《经济学人》职场“山头主义” | 群体动力学 [C1] 原
共 1 集
剧集目录
| 集 | 标题 | 时长 |
|---|---|---|
| P1 | 《经济学人》职场“山头主义” | 群体动力学 [C1] 原 | 5:16 |
P1 · 《经济学人》职场“山头主义” | 群体动力学 [C1] p01 原声（英语） (P1)
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字幕摘录
| 时间 | 英文 | 中文 |
|---|---|---|
| 0:02 | Business | 商业 |
| 0:06 | Bartleby | 巴特尔比 |
| 0:08 | Group Dynamics | 组动态 |
| 0:10 | Are you committed to your company or your team? | 你是忠于你的公司还是你的团队? |
| 0:14 | Humans are conditioned to form allegiances extremely quickly, a type of behaviour sometimes | 人类必须迅速组成效忠组织 这是一种行为 |
| 0:20 | called the Minimal Group Effect. | 称为最小群效应。 |
| 0:23 | In a famous series of experiments, a social psychologist called Henry Teifel found that | 在一系列著名的实验中,一位叫亨利·泰菲尔的社会心理学家发现 |
| 0:29 | you can divide strangers into groups on totally arbitrary grounds, how good they are at estimating | 你可以完全任意地把陌生人分成几个组, 他们对估计有多好 |
| 0:35 | the number of dots on a chart, say, or how much they like a certain type of abstract | 图表上的点数,说, 或他们多么喜欢某类抽象 |
| 0:40 | art, or even just on the basis of a coin toss, and they will immediately start to favour | 艺术,甚至仅仅在掷硬币的基础上, 他们会立即开始赞成 |
展开字幕全文（68 条）
| 序号 | 英文 | 中文 |
|---|---|---|
| 1 | Business | 商业 |
| 2 | Bartleby | 巴特尔比 |
| 3 | Group Dynamics | 组动态 |
| 4 | Are you committed to your company or your team? | 你是忠于你的公司还是你的团队? |
| 5 | Humans are conditioned to form allegiances extremely quickly, a type of behaviour sometimes | 人类必须迅速组成效忠组织 这是一种行为 |
| 6 | called the Minimal Group Effect. | 称为最小群效应。 |
| 7 | In a famous series of experiments, a social psychologist called Henry Teifel found that | 在一系列著名的实验中,一位叫亨利·泰菲尔的社会心理学家发现 |
| 8 | you can divide strangers into groups on totally arbitrary grounds, how good they are at estimating | 你可以完全任意地把陌生人分成几个组, 他们对估计有多好 |
| 9 | the number of dots on a chart, say, or how much they like a certain type of abstract | 图表上的点数,说, 或他们多么喜欢某类抽象 |
| 10 | art, or even just on the basis of a coin toss, and they will immediately start to favour | 艺术,甚至仅仅在掷硬币的基础上, 他们会立即开始赞成 |
| 11 | members of their own group when then asked to distribute rewards. | 他们自己的团体成员,然后被要求发放奖金。 |
| 12 | If people are prepared to start dividing the world into us and them, based on whether someone | 如果人们准备 开始把世界分割成我们和他们 根据是否有人 |
| 13 | likes Mondrian, it's no surprise that they form strong identities and loyalties based | 喜欢蒙德里安, 他们组成强大的身份 和忠诚,这并不奇怪 |
| 14 | on where they go to work every day. | 他们每天去工作的地方 |
| 15 | One of the small diversions of office life is watching to see how quickly joiners start | 一个小的改变 办公室生活 正在观察 如何快速开始加入 |
| 16 | using the word we to refer to their new employer. | 我们用这个词来称呼他们的新雇主。 |
| 17 | It's usually instantaneous and occasionally takes place during the interview. | 一般是即时的,偶尔在采访期间进行. |
| 18 | But if you work for a large enough company, you do not belong only to the organisation. | 但如果你为一个足够大的公司工作 你并不只是组织的成员 |
| 19 | You have nested identities. | 你有巢穴的身份。 |
| 20 | You are also a member of a department and of a team within that department, and perhaps | 你也是这个部门的成员 也是这个部门的一个团队的成员 |
| 21 | of smaller groups as well. | 更小的团体。 |
| 22 | These other in-groups can really matter. | 这些其他的团体真的很重要。 |
| 23 | 图宾根大学的Michael Richetta和Rolf van的研究元分析 | |
| 24 | Dick of Goethe University finds that, on average, employees identify more strongly with their | 歌德大学的迪克发现,平均来说,员工更强烈地认同他们的 |
| 25 | work group than with their organisation. | 工作小组,而不是与他们的组织。 |
| 26 | That ought not to be a huge surprise. | 这不应该是一个巨大的惊喜。 |
| 27 | Proximity, familiarity and shared routines bind people from a specific team together. | 亲近、熟悉和共同的习惯将特定团队的人员联系在一起。 |
| 28 | Identities at work also depend largely on which department you are in. | 工作身份也在很大程度上取决于您所在的部门。 |
| 29 | If you are at a staff event for widget and sons, and a colleague asks what you do, you | 如果你在为零配件和儿子举办的员工活动上 一个同事问你做什么 |
| 30 | don't say, I work for widget and sons, but tell them which group you work in. | 不要说,我为部件和儿子工作, 但告诉他们你的工作组。 |
