的病理分析丶到管理模型设计丶到可供操作的变革路线图，首尾一贯，环环相扣的完整架构。
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The latest and most useful discovery of Maslow's needs theory on the management.
马斯洛需要论在管理学上的最新最有用发现:
The three—terraces management
三阶梯管理
Aaron.Brook
Summary:
Maslow need theory and Engel's law are accordant (And such an accordant is also the most powerful proof for Maslow's needs theory).
马斯洛需要论与恩格尔定律是一致的（并且，也是迄今为止对马斯洛需要论的最有力证明）。
Maslow need theory and the three—terraces management are accordant (In this article, the synonym of terrace include: step, ladder and stair).
马斯洛需要论与三阶梯管理是一致的(在这篇文章中，terrace的同义词是step, ladder and stair)。
Maslow need theory, Engel's law, the three—terraces management and the history of study of the business administration are accordant.
马斯洛需要论丶恩格尔定律丶三阶梯管理丶企业管理研究史是一致的。
The auxiliary Instructions of three—terraces management.
三阶梯管理的辅助说明。
The border of three—terraces management.
三阶梯管理的边界。
The function of three—terraces management.
三阶梯管理的作用。
Text:
Maslow need theory and Engel's law are accordant (and which is also the most powerful proof for Maslow's needs theory so far).
马斯洛需要论与恩格尔定律是一致的（并且，也是迄今为止对马斯洛需要论的最有力证明）。
Maslow's needs theory and Engel's law，that they can be seen as the two most basic social science theories, have been applied widely.
马斯洛需要论和恩格尔定律可被看成是社会科学领域的两个基本理论，已经被广泛地应用。
1. Maslow need theory may be briefly summarized four points in the following:
首先是马斯洛需要论，可简要归纳为以下四点
(A) Human needs can be divided into five levels from low to high.
（一）人的需要分成五个由低到高的层次
The lowest level is the physiological need, including clothing, food, shelter, sex and so on.
最底层是生理的需要，包括衣丶食丶住丶性等。
Then is the level of safety need. We only call it safety that not only there is food to eat at today, but also at tomorrow, the day after tomorrow, even throughout lifetime.
然后是安全的需要，只有不但今天有饭吃，而且明天丶后天，乃至一生都有饭吃，才叫安全有保障。
And then is the level of love and belonging needs. Besides needing a job to feed their families, people also like to become friends with their colleagues so that they
can drink, chat and talk about their innermost thoughts and feelings together. Besides needing food to eat, and individual also like to eat enjoyable.
然后是爱和归属感的需要。除了需要一份工作来养活自己的家庭，人们也愿意和同事成为朋友，可以在一起喝酒，聊天，谈一些内心的想法和感受讨论。除了需要有食物吃，个人也希望吃得有情调。
And then is the level of esteem need. The love and belonging needs are mainly among acquaintance, but when I was introduced to strangers, or when strangers received my card and saw my name, I hope they can give me some praise yet.
然后是自尊的需要。爱和归属感的需要主要在熟人之间，但是当我被介绍给陌生人，或者当陌生人收到我的名片，看到我的名字时，我还希望他们能够给我一些赞美。
The top level is the self-actualization need. The love and belonging and esteem needs are mainly during we live yet. We still hope that we can be remembered by descendant with great reverence frequently and we can leave a good reputation in history and we can achieve our own unique value of life.
最高层是自我实现的需要。爱丶归属感和自尊的需要，主要在我们的有生之年。我们还希望时常被后人怀着崇敬的心情记起，能够在历史上留下了一个好的名声，实现我们自己独特的人生价值。
(B) All five levels of needs exist in every person, people on the highest status need to eat, the bottom beggars also want to be respected.
所有五个层次的需要并存于每个人身上，最高地位的人要吃饭，最底部乞丐也希望得到尊重。
(C) The people's five levels of needs are usually rising in turn, the upper needs will stand out only after the lower need be met enough. The order that people need to meet is from lower to upper, first to meet the needs of eating, then to catch the needs of love and belonging.
人的五个层次的需要通常是依次上升的，较高层次的需要只有在较低层次的需要得到充分满足后才会凸现出来。先满足肚子，后满足面子。
(D) People in different survival state have different needs focus. Some focus on the food, the physiological need is more important than the esteem need. Another focus on the self-actualization, they are absorbed in their success of cause as long as they will not starve to death.
不同生存状态下的人有不同的需要重点。一些人以吃的需要为重点，生理的需要超过自尊的需要;另外一些人以自我实现为重点，他们只要不会被饿死，都会专注于他们事业的成功。
Clayton Paul Alderfer is an psychologist who further expanded Maslow's hierarchy of needs by categorizing the hierarchy into his ERG theory (Existence, Relatedness and Growth). They are largely identical but with minor differences, for the sake of talking convenience, we tend to adopt Clayton Paul Alderfer's ERG theory.
心理学家奥德费进一步论述了马斯洛需要层次论，把人的需要概刮为生存需要丶相互关系的需要丶成长发展的需要。两者大同小异，为了叙述的方便，我们倾向于奥德费的三种划分。
2. Engel's law can be briefly summarized below:
其次是恩格尔定律，可简要概刮为：
As family income increases, the percentage spent for food decreases, that spent for clothing, rent, heat, and light remains the same, while that spent for education, health, and recreation increases.
当家庭收入增加，人们用于购买食品的支出占家庭收入的比重就下降；用于服装住宅建筑开支占家庭收入的比重大体不变；用于娱乐丶卫生保健丶教育等的支出和储蓄占家庭收入的比重就会上升。
3. The consistency of Maslow need theory and Engel's law.
再次，马斯洛需要论和恩格尔定律是一致的。
On the surface, Maslow's needs theory and Engel's law separately belong to psychology and statistics domains, there is no relationship between them. In-depth look, both they are actually two different points of view on the same phenomenon from micro and macro.
表面上看，马斯洛需要论和恩格尔定律分属于心理学丶统计学两大学科，互不相关；深入地看，两者其实是从微观和宏观两个不同的角度论述了同一个现象。
That the physiological needs in Maslow's hierarchy of need is in bottom implies when people's income is lower, they will meet the physical needs first, that is, the bulk of household spending must be used to maintain the basic necessities, just happen to coincides with Engel's law; vice versa, when people's income is high, they will try to meet the needs for their self-respect and self-realization, that is, the bulk of household expenditure will be spent on health care, education and training to promote all-sided and free development of individuals, exactly coincides with Engel's law.
生理需要位于马斯洛需要层次论的底部说明当人们的收入很少时，优先满足的是生理需要，亦即，家庭支出的大头必然是用于维持基本的衣食住行性，正好与恩格尔定律不约而同。反之，当人们的收入很高时，一辈子丰衣足食，优先满足的是尊重和自我实现的需要，亦即，家庭支出的大头必然是用于卫生保健丶教育培训等促进个人全面自由发展的项目上，正好与恩格尔定律不谋而合。
The accord of Maslow's needs theory and Engel's law has made those who suspect Maslow's needs theory for lacking necessary research specimens completely lose support. Engel's law roots in statistics, and through long-term proof around the world, such a fact itself is just the largest and most extensive research specimens. Although the details of Maslow's needs theory needs to be further improved, its major principle and direction are undoubtedly credible.
马斯洛需要论与恩格尔定律的一致，使那些以研究样本的不足作为怀疑马斯洛需要论的人们，彻底失去了支撑。恩格尔定律来源于统计学，并且经过了世界各地的长期证明，这一事实本身就具有最大最广泛的研究样本。马斯洛虽然在细节上有待进一步的完善，但在大的原则方向上无疑是可信的。
Maslow need theory and the three—terraces management are accordant.
马斯洛需要论与三阶梯管理是一致的
We have already known that the people's needs can be divided into three different levels rising in turn. Then, according to the humanistic business management, how should we meet the employees’ three different levels of needs one by one? My idea is that we should take the management of system (In this article, the synonym of system is institution, rule, regulation) to meet the employees’ existence needs, and take the management of emotion to meet the employees’ relatedness needs, and take the management of innovative to meet the employees’ growth needs, and take the integrated three kinds of management In three different terraces (management of system, management of emotion, and management of innovation) to meet the employees’ whole needs (existence needs, relatedness needs, and growth needs).
我们已经知道，人们的需要可以分为三个依次上升的层次。接下来，根据人文主义的企业管理，我们应该如何去一一满足员工的需要三个不同的梯田？我的观念是，我们用制度管理（在这篇文章中，它的同义词是制度，规则，规例）去满足员工的生存需要，用情感管理去满足员工的相互关系需要，用创新管理去满足员工的成长需要，用融合的位于三个不同阶梯的三种管理（制度管理，情感管理，创新管理）去满足员工的全部需要（生存需求，相关性的需求，及发展需求）。
(A) Taking the management of system to meet the employees’ existence needs.
（一）丶用制度管理来满足员工的生存需要
My definition of the system is all the inflexibility that can structure a business organization. It includes the organizational chart, manning quotas, departmental responsibilities, job descriptions, duty and power and benefit, vertical command and horizontal coordination, workflow, business processes, working standard, rules and regulations, staff handbook and so on.
