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为什么你应该知道同事的薪资 – 译学馆
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为什么你应该知道同事的薪资

Why you should know how much your coworkers get paid | David Burkus

你的工资是多少?
How much do you get paid?
先别说出来
Don’t answer that out loud.
把这个数字记在脑子里
But put a number in your head.
现在想想: 你觉得邻座的工资是多少?
Now: How much do you think the person sitting next to you gets paid?
也别说出来
Again, don’t answer out loud.
[笑声]
[Laughter]
你觉得办公室里
At work, how much do you think
坐在旁边的同事的工资又是多少?
the person sitting in the cubicle or the desk next to you gets paid?
你知道吗?
Do you know?
你应该知道吗?
Should you know?
问这些问题连我都觉得不太自在
Notice, it’s a little uncomfortable for me to even ask you those questions.
但是承认吧 你有点想知道答案
But admit it — you kind of want to know.
我们大多数人都不想告诉别人自己的工资
Most of us are uncomfortable with the idea of broadcasting our salary.
我们不想把工资告诉邻居
We’re not supposed to tell our neighbors,
也绝对不想告诉办公室的同事
and we’re definitely not supposed to tell our office neighbors.
可能如果大家都知道别人的工资
The assumed reason is that if everybody knew what everybody got paid,
就要天下大乱了
then all hell would break loose.
可能会出现争吵 打架
There’d be arguments, there’d be fights,
甚至会有人辞职
there might even be a few people who quit.
但如果这个秘密恰恰就是冲突的起因呢?
But what if secrecy is actually the reason for all that strife?
如果我们揭开这个秘密会发生什么呢?
And what would happen if we removed that secrecy?
公开薪资能不能增进公司内部的合作
What if openness actually increased the sense of fairness and collaboration
和公平感呢?
inside a company?
如果完全公开薪资信息 那会发生什么呢?
What would happen if we had total pay transparency?
过去的几年里
For the past several years,
我一直在研究那些质疑 传统经营理念的
I’ve been studying the corporate and entrepreneurial leaders
企业家和创业者
who question the conventional wisdom about how to run a company.
薪资待遇的问题不断浮出水面
And the question of pay keeps coming up.
答案也在不断挑战传统观念
And the answers keep surprising.
结果表明 薪资透明
It turns out that pay transparency —
在整个公司中公开薪资数据
sharing salaries openly across a company —
会为雇员和雇主
makes for a better workplace for both the employee
营造更好的工作环境
and for the organization.
当人们不知道他们同事的工资时
When people don’t know how their pay compares to their peers’,
他们总会感觉自己工资太低
they’re more likely to feel underpaid
甚至感觉受到了歧视
and maybe even discriminated against.
你想在一个你觉得自己的工资太低
Do you want to work at a place that tolerates the idea
或者遭到歧视的地方工作吗?
that you feel underpaid or discriminated against?
对薪资保密恰恰会导致这样的结果
But keeping salaries secret does exactly that,
却被长期且普遍的接受
and it’s a practice as old as it is common,
尽管美国法律
despite the fact that in the United States,
保护雇员讨论薪资的权利
the law protects an employee’s right to discuss their pay.
几十年前 有一个著名的例子
In one famous example from decades ago,
《名利场》杂志的管理层
the management of Vanity Fair magazine
发布了一条规则:
actually circulated a memo entitled:
“禁止员工讨论工资”
“Forbidding Discussion Among Employees of Salary Received.”
“禁止”员工讨论工资
“Forbidding” discussion among employees of salary received.
不是所有人都接受得了这条规则
Now that memo didn’t sit well with everybody.
纽约文坛人物多乐西·帕克
New York literary figures Dorothy Parker,
罗伯特·本克利和罗伯特·舍伍德
Robert Benchley and Robert Sherwood,
三位阿冈昆圆桌会议的作家
all writers in the Algonquin Round Table,
决定为薪资透明而战
decided to stand up for transparency
第二天上班时
and showed up for work the next day
