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  • Millennials in the workforce have routinely been accused of being everything from narcissistic

    21世紀新世代在職場上的許多行為常被指責,像是自命不凡、

  • and socially inept, to hard to manage and most recently, of killing the middle manager.

    不善交際、不易服從,以及最近的「抹殺」中階主管。

  • Whether any of these allegations are true is up for debate,

    雖然這些指控的真實性還待討論,

  • but what is clear is that Millennials are changing the way we work and how we organize,

    但能確定的是,新世代員工正在改變我們工作和組織的方法,

  • and these changes don’t really bode well for the boss.

    而這些改變並不受主管歡心。

  • We, and I’ll include myself in here, grew up in a world where if we had

    我們,包括我在內,生長在這個環境-

  • a question or wanted to learn a new skill, all we had to do was go to the internet.

    當遇到問題或是想要學習新技能時,我們會上網尋找資源。

  • In some ways, we replaced authority figures like parents and teachers with computer screens,

    某方面來說,電腦螢幕取代了老師與父母這類有權威的角色,

  • so it makes sense that when we’d entered the workforce

    所以很合理的,當我們進入職場,

  • we’d be less inclined to take someone’s advice or direction simply because of their title.

    我們比較不會因為他人的職位而聽從其意見。

  • CEO Phil Caravaggio from Precision Nutrition found that out the hard way

    Precision Nutrition的執行長Phil Caravaggio表示,

  • when his employees challenged his ideas for marketing his own company

    當他的員工質疑公司的行銷想法時,他也因此學到了一課。

  • He had very little experience in marketing so they were, some would say understandably, reticent.

    由於他對行銷的經驗不多,所以保持沉默是能理解的。

  • It no longer really matters where you are in the hierarchy,” Caravaggio says.

    Caravaggio表示職場上的層級已經不再重要。

  • What seems to matter to Millennials instead, is experience, expertise, and what you can bring to the table.

    對新世代來說,重要的是經驗、技術以及你的貢獻。

  • Instead of a traditional pyramid structure, millennials prefer

    比起傳統金字塔式組織,新世代更喜歡

  • flatter organizations with more shared responsibilities and transparency.

    平行式組織,它有更多責任、也更透明化。

  • On the more extreme end, we call this a holacracy.

    極端的來說,我們稱這為「無上司管理方式」。

  • And more and more companies are adopting this model

    越來越多公司開始使用這種管理模式

  • Zappos, Whole Foods, Morningstar and other big players practice this in some form. It seems to be working.

    像是Zappos、Whole Foods、Morningstar還有其他大公司,而且似乎成效不錯。

  • And this can help explain why so many other companies are getting rid of managers.

    這也可以解釋為什麼目前許多公司漸漸的減少主管。

  • As a whole, even countries, like Canada for example, are seeing fewer managers per employee.

    整體來說,甚至連某些國家,如:加拿大,也逐漸在減少主管員工的比例。

  • Of course, there are other factors at play too - like the recession, which forced companies to trim the fat.

    當然還有其他原因,例如面臨經濟衰退時,這也使公司必須削減主管數;

  • in some cases managers and technological advances that have automated and replaced

    在某些情況下,主管和科技進步自動化取代了

  • some typical manager duties like tracking performance which we can now do with data and analytics.

    一些典型主管的職責像是績效管理,而這項職責現在可以用電腦數據分析。

  • And maybe that’s a part of why were blaming Millennials too, because in some ways

    這可能也是為什麼我們指責新世代員工的部分原因。

  • the Millennial generation is intimately tied to this technological revolution and culture of efficiency.

    新世代緊密的跟科技進步以及有效率的文化結合。

  • To watch an episode on how millennials are changing the way we date, click here.

    按此可以觀看新世代如何改變我們約會的方式。

  • And hey, if you haven’t already, please subscribe to Seeker Daily

    請訂閱 Seeker Daily

Millennials in the workforce have routinely been accused of being everything from narcissistic

21世紀新世代在職場上的許多行為常被指責,像是自命不凡、

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