| 31 | Identifying with a sub-group is not necessarily bad. | 与一个子组进行识别并不一定不好。 |
| 32 | It makes perfect sense for organisations to divide labour up among departments. | 各组织在各部门之间分工是完全合理的。 |
| 33 | A bit of friendly competition between teams can be useful. | 球队之间进行一点友好的竞争可能是有益的. |
| 34 | But a strong sense of group identity can also impede cooperation across the wider organisation. | 但是,强烈的团体认同感也会阻碍整个组织的合作。 |
| 35 | It becomes natural to blame the general uselessness of the other departments if things go wrong. | 如果事情出了差错,自然会怪罪其他部门的普遍无用. |
| 36 | Budget allocations are framed as victories and losses. | 预算拨款被视为胜利和损失。 |
| 37 | Information may well be hoarded in silos rather than shared. | 信息很可能被储存在筒仓中,而不是共享。 |
| 38 | A paper by Janine Putanel-Pork of Oklahoma State University and her co-authors finds, | 俄克拉何马州立大学的Janine Putanel-Pork 及其共同作者的论文发现, |
| 39 | for example, that a strong sense of group identification is associated with reduced | 例如,强烈的团体认同感与减少 |
| 40 | understanding of an organisation's strategy. | 了解一个组织的战略。 |
| 41 | For executives, therefore, the challenge is to reconcile strong bonds within teams with | 因此,对于高管来说,挑战在于调和团队内部的牢固纽带与 |
| 42 | a sense of commitment to the organisation as a whole. | 对整个组织的承诺意识。 |
| 43 | An example from outside the office helps explain how to go about this. | 办公室外的一个例子有助于解释如何做到这一点。 |
| 44 | A long, long time ago, when Manchester United was a dominant football club, | 很久以前 当曼彻斯特联队成为足球俱乐部时 |
| 45 | a group of researchers wondered whether being a fan of the team would affect someone's | 一群研究者想知道 作为团队的粉丝 是否会影响某人 |
| 46 | willingness to help a supporter of a rival outfit. | 愿意帮助一个支持者 一个竞争的服装。 |
| 47 | Mark Levine of Lancaster University and his co-authors ran an experiment in which | 兰开斯特大学的马克·莱文和他的合作作者进行了一项实验,其中 |
| 48 | self-identified fans were first reminded of their allegiance to Man United and later | 自我识别的粉丝们首先被提醒他们忠于曼联,后来被提醒 |
| 49 | encountered a jogger who deliberately slipped and fell in front of them. | 遇到一个慢跑者,故意滑倒在他们面前. |
| 50 | The participants were more likely to offer help if the stranger was wearing a Man United | 如果陌生人穿着曼联的服装 参与者更有可能提供帮助 |
| 51 | football shirt than if they were sporting a Liverpool one or a plain top. | 足球衬衫比他们运动 利物浦一或平坦的顶部。 |
| 52 | The thought-provoking part came next. | 接下来是发人深省的部分。 |
| 53 | The researchers ran the same experiment with another group of United supporters, | 研究人员与另一群联合支持者进行了同样的实验, |
| 54 | but this time the participants were primed to think of themselves as fans of a beautiful game | 但这次的参与者 以为自己是 美丽的游戏的粉丝 |
| 55 | rather than of a specific club. | 而不是一个特定的俱乐部。 |
| 56 | Now, when they saw someone appear to injure themselves, they were equally likely to offer | 现在,当他们看到有人 似乎伤害了自己, 他们同样有可能提供 |
| 57 | help to anyone wearing a football shirt, their own or Liverpool's. | 帮助任何穿足球衫的人, 他们自己的或利物浦的。 |
| 58 | It's not a watertight experiment, nor is it a heartwarming story. | 这不是一个水密的实验,也不是一个令人振奋的故事. |
| 59 | Whatever happens, some poor soul in a plain top is left hurt and unaided, | 无论发生什么,一些可怜的灵魂 在一个平坦的顶部 留下了伤害和帮助, |
| 60 | but it is an instructive one. | 但它是一个教训。 |
| 61 | Employees will naturally form in-group relationships with their closest teammates. | 员工自然会与其最亲密的队友形成群体关系. |
| 62 | Bosses often have to work harder to ensure that people also feel like members of the | 老板们常常要更努力地工作 以确保人们也觉得自己是 |
| 63 | wider organisation. | 范围更广的组织。 |
| 64 | That might mean making efforts to bring people from different teams into contact with each other, | 这也许意味着要努力让来自不同团队的人彼此接触, |
| 65 | through project-based work or social events or the physical layout of the office. | 通过基于项目的工作或社会活动或办公室的实际布局。 |
| 66 | It definitely means explaining to members of departments how their work contributes | 这绝对意味着向部门成员解释他们的工作如何作出贡献。 |
| 67 | to the health of the overall organisation. | 保护整个组织的健康。 |
| 68 | People are quick to divide into us and them, us and us takes a bit more thought. | 人们很快地分化了我们,他们,我们和我们更需要思考。 |
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