評論
打印
The new year is the moment when people vow to improve their fitness.
新年是大家許愿改善健康的時刻。
They join gyms, swear off alcohol and adopt detox diets. These resolutions usually do not last beyond January.
他們去健身房，發誓要戒酒，還要吃排毒的食物。這些新年愿望通常維持不過一月。
But some employers try to help their workers stick to their goals by offering "wellness" programmes.
但是一些雇主們想要通過“健康”項目幫助他們的員工堅持目標。
One of the longest-running examples began in 1979 at Johnson & Johnson (J&J), an American health-care company.
運營時間最長的健康項目之一開始于1979年由美國強生實施，這是一家美國衛生保健公司。
The plan promotes weight loss, smoking cessation and efforts to reduce blood pressure.
該計劃提倡減肥、戒煙以及降低血壓。
The firm claims it reduced medical costs by $400 an employee per year, and resulted in fewer workers suffering from heart disease or high blood pressure.
公司宣稱該項目讓員工每年的醫療開支減少了400美元，并且患心臟病或高血壓的員工更少了。
Yet an examination of the data by Martin Cherniack of the University of Connecticut
但康涅狄格大學的Martin Cherniack對數據進行審查后發現，
found that in 2005-08, a sharp jump in alcohol use, depression and stress among J&J employees occurred.
在2005年到2008年間，強生的員工飲酒、患抑郁癥以及壓力的人數大幅增加。
This coincided with a period when the firm had a target of lifting productivity by 9% a year.
與此同時，這段時期內公司立下目標，生產力一年要增長9%。
So the employees may have been leaner and fitter, but it is possible that workplace pressure to produce more meant greater stress.
所以員工們或許一直很瘦且健康，但是有可能是公司增產的壓力給了他們更大的工作壓力。
All this suggests that employee well-being is a rather more complex topic than can be tackled by a programme devoted to exercise and healthy living.
所有這一切都表明員工健康是一個相當復雜的話題，僅靠一個致力于健身和健康生活的項目是無法解決的。
A study by RAND Europe, a research institute, found that obvious bad habits
研究機構蘭德歐洲智囊團的一項研究發現，明顯的壞習慣
such as smoking and high alcohol use were in fact not associated with lower productivity,
如抽煙和酗酒，其實和生產力低并無關聯，
while obese workers were no more likely to take time off than anyone else. The biggest productivity problems were associated with lack of sleep,
而肥胖的員工休息的時間并不比其他人多。最大的生產力問題和缺乏睡眠
financial concerns and mental health issues—factors that may well be directly linked to work-related stress.
經濟情況以及精神健康問題—這些和工作壓力直接掛鉤的因素相關。
It seems reasonable for companies to expect some level of economic return on any wellness programme that they provide.
公司想從他們提供的健康項目中獲取一定程度的經濟回報，這似乎合情合理。
But the trade-off should not be too blatant. Making employees fitter so you can work them a lot harder
但是這種交換不應該太過明目張膽。讓員工們更加健康，這樣你就能讓他們更努力的工作
seems rather like drilling your infantry on an assault course before sending them to face the machine guns.
這似乎很像是在野戰訓練場上訓練你的步兵，然后把他們送去面對機關槍。
A better impact on morale (and thus productivity) might occur if workers felt that their managers had a genuine interest in their welfare.
如果員工們感到管理者真正關心他們的福利，那么這對鼓舞士氣（以及對生產力）會有更好的影響。
Any health programme that tries to alter workers' behaviour at home also raises privacy issues.
任何想要改變員工在家中行為的健康項目也會引起隱私問題。
譯文由可可原創，僅供學習交流使用，未經許可請勿轉載。
