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Bartleby: The grip of vice
巴托比：把握罪惡
Nobody’s perfect. Managers should not forget that
管理者應牢記：人無完人
The arc of current management thinking bends towards virtue.
如今的管理思維往往與美德掛鉤。
Co-operation is what makes teams purr.
想讓團隊安穩工作，就要合作。
Low-ego empathy is the hallmark of a thoroughly modern boss.
真正現代化的老板要有低自我同理心。
Purpose matters to employees as much as pay; society looms as large as shareholders.
員工要認為，目標和薪酬一樣重要；同事和股東一樣重要。
But appealing to people’s better nature, and ignoring their vices, is an incomplete approach.
但是，激發人們的善良本性，而忽視他們的罪惡這種方法，并不完善。
Nor is being good necessarily great for your own career.
做好人也不一定對你的職業生涯有好處。
Take a look at the seven capital virtues and the seven deadly sins laid out in Christian tradition.
看看基督教傳統中列出的七大美德和七宗罪。
The virtues are chastity, temperance, charity, diligence, kindness, patience and humility; the vices are lust, gluttony, greed, sloth, envy, wrath and pride.
七大美德是貞潔、節制、慷慨、勤勉、寬容、耐心和謙虛；七宗罪是色欲、暴食、貪婪、懶惰、嫉妒、暴怒和傲慢。
In aggregate the first set of qualities is the one for managers to emulate.
總的來說，七大美德是管理者要努力具備的。
Neither chaste charity nor lustful gluttony have much to recommend them as a management ethos; but only one is a lawsuit waiting to happen.
無論是慷慨至極還是貪婪無度，都不是太可取的管理理念；但只有一種一定會遭到反對。
Diligence clearly beats sloth.
勤勉顯然會勝過懶惰。
Greed is out of fashion.
貪婪已經過時了。
Aiyesha Dey of Harvard Business School and her co-authors have found that excessive materialism on the part of a chief executive can be a warning sign of fraudulent activity and out-of-control risk-taking.
哈佛商學院的艾耶莎·戴伊和她的合著者發現，如果首席執行官表現出過度物質主義，就要警惕可能會發生欺詐以及風險承擔失控事件了。
Pride is also increasingly seen as problematic: in a paper from 2018 academics identified narcissistic bosses by the size of their signatures and found a correlation with poor financial outcomes at the firms they ran.
人們也愈發認為傲慢會引發問題：在2018年的一篇論文中，學者們根據簽名大小辨認出了自戀的老板，并發現他們的公司財務狀況不佳與自戀有關。
Yet saintliness is rare and sinfulness can be underrated.
但是，沒有幾個人能做到至善，而罪惡的力量可能會被低估。
Take envy, for example.
以嫉妒為例。
By design organisations rely on competition as well as co-operation.
在特定情況下，組織對競爭的依賴性與合作一樣強。
A kind person might well be content to applaud other people for their success.
善良的人很可能會滿足于為他人的成功鼓掌喝彩。
An envious one will see someone to catch up with.
而嫉妒的人看到的，是自己要追趕的目標。
Psychologists distinguish between malign and benign versions of envy.
心理學家將嫉妒分為惡性嫉妒和良性嫉妒。
In one, people try to close gaps in status by bringing others down.
惡性嫉妒的人會試圖通過拉低他人來縮小地位差距。
In the other, they are motivated to improve their own performance.
而良性嫉妒的人會以此為動力提升自己。
The recent paper by Danielle Tussing of the University at Buffalo and colleagues discovered a third type of behaviour: people who skipped work or even quit their jobs in order to avoid feelings of envy.
紐約州立大學布法羅分校的丹妮爾·圖辛和同事所著的一篇新論文發現了第三種做法：為了避免嫉妒他人而選擇曠工甚至辭職。
Understanding such emotions is a step towards harnessing them.
要想控制這些情緒，就要理解它們。
譯文由可可原創，僅供學習交流使用，未經許可請勿轉載。