我所讲的制度专指构成企业组织的全部刚性，它包括组织结构图，人员编制，部门职责，岗位描述，职责，权力和利益，纵向指挥和横向协调，工作流，业务流程，工作标准，规章制度，员工手册等。
My definition of the management of system is that the object of management is system，namely, I take system as the object of management (Please note: my management of system is different from taking system to manage). From a visual angle of organization science, the content of the management of system include mainly below: How many types of system should a corporation have. Who should make various systems? What procedures must be complied with In the process of making system? What kind of corporate values should become the guidance to make system? What is the relationship among different systems? How to solve the conflict among them? How to modify and repeal? Who is responsible for the implementation and monitoring? Which department is responsible for the promulgation, interpretation, review, learning and archiving of system respectively?
我对制度管理的定义是把制度作为管理的对象（请注意：我的制度管理不同于用制度去进行管理）。从组织科学的视角看，制度管理的内容主要包括以下：一个公司应该有多少类型的制度，各种制度应该由谁来制定？制定制度的过程中应该遵循什么样的程序？什么样的企业价值观应成为制定制度时的指南？不同制度间的关系如何？如何解决不同制度之间的冲突？如何修改和废除？谁负责制度的实施和监督？哪些部门分别负责制度的公布，解释，检查，学习和归档？
Only the purpose that I introduced the notion of the management of system is to build a high efficiency organization.
我所讲的制度管理的目的只有一个：构建一个高效率的企业组织。
In reality, as early as in " The Wealth of Nations" opening, Adam Smith has used an example of processing pin to show us such a basic truth, the production efficiency based on the business organization of work specialization is far higher than Individual craftsmen.
实际上，早在”国富论”的开篇之初，亚当斯密就用了一个例子来向我们说明这样一个基本的真理：一个建立在专业分工基础上的企业组织的生产效率将远远高于个体的工匠。
What is the best way to create an efficient business organization? I think, it must be to use my management of system. it must be to apply organizational chart, manning quotas, departmental responsibilities, job descriptions, duty and power and benefit, vertical command and horizontal coordination, workflow, business processes, working standard, rules and regulations, staff handbook and so on to make those who have different professional backgrounds and skills to form a work group obeying system and coordinating.
如何才能缔造出一个高效的企业组织呢？我认为，必须运用我的制度管理，它必须是使用组织结构图，人员编制，部门职责，岗位描述，责权利，纵向指挥和横向协调，工作流程，业务流程，工作标准，规章制度，员工手册等。使具有不同专业背景丶不同技能的人们连结在一起，按游戏规则协调一致地共事。
Since the management of system that I said can build a high efficient business organizations, Since a high efficient business organizations in a fair and reasonable market economy can bring the increase of staff salaries; Since the increase of staff salaries be able to meet the employees’ existence needs very well, therefore, I can take the management of system to meet the employees’ existence needs.
因为我们所讲的制度管理能建立一个高效率的企业组织，因为一个在公平合理的市场环境中的高效率的企业组织能增加员工的薪资，因为员工薪资的增加能够很好地满足他们的存在需要，所以，我可以用制度管理去满足员工的生存需要。
(B) Taking the management of emotion to meet the employees’ relatedness needs.
（二）丶用情感管理来满足员工的相互关系需要
I have no any particular meaning about emotion, emotion is mainly concern with people's psychological response to external stimuli, such as happy, anger, love, hate and so on.
我所讲的情感并无什么特别的寓意，主要指人对外界刺激的心理反应，如喜欢丶愤怒，爱慕丶厌恶等。
My definition of the management of emotion is that the object of management is emotion，namely, I take emotion as the object of management (Please note: my management of emotion is different from the management of containing emotion ). The content of the management of emotion include mainly below: the analysis and evaluation to the demand of staff emotion, setting the goal of management of emotion to accord with the request of enterprise development, making the related management of emotion plan and Implementing, tracking and monitoring and revision to the situation of execution of plan of the management of emotion in the whole process.
我对情感管理的定义是把制度作为管理的对象（不等于富有情感的管理）。情感管理的内容包括对员工情感的需求分析丶评估，设定合符企业发展需要的员工情感管理目标，制定相应的情感管理计划并组织实施，对情感管理计划施行的情况予以全程的跟踪丶监督丶修正等。
The purpose that I introduced the notion of the management of emotion is to cultivate staff healthy emotion on rules and regulations, business organization, and colleagues.
我所讲的情感管理目的在于培养员工对构成企业组织的制度丶对企业组织丶对同事的健康情感。
Obviously, the management of emotion from both the purpose and contents can be met the employees’ relatedness needs.
很明显，无论是过程，还是结果，情感管理就是为了满足员工的相互关系需要。
(C) Taking the management of innovation to meet the employees’ growth needs.
（三）丶用创新管理去员工满足成长发展的需要。
The activity that can create unprecedented useful new technology，new products, and new management for corporation is my definition about innovation.
我所讲的创新是指前所未有的和对企业有用的新技术丶新产品丶新管理。
My definition of the management of innovation is that the object of management is innovational activity, namely, I take innovational activity as the object of management (Please note: my management of innovation is different from the innovation of management). the content of the management of innovation include mainly below: setting up the innovational enterprise values, culture, and interior environment; establishing the mechanism for Innovation; forming the Innovational team; breeding the creative talents; planning, organizing, coordinating, and encouraging for innovational action; the assessing and controlling of innovational risk, and so on.
我对创新管理的定义是把创新作为管理的对象（请注意：我的创新管理是不同于对管理的创新）。创新管理的内容主要包括如下：创新理念丶创新文化丶创新氛围的营造；创新机制的建立丶创新团队的组建丶创新人才的培育；企业创新的规划丶组织丶协调丶奖惩以及风险评估与防范等。
The purpose that I introduced the notion of the management of innovation is to promote business organization to change rapidly, and to change continually, and to change correctly, so that, business organization can create more new technologies and products and management.
我所讲的创新管理的目的是让企业持续的变，快速的变，正确的变，变出更多的新技术丶新产品丶新管理。
Seeing about my management of innovation, on the one hand, the corporation can gain staff creative potential enough only after the corporation complied the law of innovational activity, and strengthened the staff education training, and given staff full respect, care, cherishing, equality, freedom, and so on; on the other hand, the innovative achievements not only give staff the most powerful evidence of the unique value of life, the innovative achievements but also bring staff the most peak experiences of self-actualization. So I can take the management of innovation to meet the employees’ growth needs.
看我的创新管理，一方面，企业只有按创新活动的规律办事，给员工以充分的尊重丶关爱丶平等丶自主感，强化员工的学习培训，员工的创新潜能丶创新激情才能得到充分的发挥；另一方面，创新成果的取得无疑是员工独特的人生价值的最有力明证，带给员工自我实现的高峰体验。所以，我能用创新管理去满足员工的成长需要。
(D) Integrating the management of system, management of emotion, and management of innovation located three different terraces rising in turn to form a whole to meet all the employees’ needs, that is, the existence needs, relatedness needs, and growth needs.
（四）丶用位于三个依次上升的阶梯之上的制度管理丶情感管理丶创新管理的融为一体来满足员工的全部需要。
As mentioned above, now that the three types of management can separately meet the three types of need located three different terraces rising in order, that is, the management of system can meet the employee needs, the management of emotion can meet the relatedness needs, the management of innovation can meet the growth needs. Then, the three—terraces management from the integrating three types of management mounting up in turn will be the best architecture to satisfy all the employees’ needs (Refer to the exhibit I).
Maslow's needs theory Alderfer's ERG theory
Three—terraces management
Exhibit I
如上所述，既然三种类型的管理可以分别满足位于依次上升的阶梯之上的三个不同的需要，即制度管理能满足员工的生存需要，情感管理能够满足员工需要的相互关系需要，创新管理能够满足员工成长的需要。那么，融合三种不同管理而成的三阶梯管理就成为满足员工全部合理需要的最佳架构（参见图示一）。
We have already summarized Maslow need theory to be four points, These four points also have relational four points to be reflected in the three—terraces management below:
我们前面已经将马斯洛需要论归纳为四点，这四点反映在三阶梯管理上就是：
1. As my three—terraces management can be divided into the three levels of management from low to high: management of system, management of emotion, and management of innovation, so it is fully in accord with Maslow need theory or Clayton Paul Alderfer's ERG theory, that human needs can also be divided into the three levels of need from low to high: existence needs, relatedness needs, and growth needs.
1丶三阶梯管理分成制度管理丶情感管理丶创新管理三个由低到高的层次，以此吻合于马斯洛的需要论，或奥德费的ERG理论，即人的需要分成三个由低到高的层次：生存需要，相互关系的需要，成长发展的需要。
2. Management of system, management of emotion, management of innovation, Not one of these three types of management can be dispensed with, and that, they must be coexisted in each stage of development of each company, and each employee of each period of his career. For example, High-tech IT companies and High-level managerial or technical talents cannot lack the basic management of system to coordinate, to unify; labor-intensive enterprises and low-level production operation staff also need the management of innovation to carry on the small invention and provides the rationalization proposal.
