????◆导读

?

最新研讨标明，男女人在竞赛的环境下，呈现出来的才能有所差异，这或许在必定程度上会影响男女作业体现上的对等性。

?

◆双语阅览

?

much effort has been spent on improving gender equity in hiring. unfortunately, while these initiatives can help organizations get more female candidates in the door, they often fall short when it comes to retention and development. of course, there are many reasons for this — but one of the key, systemic factors driving this ongoing challenge lies in how companies approach performance assessments and promotions.

?

社会在改进招聘的性别对等疑问上现已做出了许多尽力。意外的是，尽管这些行动可以协助公司将更多女人求职者归入思考规模，但在留用和提升方面，她们一般体现欠安。当然，构成这一疑问的缘由有许多——但驱动这一应战持续存在的要害、体系性要素之一在于公司绩效评价和提升的方法。

?

specifically, many companies employ some form of ranking mechanism to assess employees’ performance relative to each other, and then determine advancement accordingly. prior research has explored various pros and cons of these systems, but one area that has rem

ained largely unexamined is their impact on gender representation.

?

具体来说，许多公司选用某种方法的排名机制来评价职工相较于彼此的体现，然后根据排名抉择提升。之前的研讨现已谈论了这些体系的各种利害，但有一个领域根柢上没有被研讨，那就是它们对性别表征的影响。

?

how could an ostensibly objective, unbiased evaluation system foster inequity? a performance management system in which employees are ranked against one another creates a particular kind of competitive environment. prior studies have shown that men and women can respond differently to competition, but these studies have mostly looked at environments in which people compete for scarce physical or financial resources. performance rankings don’t necessarily involve competition for tangible resources, but they do create competition for another kind of resource: social status.

?

一个表面上客观、公正的评价体系怎么会滋长不公正呢？在绩效打点体系中，职工彼此比照得到的排名创造了一种特别的竞赛环境。之前的研讨标明，男性和女人比照赛的反应不一样，但这些研讨多重视的是关于稀缺性物质或经济本钱进行竞赛的情况。绩效排名并不必定触及对有形本钱的竞赛，但它们的确会引发对另一种本钱的竞赛：社会方位。

?

nevertheless, we found that just anticipating that they would be ranked significantly impacted participants’ performance, and that the impact was noticeably different for men and for women. when participants weren’t told that they’d be ranked, men and women performed at essentially the same level.?

?

可是，咱们发现，只是是意料到自个会被排序，就会显着影响参加者的体现，而且这种影响关于男性和女人来说是显着不一样的。当不奉告参加者自个的体现将被排序时，男性和女人的体现根柢上是相同的。

?

but when they were explicitly told that they would be ranked, men performed better than those who weren’t told anything, while women performed a lot worse. this resulted in substantial discrepancies in net performance: when they knew they’d be ranked, male participants solved almost 40% more problems than female participants.

?

但当清楚奉告他们有排序时，男性体现得比那些啥都没有被奉告的人要好，而女人体现却更差。这致使了男女在全体体现上呈现无量差异：当他们晓得自个的体现会被排序时，男性参加者比女人参加者多处置了近40%的疑问。

?

这篇文章节选自：harvard business review（哈佛商业谈论）

发布时刻：2021.12.13

作者：klarita g?rxhani

原文标题：research: how ranking performance can hurt women

?

◆词汇堆集

?

1.rank

英 /r??k/ 美 /r??k/
n. 军衔，军阶; (社会、集体中的)方位，等级; (尤指较高的)方位; 部队; 横排
v. 把……分等级，归于某等级; <美>等级高于，方位高于; 摆放，使排成行
adj. (植被)茂盛的，芜生蔓长的; 难闻的，恶臭的; (偏重质量、情况等)极点的，糟糕的

?

2.prior

英 /?pra??/ 美 /?pra??/
adj. 早年的，事前的; 优先的，更重要的
n. 违法前科; 小修道院院长; 大修道院副院长

?

3.ostensibly

英 /??stens?bli/ 美 //
adv.表面上；表面

?

4.level

英 /?l?v?l/ 美 /?l?v?l/
n. 数量，程度; 标准，水平; 等级; 看待(或应对、了解)事物的方法; 相对高度; 楼层; 平地; 水平仪
adj. 平坦的，水平的; 相同价值的，相同方位的; 比分相同的; 恬静的，镇定的
v. 使平坦; 推倒，夷平; (使)比分相同; (尤指用枪)瞄准; 关于……(进行批判等); 平稳下来，抵达平衡(level off); 率直相见; 作水准测量

?

◆词组分配

?

1.net performance 净绩效

?

◆写作句总结

?

this resulted in substantial discrepancies in net performance.

规划: this resulted in substantial discrepancies in ….

这致使了…方面的无量差异

例句: this resulted in substantial discrepancies in productivity.????????