TED经典演讲稿为什么你应该知道你同事的工资.pdf

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1、TED题:Why you should know how much your coworkers get paid为什么你应该知道你同事的资How much do you get paid?Dont answer that out loud.But put a number in your head.Now:How much do you think the person sitting next to you gets paid?Again,dont answer out loud.你的资是多少？先别说出来。在脑想下。现在想想：你觉得邻座的资是多少？也别说出来。At work,how muc

2、h do you think the person sitting in the cubicle or the desk next to you gets paid?Do you know?Should you know?你觉得办公室 坐在旁边的同事的资又是多少？你知道吗？你应该知道吗？Notice,its a little uncomfortable for me to even ask you those questions.But admit it-you kind of want to know.Most of us are uncomfortable with the idea of

3、 broadcasting our salary.Were not supposed to tell our neighbors,and were definitely not supposed to tell our office neighbors.The assumed reason is that if everybody knew what everybody got paid,then all hell would break loose.Thered be arguments,thered be fights,there might even be a few people wh

4、o quit.问这些问题连我都觉得不太在，但是承认吧 你有点想知道答案。我们多数都不想 告诉别的资，我们不想把资告诉邻居，也绝对不想告诉办公室的同事。可能如果家都知道别的资，就要天下乱了。可能会出现争吵，打架，甚会有辞职。uncomfortableadj.不舒服的broadcastingn.播definitelyadv.明确地argumentn.争吵But what if secrecy is actually the reason for all that strife?And what would happen if we removed that secrecy?What if open

5、ness actually increased the sense of fairness and collaboration inside a company?What would happen if we had total pay transparency?但如果这个秘密恰恰 就是冲突的起因呢？如果我们揭开这个秘密会发什么呢？公开薪资能不能增进公司内部的合作，还有公平感呢？如果完全公开薪资信息，那会发什么呢？For the past several years,Ive been studying the corporate and entrepreneurial leaders who

6、question the conventional wisdom about how to run a company.And the question of pay keeps coming up.And the answers keep surprising.过去的年，我直在研究那些质疑 传统经营理念的 企业家和创业者。薪资待遇的问题不断浮出。答案也在不断挑战传统观念。It turns out that pay transparency-sharing salaries openly across a company-makes for a better workplace for bot

7、h the employee and for the organization.When people dont know how their pay compares to their peers,theyre more likely to feel underpaid and maybe even discriminated against.Do you want to work at a place that tolerates the idea that you feel underpaid or discriminated against?But keeping salaries s

8、ecret does exactly that,and its a practice as old as it is common,despite the fact that in the United States,the law protects an employees right to discuss their pay.结果表明，薪资透明 在整个公司中公开薪资数据 会为雇员和雇主 营造更好的作环境。当们不知道他们同事的资时，他们总会感觉资太低，甚受到了歧视。你想在个你觉得的资太低 或者遭到歧视的地作吗？对薪资保密恰恰会导致这样的结果，却被长期且普遍的接受，尽管美国法律 保护雇员讨论薪

9、资的权利。opennessn.空旷；公开collaborationn.合作transparencyn.透明entrepreneurial leaders 企业领导者discriminateno.分别；辨别In one famous example from decades ago,the management of Vanity Fair magazine actually circulated a memo entitled:Forbidding Discussion Among Employees of Salary Received.Forbidding discussion among

10、 employees of salary received.Now that memo didnt sit well with everybody.New York literary figures Dorothy Parker,Robert Benchley and Robert Sherwood,all writers in the Algonquin Round Table,decided to stand up for transparency and showed up for work the next day with their salary written on signs

11、hanging from their neck.年前，有个著名的例，名利场杂志的管理层 发布了条规则：“禁员讨论资。”“禁”员讨论资。不是所有都 接受得了这条规则，纽约坛物多乐西帕克，罗伯特本克利 和罗伯特舍伍德，三位阿冈昆圆桌会议的作家，决定为薪资透明战，第天上班时，他们脖上挂了个牌，上写了的资。Imagine showing up for work with your salary just written across your chest for all to see.But why would a company even want to discourage salary disc

12、ussions?Why do some people go along with it,while others revolt against it?It turns out that in addition to the assumed reasons,pay secrecy is actually a way to save a lot of money.You see,keeping salaries secret leads to what economists call information asymmetry.This is a situation where,in a nego

13、tiation,one party has loads more information than the other.And in hiring or promotion or annual raise discussions,an employer can use that secrecy to save a lot of money.Imagine how much better you could negotiate for a raise if you knew everybodys salary.想象下你去上班时，胸前挂着资牌，谁都能看到。但是为什么公司 会反对讨论薪资呢？为什么些

14、服从，另些反对呢？除了之前猜测的理由之外，对薪资保密还是省钱的良。想想看，资不透明会导致 经济学家所说的“信息不对称”。在这种情况下谈判的双，另掌握更多的信息。在招聘、升职、加薪的讨论中，雇主就可以这个秘密省很多钱。想象下，知道每个的资，对你的加薪谈判多么有利。magazinen.杂志discouragev.使馁information asymmetry信息不对称negotiationn.协商Economists warn that information asymmetry can cause markets to go awry.Someone leaves a pay stub on t

15、he copier,and suddenly everybody is shouting at each other.In fact,they even warn that information asymmetry can lead to a total market failure.And I think were almost there.Heres why:first,most employees have no idea how their pay compares to their peers.In a 2015 survey of 70,000 employees,two-thi

16、rds of everyone who is paid at the market rate said that they felt they were underpaid.And of everybody who felt that they were underpaid,60 percent said that they intended to quit,regardless of where they were-underpaid,overpaid or right at the market rate.If you were part of this survey,what would

