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你选择的工作与你的性格匹配吗? – 译学馆
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你选择的工作与你的性格匹配吗?

Does your job match your personality? | Jordan Peterson

要将各种工作分类
It ’ s not
并不是那么容易的一件事 但是这有一份分类策划
that easy to categorize jobs but here ’ s a categorization scheme that ’ s
这份虽然比较综合 但却十分精准
kind of general but that’s actually accurate. Okay,
第一个方面是复杂性
so the first dimension is complexity.
工作有难易之分
Jobs range from simple to complex.
你能够通过学习进而重复的工作就只能算是简单工种
A simple job is one that you can learn and then repeat.
一份简单的工作并不需要具备高水平的认知能力
You don ’ t need high levels of cognitive function for a simple job.
如果你有高水平的认知能力 你自然会掌握的更快
If you have high levels of cognitive function you ’ ll learn the job faster,
一旦你已学会 就没有必要做得更好了
but once you learn learn it you won’t necessarily do it better. Now,
一份复杂的工作就是随着基础的不断变化
a complex job is one where the requirements change
需求也在改变
on an ongoing basis.
大多数管理工作就是这样
So most managerial jobs are like that,
所有的执行工作也一样
and all executive jobs are like that.
这类工作要求高水平的综合认知能力
And that requires a high level of generalcognitive ability.
它也就意味着复杂工作中的成功
That’s the best predictor of success incomplex jobs. Okay,
以上就是第一准则
so that’s axis number one.
第二准则是创造/创业与管理/行政的比较
Axis number two is creative/entrepreneurialversus managerial/administrative.
对于创造/创业性的工作 你需要这样的人才
Okay, so for creative/entrepreneurial jobs you need people who are high in the personality
他们拥有很高的“经验开放性”个性品质
trait “openness to experience,”
以及与横向和分散思维有关的大五人格特质
Big Fivepersonality trait that’s associated with lateral and divergent thinking.
这些人很有创造力
Those are creative types.
而对于行政管理工作来说
And for managerial and administrative jobs,
这些工作更系统
and those are jobs that are more algorithmic—So
请想象一下护栏
imagine the guardrails.
你是一列正在行驶的火车
You ’ re a train
你想开快一点
on a track and you want to go down the track fast.
你不必极具创造性地去沿着(已经铺好的)轨道快速行驶
You don’t have to be creative to go downa track that’s (already laid down) fast.
你只需做到认真谨慎
You have to be conscientious.
因此尽职尽责的个人品质
And so the best personality predictor
意味着在行政管理方面工作的成功
for managerial and administrative jobs is trait “conscientiousness”. Okay,
那么你也许会陷入两难
so there ’ s a tension
横向思维、发散思维与有效前行之间
in organizations between lateral and divergent thinking and
要如何组织安排
efficient movement forward.
现在如果你知道你在干什么
Now if you know what you ’ re doing,
你所需要的只是认真尽责
what you want is conscientious people.
因为当你知道你在干什么的时候
Because if you know what you ’ re
你需要做的只是尽其所能地高效
doing you should just do it as efficiently as you can.
但问题是你周围的世界在朝着无法预期的方向变化
But the problem is is the world changes aroundyou unexpectedly.
所以 当处在市场对你不利的情况下时
And so if you don ’ t have
这是肯定会发生的事
people who can think divergently when the marketplace shifts
——你的身边如果没有能发散思维的人
on you—which it most certainly will—then you don
那么就不会再有其他人能知道
’ t have anybody who can figure out
在哪铺设新的轨道了
where to lay new tracks.
目前无论对于个人还是企业来说
Now it ’ s really, really difficult for people,
要在创造/创业型与管理/行政型之间
for corporations to get the balance between
保持恰当的平衡都是非常困难的
the entrepreneurial/creative types and themanagerial/administrative types correct.
我刚才的设想时有发生——然而我并不能确定
And what I think happens—and I don ’ t know this
因为关于这方面的研究还没有确切的结果
for sure and the research on this isn ’ t
——现在看起来正在发生的事实是
clear yet—What seems to happen is
当一个公司成立之初时由创造/创业型人才主宰
that when a company originates the creative/entrepreneurial
那么他们起步时就不得不
types predominate, and they have to be
灵活处事来使公司稳步前行
flexible and move laterally to get the company established
他们还要敢于冒险和打破常规
to begin with and take risks and break
并且要做各种各样
