When the Financial Times was auctioning off lunch with journalists for its seasonal charity appeal a few years ago, someone had the bright idea of advertising the “lots” as decorations on a Christmas tree: the editor was at the top, and other writers dangled from the descending branches.
若干年前,英国《金融时报》出于季节性慈善募捐的目的,向公众拍卖同旗下记者共进午餐的机会,有人想出一个巧妙的广告点子,把“拍卖品”做成一棵圣诞树上的装饰:总编辑位于树顶,其他撰稿人悬挂在下面的树枝上。
I doubt any organisation has published a more blunt, bauble-based depiction of its hierarchy. Plenty have a less festive version, though: the organigram — or org chart — with the boss on top and minions branching off by seniority and reporting lines.
我觉得没有哪个组织能把内部等级关系比这更直观、更花哨地公诸于众。不过,多数组织都有个没那么喜庆的等级体系图:组织结构图,老板位于顶部,下属按职位高低和上下级关系降次分布其下。
Half of a small group of personnel directors I asked think such diagrams are an uncomfortable straitjacket, a loathed compliance obligation, a hindrance to more natural interaction between colleagues, or all three. Aaron Dignan of The Ready, a consultancy that helps companies such as Lloyds Bank and General Electric change structure and culture, calls them “the dirty secret” of human resources. They always come “with the caveat that they aren’t true”.
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