工作生活不分家易埋下祸根

身处全景式的监狱中，真的能够做自己吗？

    这时，实践再次遭遇到相互冲突的做法。许多公司现行的政策和组织结构并不允许我们“把完整的自我带入工作”。所有员工都知道（或应该知道），她撰写的每一封工作电子邮件可能受到监控，甚至有可能被公司的其他人读到。这是多么荒谬啊！那么，希望员工把工作与生活融为一体的公司是否愿意给予员工其工作电邮账户完整的所有权？我对此表示怀疑。

    最终，这种“工作生活不分家”的处世之道听起来越来越像是在近乎赤裸裸地鼓励加班。 从“不要光干活，还要关心我们和我们的集体使命”到“既然你这么热心，你自然也乐意在周末也查一下电子邮件了”，两者之间仅有一步之遥。

    就算某位员工每次撰写邮件时都有种挥之不去的感觉，总觉得阴暗角落里有个IT部门的人正在进行同步阅读，他同样也可以有很好的办法将完整的自我带入工作。但是反过来，如果不具备这样一种公司氛围，身处其中的员工都被当作成年人对待，可以自主决定下午3点打卡下班是否适合；或者从更广泛的层面上来说，不具备这样一种文化，身处其中的人们对于分歧和冲突泰然处之，（工作和生活的融合）就很难取得实质性的进展。

    比如，假如你告诉一位荷兰专业人士，他的项目建议书让你想起了你上高中时就做过的功课，你们两人依然有可能在下班后在同一家阿姆斯托河畔的酒店里和平共处。但如果你在美国明尼阿波里斯市的一间会议室中做出类似的事情，你有可能就再也回不来了。我希望，任何组织开始思考变革企业文化之前，最好都认真考虑一下这些非常复杂的因素。

    译者：任文科

Can you really be yourself inside a panopticon?

    And then practice bumps up against conflicting practices. Many companies have policies and structures in place that work against bringing our "whole selves to the job." Every employee knows (or ought to) that every work email she composes may be monitored or even read by someone else in the company, and how stultifying that is. Would the same firm that seeks more integrated employees agree to give them full ownership of their company email accounts? I doubt it.

    In the end, some of these prescriptions for wedding one's life purpose to one's job start to sound like thinly veiled attempts to encourage overtime. It's a short stop from "Don't just do the work, care about us and our collective mission" to "Since you care so much, of course you'll want to check work email on the weekends."

    There are good ways to bring one's full self to work, even for an employee who can't shake the sense that some shadowy IT person is reading over their shoulder every time they compose an email. But outside of a corporate environment in which employees are treated like adults who can decide for themselves when it's all right to clock out at 3, or a broader culture in which people are comfortable with disagreement and confrontation, meaningful progress is going to be difficult.

    Tell a Dutch professional, for example, that his project proposal reminds you of work you did in high school, and chances are you two will still share a companionable after-work Amstel. Try something similar in a Minneapolis boardroom, and you may not be invited back. Before any organization begins thinking about culture change, I'd hope they'd give some thought to these complicating considerations.