制度管理丶情感管理丶创新管理，三者缺一不可，并存于每家企业的每个发展阶段丶每个员工职业生涯的每个时期。例如，高科技的IT企业丶高阶的管理和技术人员一样少不了基本的制度管理来协同规范；低端的劳动密集型企业丶低阶的生产操作工人也需要创新管理在去进行企业的小改小革，去提供合理化建议。
So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that these three levels of need be coexisted in every person.
以此吻合于马斯洛的需要论或奥德费的ERG理论，三个层次的需要并存于每个人身上。
3. In the three—terraces management, the management of innovation located the top-level based on the management of emotion and management of system; the management of emotion located at middle-level based on the management of system. If the lower foundation management were not firm, the upper management of innovation or emotion of management would swing. So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that the upper needs will be intensifying only after the lower needs were satisfied well.
在三阶梯管理中，高阶的创新管理以位于其下的低阶的情感管理和制度管理为基础，情感管理以制度管理为基础。假如下面的基础管理不牢，上面的高阶管理就会动摇。以此吻合于马斯洛的需要论或奥德费的ERG理论，满足了低层次的需要，高层次的需要才会出现。
4. The three—terraces management in different enterprises and employees have different foci. High-tech IT companies and High-level managerial or technical talents' focus of the three—terraces management is on management of innovation; labor-intensive enterprises and low-level production operation staff' focus of the three—terraces management is on management of system. So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that people in different survival state have different needs focus.
不同的企业和员工，其三阶梯管理有着不同的侧重点。高科技的IT企业丶高阶的管理和技术人员，其三阶梯管理的侧重点在创新管理；低端的劳动密集型企业丶低阶的生产操作工人，其三阶梯管理的侧重点在制度管理。以此吻合于马斯洛的需要论或奥德费的ERG理论，不同生态的人，有着不同的需要侧重点。
Here what I want to stress is that, in Maslow need theory, although those elite whose focus is on self-realization still have basic needs of clothing and food, their quality of clothing and food is much higher than laborers who have to work hard for their bread all day. This point also has relational a point to be reflected in the three—terraces management, although those elite whose focus is on management of innovation still need basic systems to coordinate, the flexibility of their management of system is much higher than laborers. Let me take the performance appraisal system as an example, because the former is engaged in complex mental work, we only need to see the results for performance appraisal, do not need to command them from hand to foot again, otherwise, it would be just the opposite; because the latter is engaged in the simple physical labor, we not only need to see the result, also need to review the process for performance appraisal, a certain extent, once manager seizes production operation process, let worker comply strictly with the official procedures and standards to do thing，a qualified result will is self-evident.
这里我想强调的是，在马斯洛需要论中，以满足自我实现需要为侧重点精英人士，虽然依然有基本的衣食住行需要，但其衣食住行的品质要远远高于整天为面包而奔波的工农大众。这一点反映在三阶梯管理上，就是以创新管理为侧重点的高科技的IT企业丶高阶的管理和技术人员，虽然依然需要有制度管理来协同规范，但其制度管理的弹性要大大高于低端的劳动密集型企业丶低阶的生产操作工人。我以绩效考核的制度为例，前者因为从事的是复杂的脑力劳动，所以绩效考核只要看结果，用不着又管头又管脚，管多了，适得其反；后者因为从事的是简单的体力劳动，所以绩效考核不但要看结果，而且要看过程，从一定程度上讲，抓住了生产操作过程，严格按规定的流程丶标准办，合格的结果就是不言而喻的。
It showed that, as there are different need foci among people, there are different management foci among companies and employees, therefore, the company's management focus must be match very well by the other two types of management on the three—terraces management. Both are the management of innovation similarly, but the management of innovation in labor-intensive enterprises should obeys and serves the focal management of system to be needed by those low-level production operation staff, such a management of innovation can not simply copy the example of high-tech IT enterprise. Contrarily, both are the management of system similarly, but the management of system in high-tech IT enterprise should obeys and serves the focal innovation management to be needed by those managerial or technical talents, such a management of innovation can not simply stay in front of labor-intensive enterprises.
这说明，由于不同的人有着不同的需要侧重点，不同企业和员工的有着不同的管理侧重点。因而，每个企业的管理侧重点应当被三阶梯管理中的其它两个阶层的管理很好地匹配。同样是创新管理，低端的劳动密集型企业丶低阶的生产操作工人所需要的创新管理，应当向他们侧重的制度管理看齐，不能盲目的与高科技的IT企业攀比；反过来，同样是制度管理，高科技的IT企业丶高阶的管理和技术人员所需要的制度管理，应当向他们侧重的创新管理靠拢，不能停留于低端的劳动密集型企业而不前。
Maslow need theory, Engel's law, the three—terraces management and the history of study of the business administration are accordant
三丶马斯洛需要论丶恩格尔定律丶三阶梯管理丶企业管理研究史的统一性。
If I divided the Engel coefficient into high, medium and low three grades; then the corresponding Market economy would also be divided into developed, medium and backward three levels. for example, western society.
我将恩格尔系数分成高丶中丶低三个等级，则相应的市场经济社会也有落后丶中等丶发达三个档次与之一一对应，例如西方社会。
Early, the Engel coefficient of western society was at a high level, in the most families the percentage (or total expenditure) spent for food was the highest, the mainstream need was the existence needs. It showed that the level of economic development of entire society was very backward yet, so the entire society's primary mission was how to improve labor productivity and add resident income to meet people's needs of clothing, food, and shelter. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of system for building efficient organizations. That is, the Engel coefficient of high level corresponds to the backward market economic, the main existence needs, and the management of system, Indeed, the objective history of study of the business administration is precisely that, the correlative representative personage and works were Taylor's "Principles of Scientific Management", Fayol's "general and industrial management".
早期，西方社会的恩格尔系数处于高位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例最大，其主流需要为生存的需要，它表明全社会的经济发展水平还比较落后，其主要任务在于怎样通过提高劳动生产率，增加产出去满足居民的衣食住行需要。如此的现实需要反映在企业管理史上，就是将理论研究的注意力集中在以构建一个高效率的企业组织为已任的制度管理上，也就是高位的恩格尔系数对应于落后的市场经济社会，对应于生存的主流居民需要，对应于制度管理。客观的企业管理史正是这样，其代表人物丶代表作为泰罗的《科学管理原理》，法约尔的《工业和一般管理》。
Later, the Engel coefficient of western society was at a medium level, in the most families the percentage (or total expenditure) spent for food decreases obviously, the mainstream need was the relatedness needs. It showed that the level of economic development of entire society located medium level, residents had sufficient clothing and food for life. So the entire society's primary mission was how to make people feel gentle and cozy, happy and affectionate. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of emotion for cultivating staff healthy emotion to business organization. That is, the Engel coefficient of medium level corresponds to the medium market economic, the main relatedness needs, and the management of emotion. Indeed, the objective history of study of the business administration is precisely that, the correlative representative personage and works were Mayo's "The human problems of an industrial civilization", Mike McGregor's "X theory - Y theory".
后来，西方社会的恩格尔系数处于中位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例明显下降，其主流需要为相互关系的需要，它表明全社会的经济发展水平处于中等，居民丰衣足食，其主要任务在于怎样让居民过得温馨惬意，快乐开心。如此的现实需要反映在企业管理史上，势必将理论研究的注意力集中于以培养员工对企业组织的情感为已任的情感管理，也就是中位的恩格尔系数对应于中等的市场经济社会，对应于相互关系的主流居民需要，对应于情感管理。客观的企业管理史也是这样，其代表人物丶代表作为梅奥的《工业文明史中人的问题》，麦克雷戈的“X理论——Y理论”。
Today, the Engel coefficient of western society is at a low level, in the most families the percentage (or total expenditure) spent for food is minimum, the mainstream need is the growth needs. It showed that the level of economic development of entire society located very developed level, a large middle class is declared to emerge, so the entire society's primary mission is how to help people to advocate own individuality and style. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of innovation for unearthing staff individual potential and promoting enterprise's innovation efficiency. that is, the Engel coefficient of low level corresponds to the developed market economic, the main growth needs, and the management of innovation. Indeed, the objective history of study of the business administration is still that, the management of innovation is just growing with no prospect of weakening. Although there is no representative personage and works strictly, Schumpeter's "Theory of Economic Development" can be a logo or a starting point temporarily.
当今，西方社会的恩格尔系数处于低位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例降到最小，其主流需要为成长发展的需要，它表明全社会的经济发展水平已很发达，一个庞大的中产阶级宣告诞生，其主要任务在于怎样使居民张扬个性，尽现风采。如此的现实需要反映在企业管理史上，势必将理论研究的注意力集中于以提升企业的创新效率，超越自己为已任的创新管理，也就是低位的恩格尔系数对应于发达的市场经济社会或知识经济社会，对应于成长发展的主流居民需要，对应于创新管理。客观的企业管理史仍是这样，创新管理方兴未艾，严格意义上的代表人物丶代表作虽然没有，却可以暂用熊彼得的《经济发展理论》作为标志或起点。
Engel coefficient of western society from high to low , the level of economic development of entire society from low to high, the population's mainstream need from existence to growth, the focus of study of the business administration the from management of system to management of emotion, to management of innovation, a pace is a terrace, the total are three terraces, the integrating of three terraces is the three—terraces management (Refer to the exhibit II).
