SECTION 3

TUTOR: Well, you've both been looking at different styles of managing individuals in companies and the workplace.

导师：好的，你们俩都在关注公司和工作环境中个体管理的不同类型。

How's the research going, Philip?

菲利普，你的研究进展如何？

PHILIP: Well, I've been looking at why individualism, I mean individual differences, are such an important area of management studies.

菲利普：呃，我一直在研究为什么个人主义——我指的是个体差异——在管理学研究中这么重要。

When you think about any organization, be it a family business or a multinational company, they are all fundamentally a group of people working together.

所有的企业机构，不论是家庭企业还是跨国公司，本质上都是一群人在一起工作。

But it's what these individuals contribute to their places of work that makes you realize how important they are.

但这些个体为他们所属的机构所做出的贡献使我们意识到他们的重要性。

Of course they bring different ideas, but it's also their attitudes and their experiences of learning.

当然，他们为企业带来不同的想法，但同时还有他们的态度和学习经验。

Diversity is important in these areas too.

在这些领域，多样性同样十分重要。

TUTOR: So why do people behave so differently from one another at work?

导师：那为什么人们在工作中的表现行为如此千差万别呢？

PHILIP: There are lots of reasons but research has shown a lot of it comes down to personality.

菲利普：原因有很多，但研究发现最底层的原因在于个性的差异。

And the other factor is gender.

另外一个因素是性别差异。

It's a well-known fact that men and women do lots of things in different ways, and the workplace is no different.

众所周知，男性和女性在很多事情上行为方式迥异，他们在工作场所的表现也是如此。

TUTOR: Did you look at the effects of this variation on companies?

导师：你研究了这些差异对公司的影响吗？

PHILIP: Yes, I did. On the positive side, exposure to such diversity helps encourage creativity which is generally an asset to a company.

菲利普：研究了。从积极的角度来看，公司里这些差异的存在有助于激发创造力，而创造力可以算是公司的资产。

But unfortunately individual differences are also the root of conflict between staff and they can lead to difficulties for management, which can sometimes be serious.

但不幸的是这些个体差异同时也是员工之间矛盾冲突的根源，导致管理上的困难，有时问题还会非常严重。

TUTOR: Thanks, Philip. So now I guess the two main things to remember here are to identify individual talent and then to utilize it.

导师：谢谢你，菲利普。所以有两件重要的事情要记住，一是发现个体天赋，二是如何利用它们。

So Janice, you were looking at identifying different talents in workers.

詹宁斯，你一直在研究如何发现员工的个体天赋。

Do you think this is easy for managers to do?

你觉得这对管理者来说容易吗？

JANICE: Well, currently teamwork is in fashion in the workplace and in my opinion the importance of the individual is generally neglected.

詹宁斯：如今所有工作场所都提倡团队合作，我觉得个体的重要性普遍被忽视了。

What managers should be targeting is those employees who can take the lead in a situation and are not afraid to accept the idea of responsibility.

管理者们应该关注的是那些在突发事件中能够充当领袖，并且勇于承担责任的雇员。

TUTOR: That's true Janice but unfortunately many managers think the entire notion of encouraging individuality amongst their staff is far too hard.

导师：詹宁斯，你说的没错，不幸的是很多管理者都认为鼓励员工的个性发展太难了。

JANICE: Yes, that may be true but I think one of the most important tasks of managers is to consider the needs of the individual on one hand and group co-operation and conformity on the other.

詹宁斯：没错，但我认为管理者最重要的职责之一是一方面照顾到个体需求，同时又要顾及合作与相互适应。

It requires creative thinking on the part of management to avoid tension.

管理要有创新性思维，这样才能避免制造紧张。

TUTOR: So Janice, what kind of people do you think companies should be looking for?

导师：那么詹宁斯，你认为公司应该寻找什么样的员工呢？

JANICE: Well, it has to start from the very beginning when companies are looking for new employees.

詹宁斯：这得从公司招人的最初阶段说起。

When the personnel department is choosing between applicants they need to look for someone who's broken the mould and can think for themselves.

人力部门在筛选应聘者的时候本应该寻找那些能够打破常规、独立思考的人。

Instead, people making these decisions often use a range of psychological tests to see if a person is a problem solver, or will do as they're told.

但实际情况是，人们做决策的方式往往是用一系列心理测试来判断一个人是否能解决问题，或是否能服从命令。

I'm not convinced these qualities are actually the most important.

我个人不认为这些品质是最重要的。

TUTOR: So do you think being a good team player is overrated?

导师：所以你认为团队协作的能力被高估了吗？

JANICE: NO, it's not overrated.

詹宁斯：不是，倒不是被高估了。

You do need to learn the rules and learn them fast.

你确实需要快速学会遵守规则。

No individual can get around this if you're working in an organization.

如果你想要在一个组织里工作的话这是必须学会的。

TUTOR: So how should managers deal with this?

导师：那管理者要怎样来处理这个问题呢？

JANICE: Rewards. When an individual demonstrates the behaviour the organisation expects, some kind of incentive can be given.

詹宁斯：用奖励机制。当个体表现出机构所期待的行为时，应该受到一定的奖励。

What's important here is that this happens right at the beginning so new recruits learn the rules of the system immediately.

而且重要的是奖励在个体出现优异表现的一开始就要执行，这样新员工能够迅速地明白系统的规则。

Also the incentive should be something the individual actually wants, and this isn't always just money.

另外这个奖励最好是个体真正期待和需要的，而不是总是金钱奖励。

TUTOR: To come back to you, Philip.

导师：再回过来说说你吧，菲利普。

You were saying that recognition of good performers is essential.

你说发现表现优异的员工至关重要。

What else should managers be looking for?

除此之外管理者还需要关注什么呢？

PHILIP: Well, managing people means you not only have an understanding of your employees, but you also recognise the culture of the organization.

菲利普：管理员工意味着你不仅要了解雇员，还需要了解企业文化。

In fact, for some organizations creativity and individuality may be the last thing they want to see during working hours!

实际上，在某些机构中，创造力和个性是在工作中最不需要的。

TUTOR: Very true.

导师：完全正确。

PHILIP: Yes, but managing people isn't as easy as it looks.

菲利普：是的，但是管理员工比想象中要困难多了。

For example, change in the workplace can be quite tricky, especially if there's a need to increase profit.

比如，在工作场所尝试一些改变会很困难，尤其是当有利润增长的需求的时候。

And at times like these managers may have to give priority to profit rather than individual staff needs.

在这种情况下管理者必须优先考虑盈利，而不是员工的个体需求。

TUTOR: Yes, and that creates difficult situations for people.

导师：是的，这往往会给人造成麻烦。

PHILIP: Yes but what's important is that managers are able to deal with quite high levels of personal stress.

菲利普：是的，所以重要的是管理者必须能够应对巨大的个人压力。

During times of change they should be thinking not only about the strain on their staff but take time out to think of themselves.

在变革时期他们不仅需要考虑到他们员工的压力，还要花时间考虑他们自己的压力。

TUTOR: Absolutely. So what are the implications of that for ...

导师：没错。所以这意味着…