七宗罪与职场 | 经济学人商业

2022-10-09 10:10

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听力|精读|翻译|词组

Business | Bartleby

商业 | 巴托比

英文部分选自经济学人20221001商业版块

Business | Bartleby

商业 | 巴托比

The deadly sins and the workplace

七宗罪与职场

Nobody’s perfect. Managers should not forget that

人无完人，管理者应将这一点铭记于心。

The arc of current management thinking bends towards virtue. Co-operation is what makes teams purr. Low-ego empathy is the hallmark of a thoroughly modern boss. Purpose matters to employees as much as pay; society looms as large as shareholders. But appealing to people’s better nature, and ignoring their vices, is an incomplete approach. Nor is being good necessarily great for your own career.

当下的管理思想越来越推崇美德。合作能够推动团队平稳前行。对老板而言，无私而富有同理心才是潮流。对员工而言，实现目标与获得薪酬同样重要，社会价值与股东利益均须保障。然而，若是一面呼吁高风亮节，另一面又无视人性缺点，这未免有失偏颇；而做个老好人也不一定有助于自己的事业发展。

注释：

purr: if a machine purrs, it makes a continuous quiet low sound because it is operating correctly at a slow speed

Take a look at the seven capital virtues and the seven deadly sins laid out in Christian tradition. The virtues are chastity, temperance, charity, diligence, kindness, patience and humility; the vices are lust, gluttony, greed, sloth, envy, wrath and pride.

不妨参考基督教传统中的七美德和七宗罪。七美德是贞洁、节制、慷慨、勤奋、宽容、耐心和谦逊，与之相对的七宗罪则是色欲、贪食、贪婪、懒惰、妒忌、暴怒和傲慢。

In aggregate the first set of qualities is the one for managers to emulate. Neither chaste charity nor lustful gluttony have much to recommend them as a management ethos; but only one is a lawsuit waiting to happen. Diligence clearly beats sloth. Greed is out of fashion. Aiyesha Dey of Harvard Business School and her co-authors have found that excessive materialism on the part of a chief executive can be a warning sign of fraudulent activity and out-of-control risk-taking. Pride is also increasingly seen as problematic: in a paper from 2018 academics identified narcissistic bosses by the size of their signatures and found a correlation with poor financial outcomes at the firms they ran.

总体而言，管理者应该效仿七美德。无论是纯洁宽厚还是穷奢极欲，都不适合当作管理理念，后者甚至还会招来一纸诉状。勤奋诚然胜过懒惰，贪婪也已不合时宜。哈佛商学院的艾耶莎·戴伊（Aiyesha Dey）和其合著者发现，如果CEO过度追求物质，那么可能会滋生欺诈活动、导致风控失灵。越来越多人认为傲慢会带来种种问题。2018年发表的一篇论文中，研究人员发现，自恋型老板往往签名更大，且其经营公司的财务状况往往十分惨淡。

参考阅读：

1. “When Hiring CEOs, Focus on Character” by Aiyesha Dey

https://hbr.org/2022/07/when-hiring-ceos-focus-on-character

2. Narcissism is a bad sign: CEO signature size, investment, and performance

https://ideas.repec.org/a/spr/reaccs/v23y2018i1d10.1007_s11142-017-9427-x.html

Yet saintliness is rare and sinfulness can be underrated. Take envy, for example. By design organisations rely on competition as well as co-operation. A kind person might well be content to applaud other people for their success. An envious one will see someone to catch up with.

然而至善总是稀缺，罪行会被低估。以妒忌为例，所有组织在本质上都依赖于竞争和合作。善良的人会为别人的成功鼓掌，他们或许这样就已经很满足了，而善妒的人则想着如何赶上别人。

Psychologists distinguish between malign and benign versions of envy. In one, people try to close gaps in status by bringing others down. In the other, they are motivated to improve their own performance. A recent paper by Danielle Tussing of the University at Buffalo and colleagues discovered a third type of behaviour: people who skipped work or even quit their jobs in order to avoid feelings of envy. Understanding such emotions is a step towards harnessing them.

心理学家将妒忌区分为恶性妒忌和良性妒忌。前者体现为人们想要通过拉低对方来缩小地位差距。后者则会激励自我、提高自身表现。近期，纽约州立大学布法罗分校的丹妮尔·图辛（Danielle Tussing）与同事发表的文章中，还揭示了妒忌的第三种表现：旷工、甚至辞职，以免心生妒忌。理解这些情绪后才能进一步加以利用。

Pride can also lead to greater effort (as well as to gigantic signatures). In an elegant paper looking into the performance of German fighter pilots in the second world war, Philipp Ager of the University of Mannheim and other researchers found that personal rivalry fuelled risk-taking behaviour. When pilots received public recognition for their exploits in a daily bulletin to the German armed forces, peers with whom they had flown in the past redoubled their own efforts. Something propelled them to fly more missions, even though that meant a greater chance of being killed, and it wasn’t humility.