欧美国家的恩格尔系数由高到低，社会经济发展水平由低到高，居民的主流需要由生存到成长发展，企业管理理论的研究由制度管理，经情感管理，到创新管理，一步一个台阶，一共三个台阶，合在一起就是三阶梯管理（参见图示二）。
The auxiliary Instructions of the three—terraces management
四丶三阶梯管理的辅助说明。
Engel coefficient Level of economic development
Mainstream need Mainstream study of administration
Representative personage
Exhibit II
The three—terraces management I said can be a three-dimensional model with visualized description (Refer to the exhibit III):
我所讲的三阶梯管理可形象化地展示为一个三维模型（参见图示三）：
1. Viewing from the x-axis, the management of each terrace is divided into human resource management, marketing management, Manufacturing process management and other professional management section.
1丶从x轴看，每一台阶的管理都分为人力丶销售丶生产等专业管理版块。
2．Viewing from the z-axis, because the three—terraces management consist of management of system, management of the emotion, and management of innovation located three different terraces rising in order, each professional management can be divided into three different parts rising in order too, that is, the part of management of system, the part of management of emotion, and the part of management of innovation. Such as human resources management, the first part is the part of the management of system. Which is designed to make a set of reasonable system and process for recruitment, training, assessment, salary, welfare, incentive, promotion and so on.
2丶从z轴看，三阶梯管理由制度管理丶情感管理丶创新管理三个依次上升的台阶组成，每个专业管理也相应地由三个依次上升的制度管理部分丶情感管理部分丶创新管理部分组成。如人力资源管理，第一部分是它的制度管理部分，旨在使员工聘用丶培训丶考核丶薪资福利丶奖惩丶晋升等都有一套合理适用的规章制度及流程可循。
The second part is the part of the management of emotion. Which is designed to give employees more respect, trust, understanding, considerate and caring on staff recruitment, dismissal, appraisal, rewards and punishments.
第二部分是它的情感管理部分，旨在员工的聘用丶辞退丶考核丶奖惩工作中，给员工更多的尊重丶信任丶理解丶体贴和关爱。
The third part is the part of the management of innovation. Which is designed to enable all the processes, systems, ways and means of Human Resources Management to change with internal and external environment, taking changing to suit changing, survival of the fittest. Integrating the three different parts mounting up in turn to form a complete human resources management, and human resource management is a section of the three—terraces management.
第三部分是它的创新管理部分，旨在让全部的人力资源管理制度丶流程，以及员工情感管理的方式方法都能随着企业内外环境的变化而变化，以变应变，适者生存。一丶二丶三个部分的梯进与融合形成一个完整的人力资源管理，而人力资源管理又是三阶梯管理系统中的一个分支丶一个专业。
3. Viewing from x-axis and z-axis together, human resource management, marketing management, Manufacturing process management and other professional management can be incorporated into my three—terraces management model one by one.
3丶将x轴丶z轴结合起来看，人力丶销售丶生产等所有的专业管理都可以一一纳入到我的三阶梯管理系统中去。
4. Viewing from y-axis, both the three—terraces management and every professional management themselves should be divide into planning, organizing, commanding, coordinating, monitoring five sections accordance with Fayol’s idea.
4丶从y轴看，无论是依次上升的制度管理丶情感管理丶创新管理本身，还是人力丶销售丶生产等专业管理本身，都需要按照法约尔的管理五大职能，分成计划丶组织丶指挥丶协调丶控制五大版块。
5. Viewing from x-axis, z-axis and y-axis together, it is just a complete, three-dimensional three—terraces management model.
5丶将x轴丶z轴丶y轴结合起来看，它就是一个完整的丶立体的三阶梯管理模型。
The border of the three—terraces management
五丶三阶梯管理的边界。
Although every professional management can be incorporated into my three—terraces management model, the three—terraces management can not substitute for them. There are different specialized characteristic and domain on every professional management, such as human resource management, obstruction between different realms is just as huge as a mountain. It is unnecessary and impossible for the three—terraces management to substitute for every professional management. This is the border of the three—terraces management.
三阶梯管理虽然将人力丶销售丶生产等专业管理全部网罗到自己的门下，但代替不了这些专业管理。人力丶销售丶生产各有各的专业，隔行如隔山，三阶梯管理不必，也不可能统统的大包大揽，这就是三阶梯管理的边界。
Pointing out the border of the three—terraces management does not mean to exclude the cooperation between the three—terraces management and the various types of professional management. In fact, the three—terraces management can not
be useful until it is filled and supported with every specialized management.
指出三阶梯管理的边界，并不排斥它与各类专业管理之间的合作。事实上，我的三阶梯管理只有在各类专业管理的支撑下，才会大有作为。
The function of the three—terraces management
六丶三阶梯管理的功用：
In short, it provide a concise model for management Diagnosis for various types of organization.
一句话：提供了一个简洁明了的管理诊断新模型。
First, examining the organization whether its management is complete or not?
Not one can be dispensed with the terraces of the management of system, the terraces of the management of emotion, the terraces of the management of innovation, as well as various types of professional management (such as human resources) on the three terraces of the management.
首先问全不全？制度管理丶情感管理丶创新管理三大台阶，三大台阶上该有的专业版块，如人力丶销售丶生产等一个都不能少。
Warm tip: the people's three needs are a whole, the three types of management are a whole rising in order too.
温馨提示：人的三大需要是一个整体，梯进的三种管理也应是一个整体。
Only having the management of system, enterprise will become a pool of backwater; only having the management of emotion, enterprise will get tangled up; only having the management of innovation, enterprise will lose its existent root. Borrowing Tolstoy 's a famous saying: Successful businesses are always similar，and are always the harmony of management of system, management of emotion, and management of innovation.
仅有制度管理，企业将成为一潭死水；仅有情感管理，企业会成为一团乱麻；仅有创新管理，企业将失去其存在的根本。套用托尔斯泰的一句名言：成功的企业都是相似的，都是制度管理丶情感管理丶创新管理的协调一致。
Second, examining the organization whether its management is real or not? Whether the three management constituting the three—terraces management is my management of system, management of emotional , management of innovation or not?
其次问真不真？构成三阶梯管理的三大管理是不是我讲的制度管理丶情感管理丶创新管理？
Warm tip: I has assigned special meaning to the three types of management, the management of system is different from taking system to manage, the management of emotion is different from the management of Containing emotion, the management of innovation is different from the innovation of management. So my three types of management has been able to correspond to the people's three types of need respectively.
温馨提示：我已经赋予了特殊的意义给三种类型的管理。因此，制度管理不同于用制度去管理，情感管理不同于含有情感的管理，创新管理不同于管理的创新。所以，我的三种类型的管理才能分别符合于人们的三种需要。
If the concept of system were in general meaning, it would be difficult to connect with the existence needs. But now my definition of system is all the rigid that structure a business organization, such a management of system can create an efficient organization and increase the output of enterprise and improve the employees’ income, in turn, the management of system became the only way to meet the employees’ existence needs.
如果是通常的制度概念，则很难将它与生存需要的满足联系起来。但我现在所讲的制度，专指构成企业组织的全部刚性。以这种制度为对象的制度管理，旨在如何打造一个高效率的组织，增加企业的产出，提高员工的收入，进而，就成了满足员工生存需要的不二法门。
Third, examining the organization whether its management is in sequence or
not?
再次问顺不顺？
The lowest terrace should be the management of system, the medial terrace is the management of emotion, the top terrace is the management of innovation.
最低的台阶是制度管理，中间的台阶是情感管理，最高的台阶是创新管理。
Warm tip: the management of emotion losing the management of system as base must be sentimental. The management of innovation losing the management of system and emotion must be a tree without roots.
温馨提示：不讲制度的情感管理无异于婆婆妈妈；撇开以制度丶情感做基础的创新是无本之木。
Fourth, examining the organization whether its management is matching or not?
最后问活不活？
The focus of the three—terraces management, as well as other two terraces of management whether match with the main needs of enterprises?
三阶梯管理的侧重点，以及三大管理台阶之间围绕侧重点所展开的匹配，是否符合不同企业的主流需要？
Warm tip: matching is necessary, but matching is also relative, there is no absolute matching in the world.
温馨提示：活和匹配是必须的，也是相对的，世界上没有绝对的匹配。
In conclusion, I have enough reason to believe that the three—terraces management is:
综上所述，我有充分的理由认为，三阶梯管理是：
A new model,
一个全新的模型，
A simple model,
一个简明的模型，
An orderly model,
一个有序的模型，
A dynamic model,
一个动态的模型，
An open model,
一个开放的模型，
Of course,
当然，
It is also a very useful model！
它也是一个非常有用的模型。
赵伯平的简介：长期致力于中国企业管理进化的系统集成研究，先后出版过的着作和培训光盘有《中国企业的病根子》（名列“2006年影响中国企业管理的十本团购图书”之一）丶《三阶梯管理》丶《中国式“赢”》（注*我喜欢的原名是“以权威破除权威”）丶《老调新谈》，业已形成一个从中国企业的病理分析丶到管理模型设计丶到可供操作的变革路线图，首尾一贯，环环相扣的完整架构。
Zbp079@163.com
The latest and most useful discovery of Maslow's needs theory on the management.
