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Even in traditional offices, "the lingua franca of corporate America has gotten much more emotional and much more right-brained than it was 20 years ago," said Harvard Business School professor Nancy Koehn.
哈佛商學(xué)院教授南希·科恩說道，即使是在傳統(tǒng)的辦公室，“美國企業(yè)的通用語已變得比二十年前更有感染力和更有創(chuàng)造性。”
She started spinning off examples.
她開始列舉例子來具體說明。
"If you and I parachuted back to Fortune 500 companies in 1990, we would see much less frequent use of terms like journey, mission, passion.
“如果你和我回到1990年《財富》雜志500強企業(yè)，我們會發(fā)現(xiàn)他們那時很少使用歷程、使命、激情等這些詞。
There were goals, there were strategies, there were objectives, but we didn't talk about energy; we didn't talk about passion."
他們那時用的是目的、戰(zhàn)略、任務(wù)，但是既沒有提及力量；也沒有提及激情。”
Koehn pointed out that this new era of corporate vocabulary is very "team"-oriented—and not by coincidence.
科恩指出，新時代的企業(yè)用詞非常突出以“團隊”為導(dǎo)向——這不是偶然。
"Let's not forget sports—in male-dominated corporate America, it's still a big deal.
“我們不要忘了體育運動——在男性主導(dǎo)的美國企業(yè)中，體育中的團隊精神依然非常重要。”
It's not explicitly conscious; it's the idea that I'm a coach, and you're my team, and we're in this together.
團隊精神并不那么突出；其實是這個想法：我是教練，你們是我的隊伍，我們是一起的。
There are lots and lots of CEOs in very different companies, but most think of themselves as coaches and this is their team and they want to win."
盡管很多的首席執(zhí)行官所屬的企業(yè)類型很不相同，但他們中的大多數(shù)人都以教練自居，企業(yè)是他們的隊伍，他們想要贏。
These terms are also intended to infuse work with meaning—and, as Khurana points out, increase allegiance to the firm.
這些詞語也旨在使工作充滿意義——正如庫拉納說指出的那樣，增加員工對公司的忠誠。
"You have the importation of terminology that historically used to be associated with non-profit organizations and religious organizations: Terms like vision, values, passion, and purpose," said Khurana.
庫拉納說道，“企業(yè)引入了那些過去常常與非盈利組織和宗教組織相聯(lián)系的用語：像遠見、價值、激情和目的等詞語。”
This new focus on personal fulfillment can help keep employees motivated amid increasingly loud debates over work-life balance.
這種對實現(xiàn)個人價值的新的關(guān)注有助于保持員工的積極性，尤其是在如何平衡工作與生活關(guān)系的爭論日趨激烈的時候。
The "mommy wars" of the 1990s are still going on today, prompting arguments about why women still can't have it all and books like Sheryl Sandberg's Lean In, whose title has become a buzzword in its own right.
二十世紀(jì)九十年代的“媽媽間的論戰(zhàn)”直到今天仍在繼續(xù)，該論戰(zhàn)引發(fā)了人們對《婦女為什么不能工作與家庭兩不誤呢？》和諸如謝麗爾·桑德伯格的《向前一步》等書的熱議，而“向前一步”這個書名本身就已成為一個流行詞語。
Terms like unplug, offline, life-hack, bandwidth, and capacity are all about setting boundaries between the office and the home.
像拔掉電源、下線、生活黑客（指各種能提高個人辦事效率的方法和技巧）、帶寬和能力等這些詞語全都與設(shè)定工作與家庭之間的界線有關(guān)。
But if your work is your "passion," you'll be more likely to devote yourself to it, even if that means going home for dinner and then working long after the kids are in bed.
但是如果你的工作是你的“激情”所在，你就更可能全身心投入其中，即使那意味著你回家吃晚飯，然后在孩子睡覺后你還要工作很久。
But this seems to be the irony of office speak: Everyone makes fun of it, but managers love it, companies depend on it, and regular people willingly absorb it.
但是這似乎是辦公室語言的可笑之處：人人都嘲笑它，但管理者喜愛它，公司依靠它，而且一般人愿意吸收它。
As Nunberg said, "You can get people to think it's nonsense at the same time that you buy into it."
正如那伯格所說的，“你能讓別人覺得辦公室語言是胡扯，但同時你卻又相信它。”
In a workplace that's fundamentally indifferent to your life and its meaning, office speak can help you figure out how you relate to your work—and how your work defines who you are.
在一個和你的生活和生活意義根本就沒有關(guān)系的工作場所，辦公室語言能讓你明白你是如何與你的工作聯(lián)系起來的，以及你的工作是如何定義你是誰的。
