好英語網好英語網

好英語網 - www.676827.live
好英語網一個提供英語閱讀,雙語閱讀,雙語新聞的英語學習網站。

如何在惡劣的工作氛圍中生存?

Can you survive in a toxic workplace?
如何在惡劣的工作氛圍中生存?

The belligerent boss.  The nasty colleague. The passive-aggressive department head. We’ve all worked with them at one time or another, and their mere presence can create a toxic work environment.

好斗的老板,討厭的同事,有被動攻擊傾向的部門領導——這些人我們時不時地曾與他們共事過。他們的存在本身就帶來了惡劣的工作氛圍。

But are there ways to find inner peace amid the storm? Is there anything we can really do about a poisonous work atmosphere? These are topics LinkedIn Influencers weighed in on this week. Here’s what two of them had to say:

但是,有沒有辦法在風暴中找到內心的平靜?對惡劣的工作氛圍,我們可以做什么?這是本周領英影響力人物討論的話題。以下是其中兩位發言者的看法。

JT O’Donnell, chief executive officer at Careerealism

Careerealism首席執行官奧唐內爾(JT O’Donnell)


Can you truly find peace for yourself if you’re working in a venomous setting, asks O’Donnell in her post Secret to Finding Inner Peace at a Toxic Job. The answer, she wrote, is simple, but not one most people want to hear.

身處惡劣工作環境中的你,真的能求得平靜嗎?奧唐內爾在她的文章“在惡劣的工作環境中找到內心平靜的秘訣”中問道。她的答案很簡單,但并不是大多數人所希望聽到的那樣。

“Finding inner peace at a toxic job starts inside your head,” she wrote. “Most people say, ‘I can't help it. Things happen at work that cause me to feel the way I do.’” But, that might not be exactly true.

“要在惡劣的工作中獲得內心平靜,首先要從你的心態做起,”她寫道,“大多數人會說,‘我忍不住。工作中發生的事情讓我有這種想法。’但是,實際情況可能不完全是如此。”

“If you see yourself as the victim, powerless against what's happening, then you will react with feelings of anxiety and frustration,” O’Donnel wrote. “But, if you choose to take ownership of the situation, you can… feel empowered instead.”

“如果你把自己看作是受害者,對發生的事情無能為力,那么你的反應就會是焦慮和挫敗感,”奧唐內爾寫道,“但是,如果你選擇對目前的情形主動作為,你可能就會感到自己的力量。”

Of course, that’s not exactly easy. O’Donnell offers some steps to making it happen — and to surviving in a toxic office. Among them:

當然,做到這點并不容易。奧唐內爾提供了幾個步驟,它們有助于讓你改變心態,在惡劣的工作氛圍中生存。其中包括:

“Acknowledge you do have options. You can… decide to leave the company… or step back and try to understand why you are so upset… and what you could do differently so you don’t feel held hostage by the situation,” she wrote.

“承認自己有選擇的權利。你可以選擇離開公司,或者退一步想想為什么你如此沮喪和不安,想想如何改變做法能夠讓自己不被當下的局面困住,”她寫道。

For instance, if your boss yells constantly, you could decide to find a new boss or you could learn to ignore the boss and “condition your body not to react to the yelling”.

比如,假如你的老板總是對你大聲吼叫,你可以選擇找一個新的老板,或者你可以學著忽視你的老板,“讓你的身體不要對吼叫作出反應”。

“Take action. To change what's happening means you will need to make an extra effort. You have to build a game plan, find resources, and invest time and mental energy into fixing the situation,” O’Donnell wrote.

“采取行動。改變現狀意味著你需要付出額外的努力。你需要制定一套行動計劃,尋找資源,投入時間和精力,解決問題,” 奧唐內爾寫道。

For people in such situations, “One factor predicts how quickly they get results and how successful they are overall with finding inner peace”, she wrote. “[It’s] their view of the future.” Those who think better days are ahead are more successful in finding harmony, while those who think things will never get better often stay stuck in a toxic situation and mind-set.

對于面對這種處境的人來說,“有一種方法能判斷他們多久能得到成果,成功獲得內心平靜,”她寫道,“那就是他們對未來的看法。”認為未來會更好的人更容易獲得平和的心態,而認為未來不會變的更好的人常常陷入惡劣的工作氣氛和心態中難以自拔。

Rita J King, co-director at Science House

Science House聯合董事里塔·金(Rita J King)


Who, exactly, is responsible for fixing big, systemic cultural issues that lead to an unhealthy workplace where family time is squeezed out in favour of more work — particularly in the United States — leading to fewer women at the top of organisations?

陪伴家人的時間減少、工作時間增加的不健康的工作氣氛,其背后是宏觀的、系統的文化問題,這在美國尤其嚴重,它還引起公司高層女性比例的減少。那么解決這些問題到底責任在誰?
 

“We all are,” wrote King in her post What Can We Do About a Toxic Work World? “Nothing pervasive within a culture happens in complete isolation. Culture is the fabric of the way its participants think and act.”

“責任在我們自己”金在她的文章“我們應該怎樣應對惡劣的工作環境”中寫道,“凡是廣泛存在于一種文化中的東西都不是完全孤立的。文化反映的是人們思考和行動的方式。”

Of course, she wrote, “companies should provide basic, common sense paid-leave policies for their employees, and as human beings, we should strive toward greater levels of empathy and care for one another,” But that might not be enough.

當然,她寫道:“公司應該為他們的員工提供基本的、符合常理的帶薪休假制度。而作為人,我們也應該努力理解和關心彼此。”但是,這樣做可能還是不夠。

“We are at a crisis point in history, [around balance and toxicity at work],” King wrote. “During a crisis, it is short-sighted to see what more you can get for yourself, even when what you have is not enough.”

“我們正處在歷史的一個危機時刻(在惡劣的工作氣氛還是工作和生活的平衡方面)。”金寫道,“在危機中,目光短淺的人只看到自己能夠獲得的東西,即使你確實缺乏這些東西。”

Most companies don’t overwork employees because they don't care but “because they haven’t yet fully figured out what a modern work environment looks like”. In some cases, even in workplaces where there’s flexibility, balance and the like, some people will not get the message.

大多數公司讓員工加班并不是因為不關心員工,而是“因為它們尚未弄清現代的工作氛圍應該是什么樣的”。有時,即使身處有彈性的、平衡的工作環境中,一些人還是無法理解。

“Individual and team work habits contribute hugely to overwork,” King wrote, pointing to subtle reinforcement of outdated thinking about things like face time.

“個人和團隊的工作習慣對加班有很大影響,”金寫道。她指出像做表面文章這樣的過時思維正在潛滋暗長。

That’s why King believes there’s a need for  broader, deeper reflection about the future world of work. “It isn’t just about what our employers can do for us, but about what we can do for the future generations who may not have the benefit of the relatively stable employment structures many people have today,” she wrote. “Bad work culture is everyone’s problem, for men just as much for women.”

所以,金認為有必要對未來的世界職業圖景作更加宏觀的、深刻的反思。“這和我們的雇主能為我們做什么沒有關系,這是關于我們能為未來的世代做什么,因為將來的人可能無法享受如今相對穩定的職業結構。”她寫道,“糟糕的職業文化是每個人都需要面對的問題,這一點男人和女人都一樣。”
贊一下
上一篇: 大幅減少工作量都有哪些好處?
下一篇: 中學競爭激烈紐約小學生爭進培訓班

相關推薦

隱藏邊欄
陕西快乐10分任4统计