马斯洛需要论在管理学上的最新最有用发现:
The three—terraces management
三阶梯管理
Aaron.Brook
Summary:
Maslow need theory and Engel's law are accordant (And such an accordant is also the most powerful proof for Maslow's needs theory).
马斯洛需要论与恩格尔定律是一致的（并且，也是迄今为止对马斯洛需要论的最有力证明）。
Maslow need theory and the three—terraces management are accordant (In this article, the synonym of terrace include: step, ladder and stair).
马斯洛需要论与三阶梯管理是一致的(在这篇文章中，terrace的同义词是step, ladder and stair)。
Maslow need theory, Engel's law, the three—terraces management and the history of study of the business administration are accordant.
马斯洛需要论丶恩格尔定律丶三阶梯管理丶企业管理研究史是一致的。
The auxiliary Instructions of three—terraces management.
三阶梯管理的辅助说明。
The border of three—terraces management.
三阶梯管理的边界。
The function of three—terraces management.
三阶梯管理的作用。
Text:
Maslow need theory and Engel's law are accordant (and which is also the most powerful proof for Maslow's needs theory so far).
马斯洛需要论与恩格尔定律是一致的（并且，也是迄今为止对马斯洛需要论的最有力证明）。
Maslow's needs theory and Engel's law，that they can be seen as the two most basic social science theories, have been applied widely.
马斯洛需要论和恩格尔定律可被看成是社会科学领域的两个基本理论，已经被广泛地应用。
1. Maslow need theory may be briefly summarized four points in the following:
首先是马斯洛需要论，可简要归纳为以下四点
(A) Human needs can be divided into five levels from low to high.
（一）人的需要分成五个由低到高的层次
The lowest level is the physiological need, including clothing, food, shelter, sex and so on.
最底层是生理的需要，包括衣丶食丶住丶性等。
Then is the level of safety need. We only call it safety that not only there is food to eat at today, but also at tomorrow, the day after tomorrow, even throughout lifetime.
然后是安全的需要，只有不但今天有饭吃，而且明天丶后天，乃至一生都有饭吃，才叫安全有保障。
And then is the level of love and belonging needs. Besides needing a job to feed their families, people also like to become friends with their colleagues so that they
can drink, chat and talk about their innermost thoughts and feelings together. Besides needing food to eat, and individual also like to eat enjoyable.
然后是爱和归属感的需要。除了需要一份工作来养活自己的家庭，人们也愿意和同事成为朋友，可以在一起喝酒，聊天，谈一些内心的想法和感受讨论。除了需要有食物吃，个人也希望吃得有情调。
And then is the level of esteem need. The love and belonging needs are mainly among acquaintance, but when I was introduced to strangers, or when strangers received my card and saw my name, I hope they can give me some praise yet.
然后是自尊的需要。爱和归属感的需要主要在熟人之间，但是当我被介绍给陌生人，或者当陌生人收到我的名片，看到我的名字时，我还希望他们能够给我一些赞美。
The top level is the self-actualization need. The love and belonging and esteem needs are mainly during we live yet. We still hope that we can be remembered by descendant with great reverence frequently and we can leave a good reputation in history and we can achieve our own unique value of life.
最高层是自我实现的需要。爱丶归属感和自尊的需要，主要在我们的有生之年。我们还希望时常被后人怀着崇敬的心情记起，能够在历史上留下了一个好的名声，实现我们自己独特的人生价值。
(B) All five levels of needs exist in every person, people on the highest status need to eat, the bottom beggars also want to be respected.
所有五个层次的需要并存于每个人身上，最高地位的人要吃饭，最底部乞丐也希望得到尊重。
(C) The people's five levels of needs are usually rising in turn, the upper needs will stand out only after the lower need be met enough. The order that people need to meet is from lower to upper, first to meet the needs of eating, then to catch the needs of love and belonging.
人的五个层次的需要通常是依次上升的，较高层次的需要只有在较低层次的需要得到充分满足后才会凸现出来。先满足肚子，后满足面子。
(D) People in different survival state have different needs focus. Some focus on the food, the physiological need is more important than the esteem need. Another focus on the self-actualization, they are absorbed in their success of cause as long as they will not starve to death.
不同生存状态下的人有不同的需要重点。一些人以吃的需要为重点，生理的需要超过自尊的需要;另外一些人以自我实现为重点，他们只要不会被饿死，都会专注于他们事业的成功。
Clayton Paul Alderfer is an psychologist who further expanded Maslow's hierarchy of needs by categorizing the hierarchy into his ERG theory (Existence, Relatedness and Growth). They are largely identical but with minor differences, for the sake of talking convenience, we tend to adopt Clayton Paul Alderfer's ERG theory.
心理学家奥德费进一步论述了马斯洛需要层次论，把人的需要概刮为生存需要丶相互关系的需要丶成长发展的需要。两者大同小异，为了叙述的方便，我们倾向于奥德费的三种划分。
2. Engel's law can be briefly summarized below:
其次是恩格尔定律，可简要概刮为：
As family income increases, the percentage spent for food decreases, that spent for clothing, rent, heat, and light remains the same, while that spent for education, health, and recreation increases.
当家庭收入增加，人们用于购买食品的支出占家庭收入的比重就下降；用于服装住宅建筑开支占家庭收入的比重大体不变；用于娱乐丶卫生保健丶教育等的支出和储蓄占家庭收入的比重就会上升。
3. The consistency of Maslow need theory and Engel's law.
再次，马斯洛需要论和恩格尔定律是一致的。
On the surface, Maslow's needs theory and Engel's law separately belong to psychology and statistics domains, there is no relationship between them. In-depth look, both they are actually two different points of view on the same phenomenon from micro and macro.
表面上看，马斯洛需要论和恩格尔定律分属于心理学丶统计学两大学科，互不相关；深入地看，两者其实是从微观和宏观两个不同的角度论述了同一个现象。
That the physiological needs in Maslow's hierarchy of need is in bottom implies when people's income is lower, they will meet the physical needs first, that is, the bulk of household spending must be used to maintain the basic necessities, just happen to coincides with Engel's law; vice versa, when people's income is high, they will try to meet the needs for their self-respect and self-realization, that is, the bulk of household expenditure will be spent on health care, education and training to promote all-sided and free development of individuals, exactly coincides with Engel's law.
生理需要位于马斯洛需要层次论的底部说明当人们的收入很少时，优先满足的是生理需要，亦即，家庭支出的大头必然是用于维持基本的衣食住行性，正好与恩格尔定律不约而同。反之，当人们的收入很高时，一辈子丰衣足食，优先满足的是尊重和自我实现的需要，亦即，家庭支出的大头必然是用于卫生保健丶教育培训等促进个人全面自由发展的项目上，正好与恩格尔定律不谋而合。
The accord of Maslow's needs theory and Engel's law has made those who suspect Maslow's needs theory for lacking necessary research specimens completely lose support. Engel's law roots in statistics, and through long-term proof around the world, such a fact itself is just the largest and most extensive research specimens. Although the details of Maslow's needs theory needs to be further improved, its major principle and direction are undoubtedly credible.
马斯洛需要论与恩格尔定律的一致，使那些以研究样本的不足作为怀疑马斯洛需要论的人们，彻底失去了支撑。恩格尔定律来源于统计学，并且经过了世界各地的长期证明，这一事实本身就具有最大最广泛的研究样本。马斯洛虽然在细节上有待进一步的完善，但在大的原则方向上无疑是可信的。
Maslow need theory and the three—terraces management are accordant.
马斯洛需要论与三阶梯管理是一致的
We have already known that the people's needs can be divided into three different levels rising in turn. Then, according to the humanistic business management, how should we meet the employees’ three different levels of needs one by one? My idea is that we should take the management of system (In this article, the synonym of system is institution, rule, regulation) to meet the employees’ existence needs, and take the management of emotion to meet the employees’ relatedness needs, and take the management of innovative to meet the employees’ growth needs, and take the integrated three kinds of management In three different terraces (management of system, management of emotion, and management of innovation) to meet the employees’ whole needs (existence needs, relatedness needs, and growth needs).
我们已经知道，人们的需要可以分为三个依次上升的层次。接下来，根据人文主义的企业管理，我们应该如何去一一满足员工的需要三个不同的梯田？我的观念是，我们用制度管理（在这篇文章中，它的同义词是制度，规则，规例）去满足员工的生存需要，用情感管理去满足员工的相互关系需要，用创新管理去满足员工的成长需要，用融合的位于三个不同阶梯的三种管理（制度管理，情感管理，创新管理）去满足员工的全部需要（生存需求，相关性的需求，及发展需求）。
(A) Taking the management of system to meet the employees’ existence needs.
（一）丶用制度管理来满足员工的生存需要
My definition of the system is all the inflexibility that can structure a business organization. It includes the organizational chart, manning quotas, departmental responsibilities, job descriptions, duty and power and benefit, vertical command and horizontal coordination, workflow, business processes, working standard, rules and regulations, staff handbook and so on.
