关于公司弹性工作制度的讨论(1)
日期:2022-09-23 17:10

(单词翻译:单击)

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Now, you have a background here in sociology and ethnography, why is that lens useful in these kinds of business problems?

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你有社会学和人种学的背景,为什么这种现象在这类商业问题上有用的?

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That’s a great question.

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这是个好问题oT7Hub53mhu4dr9

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Your question reminds me of a student I had many years ago.

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你的问题让我想起了很多年前我的一个学生U23MN8~GsW[LAp6Z

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She came from business school, from finance, she wanted to do a Master thesis with me just out of the blue sky.

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她来自商学院,金融专业,她突然想和我一起写一篇硕士论文cmtnqvJI~NV9Wo@Xruqy

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She wanted to learn how companies calculate the cost and benefits of their work-life supports.

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她想了解公司如何计算其工作-生活支持的成本和收益&~(Xso4y43K

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I told her, "Forget about it. They don’t calculate."

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我对她说:“算了吧v(Q~yfH2[PXfy。他们不计算G#@-=PV#s49vCcx。”

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And she said, “There is no way companies offer leaves, childcare supports without calculating and realizing that it actually benefits them.”

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她说:“公司不可能在没有计算和意识到这实际上对他们有利的情况下提供假期和育儿支持C#]9Kpn8re。”

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So I told her, “Well, companies don’t offer much of this, and when they do, they do it just because of beliefs, because of myth, because of symbols.”

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所以我告诉她,“公司不会提供太多这样的东西,即使他们提供了,也只是因为信仰,因为神话,因为象征6ubG[=o^[+GUmK@R3。”

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She didn’t believe me.

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她不相信我66x)|Gzm#HN,kSswejrD

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She did her Masters, of course, I was right.

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她完成了那篇硕士论文,当然,我是对的ixK+TbWrdR

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She found that companies don’t know how much childcare costs.

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她发现,公司不知道育儿成本是多少j5mfKVCui6tDYV

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And you said at the beginning that at Patagonia, they recover 91% of the expenses and I’m so happy that you started with that because companies don’t know much about how little childcare support actually costs and this is why childcare support is very rare.

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你一开始就说,在巴塔哥尼亚,他们收回了91%的费用,我很高兴你一开始这么做,因为公司不太清楚托儿支持的实际成本有多低,这就是为什么托儿支持非常罕见+=hx.z%KsDV6^)Wi9!E

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Companies don’t do the math.

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公司不会做这样的计算sg~Wz&7_L@!EX

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Childcare is one, but what other kinds of work-life support programs did you study?

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儿童保育是其中之一,但你还学习了其他类型的工作-生活支持计划吗?

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So we studied many, but what surfaced as the most important work-life supports are flexibility, time off and childcare policies.

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所以我们研究了很多,但最重要的工作和生活支持因素是灵活性、休假时间和育儿政策]WyWn!f.*2(Jj;qYlT=3

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I mentioned earlier, myths and symbols and ceremonies.

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我之前提到过神话、象征和仪式u)CmAk5=;4*UCJ

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There is a lot of myth and ceremony when it comes to what works in increasing diversity.

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当谈到如何增加多样性时,有很多神话和仪式kZ|8~^R1@,Y5RT745|Fq

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We wanted to figure out what has worked for corporate America so basically, we created life histories of over 800 American companies, and we are able with these life histories to follow what happens to their managerial workforce after they adopt certain programs.

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我们想弄清楚什么对美国公司是有效的,所以基本上,我们创建了800多家美国公司的生活史,通过这些生活史,来跟踪他们的管理人员在采用某些项目后发生了什么ZvsXzfx_YvdDsl

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We looked for the effects of diversity programs.

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我们观察了多样性项目的效果e_k;],2IS9MW

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But what we found is that there are other programs that are not part of the diversity battery, but they remove barriers for opportunity, they reduce difficulties that the workers from underrepresented groups face, and because they do that, they increase diversity.

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但我们发现,还有其他一些项目不属于多样性项目,但它们消除了机会的障碍,减少了来自代表性不足群体的工人面临的困难,正因为如此,增加了多样性94B(z#L(,.

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