17、 you say?Are you underpaid?Well,wait-how do you even know,because youre not allowed to talk about it?经济学家提醒道：信息不对称 会导致市场偏离正轨。如果有在复印时 不遗留了张资表，很快家就会彼此争论起来。事实上，经济学家甚还提醒，信息不对称可能导致市场失调。我认为我们正处在这个边缘，原因就在于：先，部分雇员不清楚 与同事的资存在多少差异。在2015年进的项 覆盖7万名雇员的调查中，三分之的调查者 认为他们被压低了薪，虽然他们拿到的都是基于市场 正常平付的资。这些认为被压低资的，有60%说他们想

18、要辞职，不管他们的实际资 是过低还是过，还是恰好在正常平。如果你参与这个调查，你会怎么说？你被压低资了吗？等下，既然都 不允许谈论资，你又怎么知道是被压低了？Next,information asymmetry,pay secrecy,makes it easier to ignore the discrimination thats already present in the market today.In a 2011 report from the Institute for Womens Policy Research,the gender wage gap between men

19、and women was 23 percent.其次，信息不对称，薪资保密，会让市场中现实存在的歧视 更容易被忽视。妇政策研究协会在 2011年发布的份报告显，男性和性的资差距 达23%。underpaidadj.所的报酬过低的regardlessadv.不顾后果的discriminationn.歧视This is where that 77 cents on the dollar comes from.But in the Federal Government,where salaries are pinned to certain levels and everybody knows w

20、hat those levels are,the gender wage gap shrinks to 11 percent-and this is before controlling for any of the factors that economists argue over whether or not to control for.这就是“1美元中的77美分”（职场性的薪酬是男性同事的77%）的来历。但在联邦政府部门，薪资是有固定标准的，每个雇员都清楚这个标准，那的性别薪资 差距就只有11%这还是在实施经济学家呼吁的 控制措施之前的数据。If we really want to

21、close the gender wage gap,maybe we should start by opening up the payroll.If this is what total market failure looks like,then openness remains the only way to ensure fairness.如果我们真的想 消除性别薪资差距，可能需要从公开资单开始。如果市场失灵就是这个样，那公开透明仍是 保证公平的唯法。Now,I realize that letting people know what you make might feel unc

22、omfortable,but isnt it less uncomfortable than always wondering if youre being discriminated against,or if your wife or your daughter or your sister is being paid unfairly?Openness remains the best way to ensure fairness,and pay transparency does that.我知道公开收，可能让不舒服，但总是怀疑 被歧视，或者家的性被不公平的 压低薪不是更让郁闷吗？公开

23、是保证公平的最好段，薪资透明就是种。Thats why entrepreneurial leaders and corporate leaders have been experimenting with sharing salaries for years.Like Dane Atkinson.这就是这些年 企业家和创业者们 尝试公开薪资的原因，如戴恩阿特森。payrolln.资名单transparencyn.透明entrepreneurial leaders企业家corporate leaders 创业者economistn.经济学家Dane is a serial entrepreneu

24、r who started many companies in a pay secrecy condition and even used that condition to pay two equally qualified people dramatically different salaries,depending on how well they could negotiate.And Dane saw the strife that happened as a result of this.So when he started his newest company,SumAll,h

25、e committed to salary transparency from the beginning.And the results have been amazing.And in study after study,when people know how theyre being paid and how that pay compares to their peers,theyre more likely to work hard to improve their performance,more likely to be engaged,and theyre less like

26、ly to quit.戴恩是位连续创业者，他在创建前个公司时 使了薪资保密制度，甚会给两个能相同的员 付截然不同的薪，仅仅因为他们 谈薪的能不同。戴恩发现这导致了冲突。所以当他创办新公司 SumAll 时，他从开始就实施了透明薪资制度。然效果出乎意料的好。在个个的研究中，当们知道他们的收 和同事相处于什么平，他们会加倍努作，提绩效，更容易被动员，更不容易辞职。Thats why Danes not alone.From technology start-ups like Buffer,to the tens of thousands of employees at Whole Foods,wh

27、ere not only is your salary available for everyone to see,but the performance data for the store and for your department is available on the company intranet for all to see.这就是为什么像戴恩 样的越来越多。从类似 Buffer 的初创科技公司，到 Whole Foods 这样的 数万的公司，不但家的薪资都透明化，且每个分店、每个部门的绩效数据 也在公司内 对所有公开。dramaticallyadv.戏剧性的tens of

28、thousands of 数以万计的Now,pay transparency takes a lot of forms.Its not one size fits all.Some post their salaries for all to see.Some only keep it inside the company.Some post the formula for calculating pay,and others post the pay levels and affix everybody to that level.So you dont have to make signs

29、 for all of your employees to wear around the office.实际上，薪资透明有很多式，并不是成不变的。有的公司把薪资向所有公开。有的只是在公司内部公开，有的公开薪资的计算公式，有的公开他们的薪资级别，并且公开员对应的级别。所以你不为每个员 做个资牌挂在上。And you dont have to be the only one wearing a sign that you made at home.But we can all take greater steps towards pay transparency.For those of you

30、 that have the authority to move forward towards transparency:its time to move forward.And for those of you that dont have that authority:its time to stand up for your right to.你也不像三位作家样 做个资牌挂在上。但我们可以起努，推进薪资透明化。如果你有权利在公司 推进资透明化：现在是你向前迈进的时候了。如果你没有这样的权利，现在就是站起来，争取这个权利的时候。So how much do you get paid?And how does that compare to the people you work with?You should know.And so should they.那么，你的资是多少呢？和你的同事相怎么样？你应该知道。他们也应该知道。authorityn.威信；权威formulan.公式；准则