课课文及课文翻译

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去操心。

If that sounds out of reach, take heart.

即便听起来很

难达到这种境界

,

我们也要树立信心。

You

may

soon

get

some

encouragement

from

the

head

office.

也许你很快会从上司那儿得到某种鼓励。

A growing body of research is demonstrating that happy

workers not only are happier in life but are also crucial to

the health of a company.

越来越多的研究证明

,

如果员工工作时

心情愉快

,

不仅其自身生活会更幸福

,

而且对公 司的健康发展也有

着举足轻重的作用。

(4)

Thirty-five

years

ago,

the

Gallup

Organization

started researching why people in certain work groups, even

within

the

same

company,

were

so

much

more

effective

than

others.

35

年前，

盖洛普民意调查机构开始研究为什么某些工作团队

(

甚至

在同一公司内

)

的 工作效率比别的团队高得多。

Donald

Clifton, the

Gallup researcher

who pioneered that

work, conducted a series of extensive interviews with highly

productive teams of workers.

盖洛普此项调查的发起者唐纳德

克利夫顿对许多高效的员工团队进行了一系列范围广泛的采访

,

From

those

interviews,

Gallup

developed

a

set

of

12

statements

designed to measure employees overall level of happiness with

3

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14

their work, which Gallup calls engagement.

从中总结出了一 套

旨在衡量员工工作快乐感受盖洛普称之为工作投入

总体水平的

12

条提法。

Some of the criteria reflect the obvious requirements of

any worker (Do you have what you need to do your job? Do you

know

whats

expected

of

you

at

work?),

while

others

reveal

more

subtle variables (Do

you

have

a

best friend at work?

Does your

supervisor

or

someone

else

at

work

care

about

you

as

a

person?).

Gallup started the survey in 1998, and it now includes 5.4

million

employees

at

474

organizations;

Gallup

also

does

periodic random polls of workers in different countries.

盖

洛普的调查是从

1998

年开始的

,

现在已经覆盖

474

家机构里的

540

万员工；它还对不同国家的企业员工定期进行随机民意调查。

(5)

The

polls

paint

a

picture

of

a

rather

disaffected

U.S.

work force.

对美国的调查反映出美国公司员工工作时情绪不佳。

In the most recent poll, from September 2004, only 29

％

of workers said they were engaged with their work.

根据

2004

年

9

月

开始的最新调查

,

只有

29%

的员工说他们对工作很投入

,

More

than

half,

55

％

,

were

not

engaged,

and

16

％

were

actively

disengaged.

而一半以上

(55%)

的员工说他们对工作不投入

, 16%

的员工根本就是消极怠工。

Still,

those

numbers

are

better

than

in

many

other

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countries.

尽管如此

,

这些数字比许多其他国家还要好些。

The

percentage

of

engaged

workers

in

the

U.S.

is

more

than

twice

as

large

as

Germanys

and

three

times

as

great

as

Singapores.

美国对工作投入的员工的百分比是德国的两倍多

,

是

新加坡的

3

倍。

But neither the late 1990s boom nor the subsequent bust

had

much

impact

in

either

direction,

indicating

that

the

state

of worker happiness goes much deeper than the swings of the

economy.

但是

20

世纪

90

年代后期的经济繁荣和随之 而来的经济

萧条都没有对员工的两种工作态度产生多大影啊

,

这表明工人在工

作中是否能获得快乐感受有比经济形势更深层的 原因。

(6)

James Harter,

a

psychologist

directing that

research

at

Gallup,

says

many

companies

are

simply

misreading

what

makes

people happy at work.

盖洛普指导这项调查的心理学家詹姆斯

哈

特说

,

很多公司完全误解了

工作快乐感受产生的原因。

Beyond a certain minimum level, it isnt pay or benefits

；

its

strong

relationships

with

co-workers

and

a

supportive

boss.

高于某种最低水平之后

,

工作中的快 乐感受与收入或奖金的关系就

不大了

,

关键在于是否有融洽的同事关系和支持自

己工作的老板。

These are basic human needs in the workplace, but theyre

not the ones thought by managers to be very important. Harter

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14

says.

哈特说

:

这是人们在工作场所的一些基本需求

,

但往往得不

到上司的重视。

Gallup has found that a strong positive response to the

statement I have a best friend at work, for example, is a

powerful predictor for engagement at work and is correlated

with profitability and connection with customers.

盖洛普的调

查已发现

,

例如

,

如果有人对同事中有我最好的朋友

这个提法反应

强烈的话

,

这就有力预示着他能积极投入工作

,

而且这与企业的收

益率以及企业和客户之间的联系都互有关联。

It indicates a high level of belonging, Hatter says.

哈

特说

:

这显示了

一种高度的归属感。

(7) Without it, a job that looks good on paper can make

a worker miserable.

如果没有归属感

,

一项表面上看起来 不错的

工作也会使人感到痛苦。

Martina

Radix,

41,

traded

a

high- pressure

job

as

an

executive

assistant

at

a

company

where

she

liked

her

colleagues

for a less taxing position as a clerical worker in a law firm

six years ago. 41

岁的马丁娜

雷迪克斯原是一家公司的经理助理

,

虽然工作压力大

,

但她和同事相处都很好；

6

年前她换了工作

,

到

一家律师事务所成了一名

职位相对清闲的办事员。

She

has

more

time

and

flexibility

but

feels

stifled

by

her

co-workers and unappreciated by her boss.

如今她时间多了

,

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自由度也大了

,

但她感觉和这里的同事共事太压抑

,

也得不到老板

的赏识。

I am a misfit in that department, she says.

她说

:

我不

适应这个部门。

No matter how good your personal life is, if you go in to

a bad atmosphere at work, it takes away from it.

不管你个人

生活多惬意

,

如果工作单位氛围不好

,

个人生活就会大受影响。

(8)

In

fact,

engagement

at

work

is

less

a

function

of

your

personality than is happiness in general.

事实上

,

对工作的

投入与其说是人的个性使然

,

不如说是源于人们在工作中总体上感

到的快乐。

Harter

estimates

that

individual

disposition

accounts

for

only about 30

％

of the difference between employees who are

highly engaged and those who are not.

哈特认为

,

对工作高度

投入与并不投入的员工之间之所以存在差异

,

员工的个性只起

30%

的作用

,

The

rest

of

it

is

shaped

by

the

hundreds

of

interactions

that

employees

have

every

day

with

co-workers,

supervisors

and

customers.

其他的取决于员工每天与同事、

主管以及客户的频繁交

往。

(9)

The

most

direct

fix,

then,

is

to

seek

out

a

supportive

workplace.

所以

,

最直接的解决办法就是选择一个称心的工作单

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