他们脖子上挂了个牌子 上面写了自己的工资
with their salary written on signs hanging from their neck.
[笑声]
[Laughter]
想象一下你去上班时
Imagine showing up for work
胸前挂着工资牌 谁都能看到
with your salary just written across your chest for all to see.
但是为什么公司会反对讨论薪资呢?
But why would a company even want to discourage salary discussions?
为什么一些人服从 而另一些人反对呢?
Why do some people go along with it, while others revolt against it?
除了之前猜测的理由之外
It turns out that in addition to the assumed reasons,
对薪资保密还是省钱的良方
pay secrecy is actually a way to save a lot of money.
想想看 工资不透明会导致
You see, keeping salaries secret
经济学家所说的“信息不对称”
leads to what economists call “information asymmetry.”
在这种情况下谈判的双方
This is a situation where, in a negotiation,
一方比另一方掌握更多的信息
one party has loads more information than the other.
在招聘、升职、加薪的讨论中
And in hiring or promotion or annual raise discussions,
雇主就可以用这个秘密省很多钱
an employer can use that secrecy to save a lot of money.
想象一下 知道每个人的工资
Imagine how much better you could negotiate for a raise
对你的加薪谈判多么有利
if you knew everybody’s salary.
经济学家提醒道:信息不对称
Economists warn that information asymmetry
会导致市场偏离正轨
can cause markets to go awry.
如果有人在复印时 不小心遗留了一张工资表
Someone leaves a pay stub on the copier,
很快大家就会彼此争论起来
and suddenly everybody is shouting at each other.
事实上 经济学家甚至还提醒
In fact, they even warn
信息不对称可能导致市场失调
that information asymmetry can lead to a total market failure.
我认为我们正处在这个边缘
And I think we’re almost there.
原因就在于:
Here’s why:
首先 大部分雇员不清楚 自己与同事的工资存在多少差异
first, most employees have no idea how their pay compares to their peers’.
在2015年进行的一项覆盖7万名雇员的调查中
In a 2015 survey of 70,000 employees,
三分之二的调查者 认为他们被压低了薪水
two-thirds of everyone who is paid at the market rate
虽然他们拿到的都是基于市场 正常水平支付的工资
said that they felt they were underpaid.
这些认为被压低工资的人
And of everybody who felt that they were underpaid,
有60%说他们想要辞职
60 percent said that they intended to quit,
不管他们的实际工资 是过低还是过高
regardless of where they were — underpaid, overpaid
还是恰好在正常水平
or right at the market rate.
如果你参与这个调查 你会怎么说?
If you were part of this survey, what would you say?
你被压低工资了吗?
Are you underpaid?
等一下 既然都 不允许谈论工资
Well, wait — how do you even know,
你又怎么知道是被压低了?
because you’re not allowed to talk about it?
其次 信息不对称 薪资保密
Next, information asymmetry, pay secrecy,
会让市场中现实存在的歧视
makes it easier to ignore the discrimination
更容易被忽视
that’s already present in the market today.
妇女政策研究协会在 2011年发布的一份报告显示
In a 2011 report from the Institute for Women’s Policy Research,
男性和女性的工资差距
the gender wage gap between men and women
高达23%
was 23 percent.
这就是“1美元中的77美分” 的来历
This is where that 77 cents on the dollar comes from.
但在联邦政府部门
But in the Federal Government,
薪资是有固定标准的
where salaries are pinned to certain levels
每个雇员都清楚这个标准
and everybody knows what those levels are,
那里的性别薪资 差距就只有11%
the gender wage gap shrinks to 11 percent —
这还是在实施经济学家呼吁的
and this is before controlling for any of the factors
控制措施之前的数据
that economists argue over whether or not to control for.
如果我们真的想 消除性别薪资差距
If we really want to close the gender wage gap,
可能需要从公开工资单开始
maybe we should start by opening up the payroll.
如果这就是市场失灵的样子
If this is what total market failure looks like,
那公开透明仍是保证公平的唯一方法
then openness remains the only way to ensure fairness.
我知道公开收入
