Workers have new tasks on their to-do list: Say hello to colleagues. Don't forget to smile.
员工在他们的待办事项清单上添了新任务：向同事问好，别忘了微笑。
Companies may be reluctant to admit their offices are anything less than pleasant, but incivility -- think belittling barbs or gruff responses -- can lead to lost productivity, creativity and talent. As employees who are forced to do more work with fewer resources become more stressed, the rudeness is ramping up. So firms are urging staffers to play nice.
公司也许不愿承认他们的办公室里有丁点的不愉快，但是无礼的行为——想想那些贬损他人的冷嘲热讽或对人粗暴生硬的回应——可能会引起生产力、创造力和才华的损失。随着员工被迫用更少的资源做更多的工作，他们的压力在增加，粗蛮无礼的举动也在增加。因此各家公司都在敦促员工和气待人。
Uncivil behavior can 'spread like a virus across teams, ' says Elizabeth Holloway, a professor of psychology at Antioch University and civility consultant.
美国安蒂奥克大学(Antioch University)的心理学教授、礼仪顾问伊丽莎白·霍洛韦(Elizabeth Holloway)说，不文明的行为会“像病毒一样在团队中传播”。
Some 96% of workers say they have experienced uncivil behavior and 98% have witnessed it, according to a continuing study by Georgetown University and Thunderbird School of Global Management of nearly 3, 000 participants.
根据美国乔治敦大学(Georgetown University)和雷鸟国际管理学院(Thunderbird School of Global Management)对近3,000名参与者进行的一项持续研究显示，大约96%的员工说他们曾遭遇过无礼的行为，98%的员工亲眼目睹过。
Meanwhile, 25% of workers surveyed in a 1998 study said that they were treated rudely at least once a week, but a separate 2011 study showed that 50% of workers felt they were treated rudely at least once a week.
与此同时，在1998年的一项研究中，接受调查的员工里有25%的人说他们一周至少受到过一次粗鲁的待遇，而2011年的一项单独研究显示，50%的员工感觉自己一周至少遭遇过一次无礼之举。
At the National Security Agency, an intelligence analyst invited workers to adorn a desktop metal tree -- the 'civilitree' -- with the names of kind co-workers as part of a yearlong agency effort to bring more warmth to the U.S. government workplace. Meanwhile, managers encouraged workers to pay someone a compliment or show up early for a meeting, by sprinkling 'challenge cards' across the cafeteria and in the restrooms. Employees who did good deeds were honored as 'civility stars, ' rewarded with plaques and, in one instance, extra time off -- all in the name of increased cordiality among colleagues, according to the NSA's director of equal employment opportunity and diversity.
在美国国家安全局(the National Security Agency,简称NSA)，一名情报分析员邀请员工用友善的同事的名字装点一棵桌面上的金属树——“文明树”，将其作为这家美国政府机构历时一年的送温暖活动的一部分。同时，管理者在餐厅和洗手间里到处点缀着“挑战卡”(challenge cards)，以鼓励员工对某人表示赞赏或者开会时早早到场。做了好事的员工会被授予“礼貌之星”(civility stars)的荣誉，得到奖章，有一次还被奖励了额外的休假时间——按NSA负责平等就业机会与多元化的主管的话来说，这一切都是以同事间的情谊得到增强的名义开展的。
Even Dish Network Corp., which topped financial-news website 24/7 Wall St.'s list of 'the worst companies to work for' based on employee feedback, is trying to take a kinder, gentler approach.
即便是卫星电视公司(Dish Network Corp.)，这家在财经新闻网站24/7 Wall St. “最不适宜履职的公司”排行榜（依据员工的反馈排名）上高居榜首的企业也在努力走更友善、更温和的路线。
Chief Executive Joseph Clayton, who took the helm of the satellite-television company in 2011, says he has been pushing to lighten the mood at the firm's Denver offices.
2011年开始执掌这家卫星电视公司的首席执行长约瑟夫·克莱顿(Joseph Clayton)说，他一直在公司的丹佛(Denver)事业部推动放松情绪的工作。
That has meant summertime concerts for employees and their families and a softened stance toward the company's strict attendance policy. The company no longer requires workers to scan in by fingerprint and gives managers more discretion to allow a parent to leave to take a child to preschool, for example.
这样做的结果是公司为员工和他们的家属安排了消夏音乐会，公司严格的出勤政策宽松了一些。公司不再要求员工上班时进行指纹打卡，经理们有了更多的自由裁量权，比如，可以批准有孩子的家长请假送小孩去幼儿园。
'I wanted it to be a more fun place to work, ' Mr. Clayton says. 'I think people have a responsibility to treat everybody else the way they want to be treated.'
“我想让它成为一个工作起来更有乐趣的地方，”克莱顿说，“我想人们有责任以自己希望得到的待遇那样去对待他人。”
He is quick to note that the new policies don't change Dish's core priorities, which include 'winning' and 'being incredibly driven.'