rules and do all sorts of things that conscientious
连认真尽责的人都无法容忍的事(更别提设计出这些事了)
people are much less likely to be able totolerate (let alone think up).
但当这个公司建立之后
But as the company establishes itself
管理/行政型的人才就会大量涌入
the managerial/administrative types pour in and
并接管该公司
take over.
但如果他们掌控过多 那么这个公司
But if they take over too much then the company
就会过于死板 它就失去了灵活性
gets so rigid it can ’ t— it has no flexibility. Okay,
要管理一个大型企业
so the first thing you need
你首先要做的就是明白
to do to manage a large enterprise is to understand
各种人才的区别
that these are actually different people.
首先不是所有人都富有创造力
So first of all everyone is NOT creative.
这是一个谎言
That’s a lie.
因此我们设计了这个测量工具叫做创造力问卷
So we established this measurement instrumentcalled the creative achievement questionnaire
现在 它被广泛应用于创造力调查
which is very widely used in creativity researchnow.
你怎么看
And what you see – so what it
它将创造力分为13个方面
does is it breaks down creativity into 13 dimensions
创业 建筑 文学 戏剧
– entrepreneurial, architectural, literary,dramatic,
发明 等等还有商业
inventions, et cetera, business,
你可以想想到的 绘画 等等
you can imagine—Painting, et cetera.
你可以想想创造力的13个潜在方面
You imagine the 13 potential dimensions ofcreativity.
它将创造性水平进行排列
And then it ranks order levels of creativity from “ Zero,
“0为在该领域我没有天赋 也没有进行后天训练”
I have no training or talent in this area, ”
“10为在该领域 我得到了国际声望”
to “ Ten, I have an international reputation in this area. ”
我们绘出了这种得分
And then we plotted the scores.
这是种分布
This is the distribution.
是一种非常规分布
It’s not a normal distribution.
六成的人们在创造力问卷中得分为0
Sixty percent of the people who take the creative achievement questionnaire score zero.
少数族群得到高分 这就是帕累托分布
A tiny minority have high scores, and that’sa pareto distribution.
这就是人类生产力的典型分布
It’s a classic distribution of human productivity.
如你见到的帕累托分布
So you always get a pareto distribution,
当你谈论生产力时
not a normal distribution when you ’ re talking
这不是一个常规的分布
about productivity.
富有创造力的人们却是少数族群
Creative people are a distinct minority.
他们是非常规人群 他们很痛苦
They’re a different kind of person, andthey’re a pain.
因为你无法评估他们
They’re a pain because you can’t evaluatethem.
你究竟该如何评价一个富有创造力的人?
It’s like, how the hell do you evaluatea creative person?
因为他们不停地在改变评价的规则!
Because they keep changing the rules of evaluation!
他们管理起来很棘手
So they ’ re a handful to manage,
他们总是想开始新玩法
and they ’ re always trying to play a new game.
如果想要朝哪个方向快速发展 这才是真正痛苦的地方
Well that ’ s a real pain if you want to get somewhere fast.
组织里就有这种可怕的阻力
So there ’ s this terrible tension in organizations,
通常的情况是
and I think what generally happens is all
开始时创造派的人在
the creative people are there at the beginning.
后来他们被逐出只剩下经理和管理者
They get chased out until you have nothing but managers and administrators.
环境变了 公司倒下
Then the environment shifts, then the companydies.
那么
And so the way
资本家来解决创造派和管理派的紧张问题
that capitalism solves the problem of the tension between the creative
的方式就是让公司倒闭
types and the managerial types is it justlets companies die.
你或许认为
Now you might think,
“我不想公司倒下”
“ Well I don ’ t want my company to die. ”
那好吧
It ’ s like okay then,
你需要理解这不同的两派
you need to understand the difference between these two kinds of
你不喜欢哪一派
people—which you probably won ’ t and you
或许你不愿意承认即使你知道
probably won ’ t admit to even if you knew.
你必须算出如何才能掌握这个度
And then you have to figure out how to get the balance right.
但这太复杂了
And so that’s extraordinarily complicated.

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视频概述

六成的人创造力为0,这是一个不争的事实

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视频来源

https://www.youtube.com/watch?v=WEvqMN75sCI

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