Now, I realize that letting people know what you make
可能让人不舒服
might feel uncomfortable,
但总是怀疑
but isn’t it less uncomfortable
自己被歧视
than always wondering if you’re being discriminated against,
或者家里的女性被不公平的 压低薪水不是更让人郁闷吗?
or if your wife or your daughter or your sister is being paid unfairly?
公开是保证公平的最好手段
Openness remains the best way to ensure fairness,
薪资透明就是一种
and pay transparency does that.
这就是这些年企业家和创业者们
That’s why entrepreneurial leaders and corporate leaders
尝试公开薪资的原因
have been experimenting with sharing salaries for years.
比如戴恩·阿特金森
Like Dane Atkinson.
戴恩是位连续创业者 他在创建前几个公司时
Dane is a serial entrepreneur who started many companies
使用了薪资保密制度
in a pay secrecy condition
甚至会给两个能力相同的员工
and even used that condition to pay two equally qualified people
支付截然不同的薪水
dramatically different salaries,
仅仅因为他们谈薪水的能力不同。
depending on how well they could negotiate.
戴恩发现这导致了冲突
And Dane saw the strife that happened as a result of this.
所以当他创办新公司 SumAll 时
So when he started his newest company, SumAll,
他从一开始就实施了透明薪资制度
he committed to salary transparency from the beginning.
然而效果出乎意料的好
And the results have been amazing.
在一个个的研究中
And in study after study,
当人们知道他们的收入
when people know how they’re being paid
和同事相比处于什么水平
and how that pay compares to their peers’,
他们会加倍努力工作 提高绩效
they’re more likely to work hard to improve their performance,
更容易被动员 更不容易辞职
more likely to be engaged, and they’re less likely to quit.
这就是为什么像戴恩一样的人越来越多
That’s why Dane’s not alone.
从类似 Buffer 的初创科技公司
From technology start-ups like Buffer,
到 Whole Foods 这样的数万人的大公司
to the tens of thousands of employees at Whole Foods,
不但大家的薪资都透明化
where not only is your salary available for everyone to see,
而且每个分店、每个部门的绩效数据
but the performance data for the store and for your department
也在公司内网
is available on the company intranet
对所有人公开
for all to see.
实际上 薪资透明有很多方式
Now, pay transparency takes a lot of forms.
并不是一成不变的
It’s not one size fits all.
有的公司把薪资向所有人公开
Some post their salaries for all to see.
有的只是在公司内部公开
Some only keep it inside the company.
有的公开薪资的计算公式
Some post the formula for calculating pay,
有的公开他们的薪资级别
and others post the pay levels
并且公开员工对应的级别
and affix everybody to that level.
所以你不用为每个员工
So you don’t have to make signs
做个工资牌挂在身上
for all of your employees to wear around the office.
你也不用像三位作家一样
And you don’t have to be the only one wearing a sign
自己做个工资牌挂在身上
that you made at home.
但我们可以一起努力 推进薪资透明化
But we can all take greater steps towards pay transparency.
如果你有权力在公司里
For those of you that have the authority
推进工资透明化:
to move forward towards transparency:
现在是你向前迈进的时候了
it’s time to move forward.
如果你没有这样的权力
And for those of you that don’t have that authority:
那么 现在就是站起来争取这个权利的时候
it’s time to stand up for your right to.
所以 你的工资是多少呢?
So how much do you get paid?
和你的同事相比怎么样?
And how does that compare to the people you work with?
你应该知道
You should know.
同样地 他们也应该知道
And so should they.
谢谢
Thank you.
[掌声]
[Applause]

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视频概述

你的工资是多少?和你的同事相比怎么样?你应该知道,他们也应该知道,管理学研究者大卫·伯克斯如是说。在这个演讲中,伯克斯对我们习以为常的私密薪资制度提出了质疑,并强有力的解释了公开薪资对雇员、公司以及社会的好处。

听录译者

收集自网络

翻译译者

B11101001

审核员

与光同尘

视频来源

https://www.youtube.com/watch?v=TvcNw4F0Y4Y

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