(单词翻译:单击)
In contrast, women were regarded as emotional, as people who should be held out of the public eye and whose job it was essentially to create homes in which there was a domestic bliss.
相比之下，女性被认为是感性的，她们应该远离公众的视线，她们的工作本质上是创造幸福的家庭。
And this is really interesting because what you then have is a feminization of emotions, and certainly the sentiment finds its way into organizational life even today.
这真的很有趣，因为你所拥有的是女性化的情绪，当然这种情绪也会在今天的组织生活中得到体现。
So, when we think about language that we use, when we think about human resources, human assets, what that very much does is it sees human beings as objects devoid of emotion.
当我们想到我们使用的语言时，当我们想到人力资源，人力资产时，这在很大程度上把人看作是没有情感的物体。
And we also see in management practice, even today, this idea that so-called soft skills are denigrated, they’re seen as peripheral.
我们在管理实践中也看到，即使在今天，所谓的软技能也会被贬低，它们被视为次要的。
And this is real cost to organizations because what it essentially does is it shelters really bad leaders because they’re so called deliver on results.
这对组织来说是真正的损失，因为这本质上是在庇护非常糟糕的领导者，因为他们被称为能交付结果的人。
And it also results in a context in which until very recently, human needs like wellbeing were seen as really at the sideline of what an organization was doing.
这也导致了一种情况，直到最近，像幸福这样的人类需求还被视为一个组织不会做的事情。
Yeah. But then there was a movement to improve the lives of workers.
是。但后来出现了一个改善工人生活的运动。
And certainly leadership that takes emotion into account is important in that.
当然，考虑到情绪领导力在这方面很重要。
So, did the workers’ rights movement, the labor movement, make managers think more about these types of issues? Andy, could you address that?
那么，工人权利运动，劳工运动，是否让管理者们更多地思考这类问题呢? 安迪，你能解释一下吗?
Sure. The early labor movement involved to bring awareness to the worker’s emotions, but not without a lot of resistance.
当然可以。早期的劳工运动唤起了人们对工人情绪的关注，但也遇到了很多阻力。
It really was about physical working conditions and production efficiency and operational efficiency.
这实际上是关于外在的工作条件、生产效率和操作效率。
Just consider Frederick Taylor’s scientific management approach and the time management studies.
看看弗雷德里克·泰勒的科学管理方法和时间管理研究。
The sole focus there was finding that one most efficient way to complete a task and then rewarding those employees for completing the task as efficiently as possible.
那里唯一的重点是找到一种最有效的方式来完成任务，然后奖励那些尽可能高效完成任务的员工。
This did work to a certain extent.
这在一定程度上确实起了作用。
What was missing, however, were the social and psychological factors.
然而，缺少了社会和心理因素。
Management didn’t fully consider the impact of employees not feeling challenged, or the boredom of doing the same task repeatedly.
管理层没有充分考虑到员工无法感受到具有挑战性的影响，员工重复做相同任务感到无聊的影响。
This naturally morphed into the study of human relations around the 1930s.
在20世纪30年代左右，这自然而然演变为对人类关系的研究。
And I talk a lot to my students about the work of Elton Mayo with the Hawthorne studies and how it showed that informal work groups had more to do with productivity and motivated employees more than any of the other factors, like the hard skills that Susan talked about, or money, or the actual working environment.
我跟我的学生讨论了很多关于埃尔顿·梅奥的霍桑研究以及这个研究如何表明非正式的工作小组对提高生产力和激励员工的作用比其他任何因素(如苏珊谈到的硬技能，或是金钱，或是实际的工作环境)都更大。