我所讲的制度专指构成企业组织的全部刚性，它包括组织结构图，人员编制，部门职责，岗位描述，职责，权力和利益，纵向指挥和横向协调，工作流，业务流程，工作标准，规章制度，员工手册等。
My definition of the management of system is that the object of management is system，namely, I take system as the object of management (Please note: my management of system is different from taking system to manage). From a visual angle of organization science, the content of the management of system include mainly below: How many types of system should a corporation have. Who should make various systems? What procedures must be complied with In the process of making system? What kind of corporate values should become the guidance to make system? What is the relationship among different systems? How to solve the conflict among them? How to modify and repeal? Who is responsible for the implementation and monitoring? Which department is responsible for the promulgation, interpretation, review, learning and archiving of system respectively?
我对制度管理的定义是把制度作为管理的对象（请注意：我的制度管理不同于用制度去进行管理）。从组织科学的视角看，制度管理的内容主要包括以下：一个公司应该有多少类型的制度，各种制度应该由谁来制定？制定制度的过程中应该遵循什么样的程序？什么样的企业价值观应成为制定制度时的指南？不同制度间的关系如何？如何解决不同制度之间的冲突？如何修改和废除？谁负责制度的实施和监督？哪些部门分别负责制度的公布，解释，检查，学习和归档？
Only the purpose that I introduced the notion of the management of system is to build a high efficiency organization.
我所讲的制度管理的目的只有一个：构建一个高效率的企业组织。
In reality, as early as in " The Wealth of Nations" opening, Adam Smith has used an example of processing pin to show us such a basic truth, the production efficiency based on the business organization of work specialization is far higher than Individual craftsmen.
实际上，早在”国富论”的开篇之初，亚当斯密就用了一个例子来向我们说明这样一个基本的真理：一个建立在专业分工基础上的企业组织的生产效率将远远高于个体的工匠。
What is the best way to create an efficient business organization? I think, it must be to use my management of system. it must be to apply organizational chart, manning quotas, departmental responsibilities, job descriptions, duty and power and benefit, vertical command and horizontal coordination, workflow, business processes, working standard, rules and regulations, staff handbook and so on to make those who have different professional backgrounds and skills to form a work group obeying system and coordinating.
如何才能缔造出一个高效的企业组织呢？我认为，必须运用我的制度管理，它必须是使用组织结构图，人员编制，部门职责，岗位描述，责权利，纵向指挥和横向协调，工作流程，业务流程，工作标准，规章制度，员工手册等。使具有不同专业背景丶不同技能的人们连结在一起，按游戏规则协调一致地共事。
Since the management of system that I said can build a high efficient business organizations, Since a high efficient business organizations in a fair and reasonable market economy can bring the increase of staff salaries; Since the increase of staff salaries be able to meet the employees’ existence needs very well, therefore, I can take the management of system to meet the employees’ existence needs.
因为我们所讲的制度管理能建立一个高效率的企业组织，因为一个在公平合理的市场环境中的高效率的企业组织能增加员工的薪资，因为员工薪资的增加能够很好地满足他们的存在需要，所以，我可以用制度管理去满足员工的生存需要。
(B) Taking the management of emotion to meet the employees’ relatedness needs.
（二）丶用情感管理来满足员工的相互关系需要
I have no any particular meaning about emotion, emotion is mainly concern with people's psychological response to external stimuli, such as happy, anger, love, hate and so on.
我所讲的情感并无什么特别的寓意，主要指人对外界刺激的心理反应，如喜欢丶愤怒，爱慕丶厌恶等。
My definition of the management of emotion is that the object of management is emotion，namely, I take emotion as the object of management (Please note: my management of emotion is different from the management of containing emotion ). The content of the management of emotion include mainly below: the analysis and evaluation to the demand of staff emotion, setting the goal of management of emotion to accord with the request of enterprise development, making the related management of emotion plan and Implementing, tracking and monitoring and revision to the situation of execution of plan of the management of emotion in the whole process.
我对情感管理的定义是把制度作为管理的对象（不等于富有情感的管理）。情感管理的内容包括对员工情感的需求分析丶评估，设定合符企业发展需要的员工情感管理目标，制定相应的情感管理计划并组织实施，对情感管理计划施行的情况予以全程的跟踪丶监督丶修正等。
The purpose that I introduced the notion of the management of emotion is to cultivate staff healthy emotion on rules and regulations, business organization, and colleagues.
我所讲的情感管理目的在于培养员工对构成企业组织的制度丶对企业组织丶对同事的健康情感。
Obviously, the management of emotion from both the purpose and contents can be met the employees’ relatedness needs.
很明显，无论是过程，还是结果，情感管理就是为了满足员工的相互关系需要。
(C) Taking the management of innovation to meet the employees’ growth needs.
（三）丶用创新管理去员工满足成长发展的需要。
The activity that can create unprecedented useful new technology，new products, and new management for corporation is my definition about innovation.
我所讲的创新是指前所未有的和对企业有用的新技术丶新产品丶新管理。
My definition of the management of innovation is that the object of management is innovational activity, namely, I take innovational activity as the object of management (Please note: my management of innovation is different from the innovation of management). the content of the management of innovation include mainly below: setting up the innovational enterprise values, culture, and interior environment; establishing the mechanism for Innovation; forming the Innovational team; breeding the creative talents; planning, organizing, coordinating, and encouraging for innovational action; the assessing and controlling of innovational risk, and so on.
我对创新管理的定义是把创新作为管理的对象（请注意：我的创新管理是不同于对管理的创新）。创新管理的内容主要包括如下：创新理念丶创新文化丶创新氛围的营造；创新机制的建立丶创新团队的组建丶创新人才的培育；企业创新的规划丶组织丶协调丶奖惩以及风险评估与防范等。
The purpose that I introduced the notion of the management of innovation is to promote business organization to change rapidly, and to change continually, and to change correctly, so that, business organization can create more new technologies and products and management.
我所讲的创新管理的目的是让企业持续的变，快速的变，正确的变，变出更多的新技术丶新产品丶新管理。
Seeing about my management of innovation, on the one hand, the corporation can gain staff creative potential enough only after the corporation complied the law of innovational activity, and strengthened the staff education training, and given staff full respect, care, cherishing, equality, freedom, and so on; on the other hand, the innovative achievements not only give staff the most powerful evidence of the unique value of life, the innovative achievements but also bring staff the most peak experiences of self-actualization. So I can take the management of innovation to meet the employees’ growth needs.
看我的创新管理，一方面，企业只有按创新活动的规律办事，给员工以充分的尊重丶关爱丶平等丶自主感，强化员工的学习培训，员工的创新潜能丶创新激情才能得到充分的发挥；另一方面，创新成果的取得无疑是员工独特的人生价值的最有力明证，带给员工自我实现的高峰体验。所以，我能用创新管理去满足员工的成长需要。
(D) Integrating the management of system, management of emotion, and management of innovation located three different terraces rising in turn to form a whole to meet all the employees’ needs, that is, the existence needs, relatedness needs, and growth needs.
（四）丶用位于三个依次上升的阶梯之上的制度管理丶情感管理丶创新管理的融为一体来满足员工的全部需要。
As mentioned above, now that the three types of management can separately meet the three types of need located three different terraces rising in order, that is, the management of system can meet the employee needs, the management of emotion can meet the relatedness needs, the management of innovation can meet the growth needs. Then, the three—terraces management from the integrating three types of management mounting up in turn will be the best architecture to satisfy all the employees’ needs (Refer to the exhibit I).
Maslow's needs theory Alderfer's ERG theory
Three—terraces management
Exhibit I
如上所述，既然三种类型的管理可以分别满足位于依次上升的阶梯之上的三个不同的需要，即制度管理能满足员工的生存需要，情感管理能够满足员工需要的相互关系需要，创新管理能够满足员工成长的需要。那么，融合三种不同管理而成的三阶梯管理就成为满足员工全部合理需要的最佳架构（参见图示一）。
We have already summarized Maslow need theory to be four points, These four points also have relational four points to be reflected in the three—terraces management below:
我们前面已经将马斯洛需要论归纳为四点，这四点反映在三阶梯管理上就是：
1. As my three—terraces management can be divided into the three levels of management from low to high: management of system, management of emotion, and management of innovation, so it is fully in accord with Maslow need theory or Clayton Paul Alderfer's ERG theory, that human needs can also be divided into the three levels of need from low to high: existence needs, relatedness needs, and growth needs.
1丶三阶梯管理分成制度管理丶情感管理丶创新管理三个由低到高的层次，以此吻合于马斯洛的需要论，或奥德费的ERG理论，即人的需要分成三个由低到高的层次：生存需要，相互关系的需要，成长发展的需要。
2. Management of system, management of emotion, management of innovation, Not one of these three types of management can be dispensed with, and that, they must be coexisted in each stage of development of each company, and each employee of each period of his career. For example, High-tech IT companies and High-level managerial or technical talents cannot lack the basic management of system to coordinate, to unify; labor-intensive enterprises and low-level production operation staff also need the management of innovation to carry on the small invention and provides the rationalization proposal.