他很快注意到新政策并没有改变卫星电视公司优先考虑的核心要素，其中包括“制胜”和“出其不意”。
But the changes are a long way from the warm-and-fuzzy corporate culture of Southwest Airlines Co., where an entire department is devoted to sending employees supportive notes when a family member is ill or congratulations when they have a baby. 'We have people here who remember our birthdays when our family members don't, ' says Ellen Torbert, the company's vice president of diversity and inclusion.
然而这些变化与美国西南航空公司(Southwest Airlines Co.)温馨舒适的公司文化相差甚远。在西南航空公司，专门有一整个部门负责在员工家属生病的时候向员工发送支助通知或在他们生孩子的时候发出贺信。公司负责多元化和包容性的副总裁埃伦·托伯特(Ellen Torbert)说，“在我们的家人没记住我们生日的时候，公司这里有人记住了。”
And if workplaces become sullen and demoralizing? Workers in toxic environments have difficulty concentrating and processing information, says Christine Porath, who studies incivility at Georgetown's McDonough School of Business.
假如工作单位变得死气沉沉、令人丧气，那会出现什么情况呢？在乔治敦大学麦克多诺商学院(McDonough School of Business)研究不文明行为的克里斯蒂娜·波拉特(Christine Porath)说，在恶劣环境中工作的员工不容易集中精力和处理信息。
Victims of incivility dial back their work effort and are more likely to lash out, Ms. Porath says. And the costs can be steep: Networking-equipment company Cisco Systems Inc. in 2007 estimated the cost of incivility in its organization topped $8.3 million annually, Ms. Porath says. That figure takes into account turnover, employees' weakened commitment to the company and work time that was lost to worrying about future bad behavior.
波拉特说，无礼行为的受害者会在工作上有所懈怠，他们也更容易责骂他人。波拉特还说，由此付出的代价可能会很高：2007年，网络设备制造企业思科系统公司(Cisco Systems Inc.)估计失礼行为每年在该公司造成的损失超过了830万美元（约合人民币5,063万元），这个数字的计算包括了人员流动、员工对公司的忠诚度减弱以及因为担心未来的不良行为而损失的工作时间。
Some organizations are setting rules to foster friendliness. At Louisiana's Ochsner Health System, employees are required to follow the '10/5 rule, ' making eye contact with anyone within 10 feet and greeting anyone within five feet.
有些公司在制订规则，以培养友好气氛。在路易斯安那州的奥克斯纳卫生系统(Ochsner Health System)，员工被要求遵守“10/5规则”(10/5 rule)，与任何人在十英尺（约合3米）的范围内都要用眼神交流，在五英尺（约合1.5米）之内要问候对方。
There is also a 'no venting' rule; a nurse upset about a missing chart or a doctor having difficulty with the computer system has to retreat to a 'safe zone' -- such as a private nursing-manager's office -- to express frustration, says Kara Greer, the health system's vice president of talent management. Employee evaluations take into consideration whether workers follow the procedure.
无礼行为的受害员工说这是他们选择另谋工作的主要原因。
Employees who have been on the receiving end of workplace incivility say it was a major factor in their decision to seek work elsewhere. A July survey of 1, 000 people from public-relations firm Weber Shandwick found that 26% of respondents had quit a job because of an uncivil workplace.
还有一条“不许迁怒于人”(no venting)的规则。这家卫生系统负责人才管理的副总裁卡拉·格里尔(Kara Greer)说，因找不到一份图表而心烦意乱的护士或遇到电脑系统出问题的医生必须回到一个“安全地带”——比如护士长的专用办公室——去表达不满。员工考核会考虑他们是否遵循了这一程序。
Not all managers believe capitalism and kindness go together. Ray Dalio, the founder of hedge fund Bridgewater Associates, implores his staff to swiftly fire people if they aren't a good fit for the firm and extols 'accurate criticisms' as more valuable than compliments, according to a document which outlines his principles, available on the Bridgewater website. The firm didn't respond to requests for comment.
在单位里成为无礼行为受气包的员工说这是他们决定到别处另谋工作的主要因素。公关公司万博宣伟(Weber Shandwick)7月对1,000人所做的调查发现，26%的受访者都曾经因为无礼不友善的工作环境而辞过职。
'It is your job as a manager to get at truth and excellence, ' Mr. Dalio writes, 'not to make people happy.'
不是所有管理者都相信生财之道和善意之举能共生共存。对冲基金公司桥水联合基金公司(Bridgewater Associates)的创始人雷·戴利奥(Dalio)恳请他的职员，如果有人不适合这家公司，要快刀斩乱麻地将其解雇。根据在桥水联合基金公司网站上看到的一份概述戴利奥原则的文件显示，他鼓吹“准确的批评”比赞美之词更有价值。该公司对予以置评的请求没有作出回应。