Gonzalez-Mulé says his takeaway is not that everyone should quit their jobs in terror. Rather, he says, those with influence over employees’ work experience—like company heads and managers—should do as much as possible to increase workers’ feelings of autonomy, especially for workers in high-stress jobs.
冈萨雷斯-穆勒说,他要说的重点不是大家应该惊恐地辞职,而是那些对员工的工作体验有影响力的人——比如公司领导和经理——应该尽可能提高员工的自主感,尤其是那些工作压力大的员工。
takeaway [ˈteɪkəweɪ]: n. 要点
Lowering stress at work isn’t always possible: Some jobs, like working on a tricky contruction site or attending medical emergencies, are inherently stressful. But adding a sense of autonomy is sometimes possible. Gonzalez-Mulé says one comparatively simple option is to allow people to decide where to work, whether that’s from home or, in former times, from a café or other non-office workspace. In that way, the Covid-19 pandemic may have actually moved things forward: Employers who were reluctant to take the step of allowing flexible working on employees’ terms have had to adapt fast and, in many cases, have seen positive results.
降低工作压力并不总是可行的:有些工作,比如棘手的建筑工地或急诊部的工作本质上就是高压的。但是增加工作的自主感有时候还是可能的。冈萨雷斯-穆勒说,一个相对简单的选择是,允许人们决定在哪里工作,无论是在家,还是像过去那样在咖啡馆或其他非办公室的场所。从这个角度来看,新冠疫情也许还真是推动了事物的进步:过去不愿意让员工根据自己的需要灵活安排工作的公司不得不迅速适应形势,在很多情况下都获得了积极的结果。
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