制度管理丶情感管理丶创新管理，三者缺一不可，并存于每家企业的每个发展阶段丶每个员工职业生涯的每个时期。例如，高科技的IT企业丶高阶的管理和技术人员一样少不了基本的制度管理来协同规范；低端的劳动密集型企业丶低阶的生产操作工人也需要创新管理在去进行企业的小改小革，去提供合理化建议。
So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that these three levels of need be coexisted in every person.
以此吻合于马斯洛的需要论或奥德费的ERG理论，三个层次的需要并存于每个人身上。
3. In the three—terraces management, the management of innovation located the top-level based on the management of emotion and management of system; the management of emotion located at middle-level based on the management of system. If the lower foundation management were not firm, the upper management of innovation or emotion of management would swing. So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that the upper needs will be intensifying only after the lower needs were satisfied well.
在三阶梯管理中，高阶的创新管理以位于其下的低阶的情感管理和制度管理为基础，情感管理以制度管理为基础。假如下面的基础管理不牢，上面的高阶管理就会动摇。以此吻合于马斯洛的需要论或奥德费的ERG理论，满足了低层次的需要，高层次的需要才会出现。
4. The three—terraces management in different enterprises and employees have different foci. High-tech IT companies and High-level managerial or technical talents' focus of the three—terraces management is on management of innovation; labor-intensive enterprises and low-level production operation staff' focus of the three—terraces management is on management of system. So it is fully in accord with Maslow's needs theory or Clayton Paul Alderfer's ERG theory, that people in different survival state have different needs focus.
不同的企业和员工，其三阶梯管理有着不同的侧重点。高科技的IT企业丶高阶的管理和技术人员，其三阶梯管理的侧重点在创新管理；低端的劳动密集型企业丶低阶的生产操作工人，其三阶梯管理的侧重点在制度管理。以此吻合于马斯洛的需要论或奥德费的ERG理论，不同生态的人，有着不同的需要侧重点。
Here what I want to stress is that, in Maslow need theory, although those elite whose focus is on self-realization still have basic needs of clothing and food, their quality of clothing and food is much higher than laborers who have to work hard for their bread all day. This point also has relational a point to be reflected in the three—terraces management, although those elite whose focus is on management of innovation still need basic systems to coordinate, the flexibility of their management of system is much higher than laborers. Let me take the performance appraisal system as an example, because the former is engaged in complex mental work, we only need to see the results for performance appraisal, do not need to command them from hand to foot again, otherwise, it would be just the opposite; because the latter is engaged in the simple physical labor, we not only need to see the result, also need to review the process for performance appraisal, a certain extent, once manager seizes production operation process, let worker comply strictly with the official procedures and standards to do thing，a qualified result will is self-evident.
这里我想强调的是，在马斯洛需要论中，以满足自我实现需要为侧重点精英人士，虽然依然有基本的衣食住行需要，但其衣食住行的品质要远远高于整天为面包而奔波的工农大众。这一点反映在三阶梯管理上，就是以创新管理为侧重点的高科技的IT企业丶高阶的管理和技术人员，虽然依然需要有制度管理来协同规范，但其制度管理的弹性要大大高于低端的劳动密集型企业丶低阶的生产操作工人。我以绩效考核的制度为例，前者因为从事的是复杂的脑力劳动，所以绩效考核只要看结果，用不着又管头又管脚，管多了，适得其反；后者因为从事的是简单的体力劳动，所以绩效考核不但要看结果，而且要看过程，从一定程度上讲，抓住了生产操作过程，严格按规定的流程丶标准办，合格的结果就是不言而喻的。
It showed that, as there are different need foci among people, there are different management foci among companies and employees, therefore, the company's management focus must be match very well by the other two types of management on the three—terraces management. Both are the management of innovation similarly, but the management of innovation in labor-intensive enterprises should obeys and serves the focal management of system to be needed by those low-level production operation staff, such a management of innovation can not simply copy the example of high-tech IT enterprise. Contrarily, both are the management of system similarly, but the management of system in high-tech IT enterprise should obeys and serves the focal innovation management to be needed by those managerial or technical talents, such a management of innovation can not simply stay in front of labor-intensive enterprises.
这说明，由于不同的人有着不同的需要侧重点，不同企业和员工的有着不同的管理侧重点。因而，每个企业的管理侧重点应当被三阶梯管理中的其它两个阶层的管理很好地匹配。同样是创新管理，低端的劳动密集型企业丶低阶的生产操作工人所需要的创新管理，应当向他们侧重的制度管理看齐，不能盲目的与高科技的IT企业攀比；反过来，同样是制度管理，高科技的IT企业丶高阶的管理和技术人员所需要的制度管理，应当向他们侧重的创新管理靠拢，不能停留于低端的劳动密集型企业而不前。
Maslow need theory, Engel's law, the three—terraces management and the history of study of the business administration are accordant
三丶马斯洛需要论丶恩格尔定律丶三阶梯管理丶企业管理研究史的统一性。
If I divided the Engel coefficient into high, medium and low three grades; then the corresponding Market economy would also be divided into developed, medium and backward three levels. for example, western society.
我将恩格尔系数分成高丶中丶低三个等级，则相应的市场经济社会也有落后丶中等丶发达三个档次与之一一对应，例如西方社会。
Early, the Engel coefficient of western society was at a high level, in the most families the percentage (or total expenditure) spent for food was the highest, the mainstream need was the existence needs. It showed that the level of economic development of entire society was very backward yet, so the entire society's primary mission was how to improve labor productivity and add resident income to meet people's needs of clothing, food, and shelter. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of system for building efficient organizations. That is, the Engel coefficient of high level corresponds to the backward market economic, the main existence needs, and the management of system, Indeed, the objective history of study of the business administration is precisely that, the correlative representative personage and works were Taylor's "Principles of Scientific Management", Fayol's "general and industrial management".
早期，西方社会的恩格尔系数处于高位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例最大，其主流需要为生存的需要，它表明全社会的经济发展水平还比较落后，其主要任务在于怎样通过提高劳动生产率，增加产出去满足居民的衣食住行需要。如此的现实需要反映在企业管理史上，就是将理论研究的注意力集中在以构建一个高效率的企业组织为已任的制度管理上，也就是高位的恩格尔系数对应于落后的市场经济社会，对应于生存的主流居民需要，对应于制度管理。客观的企业管理史正是这样，其代表人物丶代表作为泰罗的《科学管理原理》，法约尔的《工业和一般管理》。
Later, the Engel coefficient of western society was at a medium level, in the most families the percentage (or total expenditure) spent for food decreases obviously, the mainstream need was the relatedness needs. It showed that the level of economic development of entire society located medium level, residents had sufficient clothing and food for life. So the entire society's primary mission was how to make people feel gentle and cozy, happy and affectionate. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of emotion for cultivating staff healthy emotion to business organization. That is, the Engel coefficient of medium level corresponds to the medium market economic, the main relatedness needs, and the management of emotion. Indeed, the objective history of study of the business administration is precisely that, the correlative representative personage and works were Mayo's "The human problems of an industrial civilization", Mike McGregor's "X theory - Y theory".
后来，西方社会的恩格尔系数处于中位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例明显下降，其主流需要为相互关系的需要，它表明全社会的经济发展水平处于中等，居民丰衣足食，其主要任务在于怎样让居民过得温馨惬意，快乐开心。如此的现实需要反映在企业管理史上，势必将理论研究的注意力集中于以培养员工对企业组织的情感为已任的情感管理，也就是中位的恩格尔系数对应于中等的市场经济社会，对应于相互关系的主流居民需要，对应于情感管理。客观的企业管理史也是这样，其代表人物丶代表作为梅奥的《工业文明史中人的问题》，麦克雷戈的“X理论——Y理论”。
Today, the Engel coefficient of western society is at a low level, in the most families the percentage (or total expenditure) spent for food is minimum, the mainstream need is the growth needs. It showed that the level of economic development of entire society located very developed level, a large middle class is declared to emerge, so the entire society's primary mission is how to help people to advocate own individuality and style. This reality to be reflected on the history of study of the business administration is that the attention of theoretical research would be focus on the management of innovation for unearthing staff individual potential and promoting enterprise's innovation efficiency. that is, the Engel coefficient of low level corresponds to the developed market economic, the main growth needs, and the management of innovation. Indeed, the objective history of study of the business administration is still that, the management of innovation is just growing with no prospect of weakening. Although there is no representative personage and works strictly, Schumpeter's "Theory of Economic Development" can be a logo or a starting point temporarily.
当今，西方社会的恩格尔系数处于低位，多数居民家庭收入中(或总支出中)用来购买食物的支出所占的比例降到最小，其主流需要为成长发展的需要，它表明全社会的经济发展水平已很发达，一个庞大的中产阶级宣告诞生，其主要任务在于怎样使居民张扬个性，尽现风采。如此的现实需要反映在企业管理史上，势必将理论研究的注意力集中于以提升企业的创新效率，超越自己为已任的创新管理，也就是低位的恩格尔系数对应于发达的市场经济社会或知识经济社会，对应于成长发展的主流居民需要，对应于创新管理。客观的企业管理史仍是这样，创新管理方兴未艾，严格意义上的代表人物丶代表作虽然没有，却可以暂用熊彼得的《经济发展理论》作为标志或起点。
Engel coefficient of western society from high to low , the level of economic development of entire society from low to high, the population's mainstream need from existence to growth, the focus of study of the business administration the from management of system to management of emotion, to management of innovation, a pace is a terrace, the total are three terraces, the integrating of three terraces is the three—terraces management (Refer to the exhibit II).
