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關(guān)于職場薪酬的討論
Amanda was unhappy with the amount of money she was making at her job, so she went after a position with a competitor and negotiated a higher salary.
Amanda對目前的薪水不滿意，于是她到一家同行公司求職，該公司可以提供更高薪水。
When she told her current employer about the higher salary offer, it countered with a considerable increase in her current salary to keep her on board.
她告訴當(dāng)前雇主，其他公司開出了更高的薪水。于是當(dāng)前雇主對她目前的薪水進(jìn)行了大幅度調(diào)整來把她留住。
Hoping this is what would happen all along, Amanda accepted the new salary and stayed with her employer.
Amanda希望一直都能這樣走運(yùn)，便接受了新的薪水并留在了老單位。
One year later, the company made a round of layoffs because of changing market conditions and Amanda was one of the first to go. Not because she was a bad employee -- because she was overpaid compared to her contributions.
一年后因?yàn)槭袌霏h(huán)境變化，公司裁了一批員工，Amanda是第一批被裁的人。不是因?yàn)樗莻�(gè)糟糕的員工，而是因?yàn)樗退鞒龅呢暙I(xiàn)相比獲得的報(bào)酬過高。
In today#39;s society, workers associate earning a high salary as one of the most important aspects of their jobs. They assume making a lot of money equals happiness, satisfaction, less stress and job security. Unfortunately, this is not always the case; Amanda#39;s story is just one of many examples of how having a higher paycheck can backfire.
在當(dāng)今社會(huì)，勞動(dòng)者把高工資作為工作中最重要的一個(gè)方面，認(rèn)為賺錢多就等于快樂、滿足、壓力少、工作穩(wěn)定。不幸地是，情況不一定如此，Amanda的故事僅僅是眾多拿高工資引起問題的其中一例。
"Our sense of value and self-worth is often tied to how much money we make," says Michael Zwell, human capital expert and author of "Six-Figure Salary Negotiation." "There is an illusion that we live with and believe that a bigger paycheck makes us happier and more valuable."
《六位數(shù)工資談判》一書作者、人力資本專家Michael Zwell說：“我們的價(jià)值感和自我價(jià)值感往往和拿所少工資密不可分。人們有這樣的錯(cuò)覺，認(rèn)為收入越高就越快樂、越有價(jià)值�！�
In fact, research shows otherwise. Studies have shown most people feel happier in a five-figure job where they are earning more than the majority of other people in the company than they do in a six-figure job where they are making significantly less than others, says Stan Smith, founder and CEO of Smith Economics Group Ltd., in Zwell#39;s book. Ultimately, he says, people can#39;t rely on short-lived salaries, promotions and raises to keep them happy but rather the contributions they make in the long run.
事實(shí)上，研究的結(jié)果卻有所出入。在Zwell的書中，Smith Economics Group公司創(chuàng)始人、首席執(zhí)行官Stan Smith說，一些人拿五位數(shù)的工資，但他們的收入比公司多數(shù)人高，另一些人拿六位數(shù)工資，但他們的收入比公司多數(shù)人少，研究表明，前者比后者更快樂。最后，他說，要保持快樂，人們不能依賴于短期的（高）收入、晉升或提拔，而是要著眼于長期來他們所做出的貢獻(xiàn)。
Smaller paychecks reap large rewards 收入少、收獲多
In some situations, having a smaller paycheck than you#39;d like can actually be a bonus. If you are in a job where there#39;s a steep learning curve, for example, getting a smaller paycheck will buy you time to develop the skills and experience to earn more in long run, Zwell says.
有些時(shí)候，低于期望的收入甚至成為一份獎(jiǎng)勵(lì)。Zwell說，例如：如果你處于一個(gè)需要短時(shí)間大量學(xué)習(xí)的工作中，那么低收入意味著你有更多的時(shí)間來培養(yǎng)技能、獲取經(jīng)驗(yàn)，幫助你以后賺更多錢。
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