傲慢也会让人加倍努力（连签名都要大一些）。曼海姆大学的菲利普·艾格（Philipp Ager）等研究人员发表了一篇关于二战时期德国飞行员士兵表现的文章，他们发现飞行员间的个体较量会助长冒险行为。在德国武装部队的每日简报中，如果飞行员的功绩得到公众认可，曾与他们共同执行飞行任务的战友也会加倍努力。就像是有某种力量推动他们去执行更多飞行任务，即使这意味着更高的牺牲概率，但他们这么做并非出于谦逊。

Patience may be a virtue, but it is not always the best quality in a leader. Research on the impact of managers’ moods on performance is pretty thin: one deeply unpersuasive paper from 2017 used facial-recognition software to analyseceos’ tv appearances and concluded that expressions of anger and fear were associated with improved profitability in the following quarter. Yet forbearance can plainly go too far. Anyone who has worked in an office knows that the boss’s wrath can sometimes be the only thing that gets things moving.

通常情况下，耐心或许称得上是一种美德，但并不一定对领导适用。管理者情绪对业绩影响的研究相当少。2017年发表的一篇论文中，研究人员利用面部识别软件来研究CEO在电视节目里的表情，随后得出这样一番结论：CEO若是表现得满腔怒火或是忧心忡忡，公司的盈利能力在下一季度会有所改善。虽然这篇论文非常缺乏说服力，但领导者过分宽容确实会带来很多问题——在办公室工作过的人都知道，在某些情况下，除非老板大发雷霆，否则项目根本无法推进。

Greed is not something to admit to in polite society but acquisitiveness still motivates an awful lot of people. In their research intoceobehaviour Ms Dey and her co-authors defined excessive materialism as owning a private home worth twice as much as the median house in the area; owning a car worth more than $75,000; or owning a boat that was longer than 25 feet. Of her sample of ceos, fully 58% ticked one or more of these boxes; only 42% counted as frugal.

尚礼的社会中，贪婪毫无容身之地，但本着利欲之心行事的人比比皆是。戴伊的团队在研究CEO的行为时，将“过度追求物质”具体化成三个标志：私人房产的价值超过当地房屋中位数价格一倍以上；私人汽车价值超过75,000美元；或是名下船舶超过25英尺长。在其研究的CEO中，有58%都满足其中至少一条，也就是说，只有42%丝毫不符合这三点——算是躬行节俭。

Gluttony may not fuel ambition but it could well be a side-effect of the hierarchies that characterise companies. Research experiments in which strangers are assigned a high-status role and a low-status role and put in a room together have found that those placed in positions of authority help themselves to more biscuits than the others. Even people who mean well may end up behaving badly if they acquire power.

贪婪未必会助长野心，但公司中的森严等级有可能滋生贪婪。在一项实验中，一群互不相识的人被分成了两组，一组扮演高级别角色，而另一组则处于公司等级制度的下层，他们被安排在同一间房间里。研究人员发现，那些掌控更多权力的“高层”更想要谋一己私利。人一得势，好心也会办坏事。

If management is about getting the best out of people, it helps to understand base behaviours as well as noble ones. Employees are humans and humans are complex. They seek to improve the world and would quite like their own swimming pool. They want to mentor the disadvantaged and see their rivals fail miserably. They grab the biscuits.

如果说管理在于人尽其才、物尽其用，那么理解卑劣的行径与推崇高尚的行为同样重要。每一个员工都是鲜活的个体，是复杂的多面体。他们希望让世界更美好，但也想在家中拥有独属于自己的游泳池。他们愿意向弱势群体援手相助，但同时也盼着自己的竞争对手一败涂地。正如俗话说，人不为己，天诛地灭。

翻译组：

Jemma，一手抓吃饭，一手抓学习

Humi，在躺平、侧卧和睡梦中寻找诗和远方

Des，愿你半生追逐便士，归来依旧心有月光

校对组：

Rain，蒙村小香菜

Charlie，本科在读，实事求是

Vince，语言是前进路上的一道光

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七宗罪与职场​ ​| 经济学人商业

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