欧美国家的恩格尔系数由高到低，社会经济发展水平由低到高，居民的主流需要由生存到成长发展，企业管理理论的研究由制度管理，经情感管理，到创新管理，一步一个台阶，一共三个台阶，合在一起就是三阶梯管理（参见图示二）。
The auxiliary Instructions of the three—terraces management
四丶三阶梯管理的辅助说明。
Engel coefficient Level of economic development
Mainstream need Mainstream study of administration
Representative personage
Exhibit II
The three—terraces management I said can be a three-dimensional model with visualized description (Refer to the exhibit III):
我所讲的三阶梯管理可形象化地展示为一个三维模型（参见图示三）：
1. Viewing from the x-axis, the management of each terrace is divided into human resource management, marketing management, Manufacturing process management and other professional management section.
1丶从x轴看，每一台阶的管理都分为人力丶销售丶生产等专业管理版块。
2．Viewing from the z-axis, because the three—terraces management consist of management of system, management of the emotion, and management of innovation located three different terraces rising in order, each professional management can be divided into three different parts rising in order too, that is, the part of management of system, the part of management of emotion, and the part of management of innovation. Such as human resources management, the first part is the part of the management of system. Which is designed to make a set of reasonable system and process for recruitment, training, assessment, salary, welfare, incentive, promotion and so on.
2丶从z轴看，三阶梯管理由制度管理丶情感管理丶创新管理三个依次上升的台阶组成，每个专业管理也相应地由三个依次上升的制度管理部分丶情感管理部分丶创新管理部分组成。如人力资源管理，第一部分是它的制度管理部分，旨在使员工聘用丶培训丶考核丶薪资福利丶奖惩丶晋升等都有一套合理适用的规章制度及流程可循。
The second part is the part of the management of emotion. Which is designed to give employees more respect, trust, understanding, considerate and caring on staff recruitment, dismissal, appraisal, rewards and punishments.
第二部分是它的情感管理部分，旨在员工的聘用丶辞退丶考核丶奖惩工作中，给员工更多的尊重丶信任丶理解丶体贴和关爱。
The third part is the part of the management of innovation. Which is designed to enable all the processes, systems, ways and means of Human Resources Management to change with internal and external environment, taking changing to suit changing, survival of the fittest. Integrating the three different parts mounting up in turn to form a complete human resources management, and human resource management is a section of the three—terraces management.
第三部分是它的创新管理部分，旨在让全部的人力资源管理制度丶流程，以及员工情感管理的方式方法都能随着企业内外环境的变化而变化，以变应变，适者生存。一丶二丶三个部分的梯进与融合形成一个完整的人力资源管理，而人力资源管理又是三阶梯管理系统中的一个分支丶一个专业。
3. Viewing from x-axis and z-axis together, human resource management, marketing management, Manufacturing process management and other professional management can be incorporated into my three—terraces management model one by one.
3丶将x轴丶z轴结合起来看，人力丶销售丶生产等所有的专业管理都可以一一纳入到我的三阶梯管理系统中去。
4. Viewing from y-axis, both the three—terraces management and every professional management themselves should be divide into planning, organizing, commanding, coordinating, monitoring five sections accordance with Fayol’s idea.
4丶从y轴看，无论是依次上升的制度管理丶情感管理丶创新管理本身，还是人力丶销售丶生产等专业管理本身，都需要按照法约尔的管理五大职能，分成计划丶组织丶指挥丶协调丶控制五大版块。
5. Viewing from x-axis, z-axis and y-axis together, it is just a complete, three-dimensional three—terraces management model.
5丶将x轴丶z轴丶y轴结合起来看，它就是一个完整的丶立体的三阶梯管理模型。
The border of the three—terraces management
五丶三阶梯管理的边界。
Although every professional management can be incorporated into my three—terraces management model, the three—terraces management can not substitute for them. There are different specialized characteristic and domain on every professional management, such as human resource management, obstruction between different realms is just as huge as a mountain. It is unnecessary and impossible for the three—terraces management to substitute for every professional management. This is the border of the three—terraces management.
三阶梯管理虽然将人力丶销售丶生产等专业管理全部网罗到自己的门下，但代替不了这些专业管理。人力丶销售丶生产各有各的专业，隔行如隔山，三阶梯管理不必，也不可能统统的大包大揽，这就是三阶梯管理的边界。
Pointing out the border of the three—terraces management does not mean to exclude the cooperation between the three—terraces management and the various types of professional management. In fact, the three—terraces management can not
be useful until it is filled and supported with every specialized management.
指出三阶梯管理的边界，并不排斥它与各类专业管理之间的合作。事实上，我的三阶梯管理只有在各类专业管理的支撑下，才会大有作为。
The function of the three—terraces management
六丶三阶梯管理的功用：
In short, it provide a concise model for management Diagnosis for various types of organization.
一句话：提供了一个简洁明了的管理诊断新模型。
First, examining the organization whether its management is complete or not?
Not one can be dispensed with the terraces of the management of system, the terraces of the management of emotion, the terraces of the management of innovation, as well as various types of professional management (such as human resources) on the three terraces of the management.
首先问全不全？制度管理丶情感管理丶创新管理三大台阶，三大台阶上该有的专业版块，如人力丶销售丶生产等一个都不能少。
Warm tip: the people's three needs are a whole, the three types of management are a whole rising in order too.
温馨提示：人的三大需要是一个整体，梯进的三种管理也应是一个整体。
Only having the management of system, enterprise will become a pool of backwater; only having the management of emotion, enterprise will get tangled up; only having the management of innovation, enterprise will lose its existent root. Borrowing Tolstoy 's a famous saying: Successful businesses are always similar，and are always the harmony of management of system, management of emotion, and management of innovation.
仅有制度管理，企业将成为一潭死水；仅有情感管理，企业会成为一团乱麻；仅有创新管理，企业将失去其存在的根本。套用托尔斯泰的一句名言：成功的企业都是相似的，都是制度管理丶情感管理丶创新管理的协调一致。
Second, examining the organization whether its management is real or not? Whether the three management constituting the three—terraces management is my management of system, management of emotional , management of innovation or not?
其次问真不真？构成三阶梯管理的三大管理是不是我讲的制度管理丶情感管理丶创新管理？
Warm tip: I has assigned special meaning to the three types of management, the management of system is different from taking system to manage, the management of emotion is different from the management of Containing emotion, the management of innovation is different from the innovation of management. So my three types of management has been able to correspond to the people's three types of need respectively.
温馨提示：我已经赋予了特殊的意义给三种类型的管理。因此，制度管理不同于用制度去管理，情感管理不同于含有情感的管理，创新管理不同于管理的创新。所以，我的三种类型的管理才能分别符合于人们的三种需要。
If the concept of system were in general meaning, it would be difficult to connect with the existence needs. But now my definition of system is all the rigid that structure a business organization, such a management of system can create an efficient organization and increase the output of enterprise and improve the employees’ income, in turn, the management of system became the only way to meet the employees’ existence needs.
如果是通常的制度概念，则很难将它与生存需要的满足联系起来。但我现在所讲的制度，专指构成企业组织的全部刚性。以这种制度为对象的制度管理，旨在如何打造一个高效率的组织，增加企业的产出，提高员工的收入，进而，就成了满足员工生存需要的不二法门。
Third, examining the organization whether its management is in sequence or
not?
再次问顺不顺？
The lowest terrace should be the management of system, the medial terrace is the management of emotion, the top terrace is the management of innovation.
最低的台阶是制度管理，中间的台阶是情感管理，最高的台阶是创新管理。
Warm tip: the management of emotion losing the management of system as base must be sentimental. The management of innovation losing the management of system and emotion must be a tree without roots.
温馨提示：不讲制度的情感管理无异于婆婆妈妈；撇开以制度丶情感做基础的创新是无本之木。
Fourth, examining the organization whether its management is matching or not?
最后问活不活？
The focus of the three—terraces management, as well as other two terraces of management whether match with the main needs of enterprises?
三阶梯管理的侧重点，以及三大管理台阶之间围绕侧重点所展开的匹配，是否符合不同企业的主流需要？
Warm tip: matching is necessary, but matching is also relative, there is no absolute matching in the world.
温馨提示：活和匹配是必须的，也是相对的，世界上没有绝对的匹配。
In conclusion, I have enough reason to believe that the three—terraces management is:
综上所述，我有充分的理由认为，三阶梯管理是：
A new model,
一个全新的模型，
A simple model,
一个简明的模型，
An orderly model,
一个有序的模型，
A dynamic model,
一个动态的模型，
An open model,
一个开放的模型，
Of course,
当然，
It is also a very useful model！
它也是一个非常有用的模型。
