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Manufacturing workers have long faced these kind of numerical targets, as well as the need to clock in and out of work. The big change is that similar metrics and rating systems are spreading to more and more parts of the economy. Academics get rated by students; nurses may be judged on a “behaviourally anchored rating scale” which assesses how much empathy they showed to patients.
長期以來，制造業工人一直面臨著這樣的數字目標，以及打卡上下班的需要。最大的變化是，類似的指標和評級體系正蔓延到越來越多的經濟領域。學者由學生評分；護士可以通過“行為錨定法”來判斷，該法評估護士對病人表現出的同理心程度。
Ratings are at the heart of the gig economy, where workers are connected with employers and customers via the internet. Just as TripAdvisor ratings allow holidaymakers to assess hotels, Uber drivers get a score out of five. The same goes for ratings on services like TaskRabbit (for odd jobs) and Etsy (for arts-and-crafts sellers).
評級是零工經濟的核心，在零工經濟中，員工通過互聯網與雇主和客戶聯系在一起。就像貓途鷹的評級允許度假者對酒店進行評估一樣，優步司機的評分是5分。跑腿兔（提供臨時工作）和易集(在線銷售手工藝品)等服務的評級也是如此。
Such systems are understandable in parts of the economy where output is difficult to measure precisely. But they can be arbitrary. People might give an Uber driver a poor rating because they are in a bad mood or because they encountered unexpected traffic disruption (the drivers themselves also rate customers, which is meant to discourage abuse).
在經濟產出難以精確衡量的領域，這樣的體系是可以理解的。但形式并非單一不變。人們可能會因為優步司機心情不好或遇到意外的交通中斷而給他差評（司機們自己也會給顧客打分，這是為了防止濫用）。
The result can be increased insecurity for gig-economy workers. Their income is uncertain when they are at the mercy of the assessment system. Even a tiny fall in their rating—of, say, 0.6—can harm their job prospects. A detailed study* of 65 gig-economy workers found that they relished their independence but it came with a host of personal, social and economic anxieties.
結果可能會增加臨時雇員的不安全感。當收入受評估系統支配時，收入是不確定的。即使評分稍微下降一點，比如說0.6分，也會影響就業前景。一項針對65名臨時雇員的詳細研究發現，他們很享受自己的獨立性，但同時也伴隨著大量的個人、社會和經濟焦慮。
Even full-time workers may find themselves dependent on their score in one category or another. Businesses want to avoid accusations of hiring biases on grounds of gender or ethnicity; using “objective” rating systems can protect them from discrimination lawsuits. And employees need to be concerned about how they are rated.
即使是全職員工也可能會發現，他們在某個方面的得分取決于自己。企業希望避免被指責在招聘時存在性別或種族偏見；而使用“客觀”評級系統可以保護他們免受歧視訴訟。而且員工需要對他們如何被評價而感到擔憂。
Gianpiero Petriglieri of the insead business school says that, since firms no longer offer jobs for life, everyone is an independent worker whether they like it or not. The key passage in your cv may not be the universities you attended, but your rating in categories like teamwork, innovation and adaptability.
歐洲工商管理學院的詹比耶洛·彼崔格里利說，既然公司不再提供終身工作，不管喜歡與否，每個人都是獨立的工人。你簡歷中的關鍵部分可能不是你的學歷，而是你在團隊合作、創新和適應能力等方面的評分。
Heaven forbid, the system even extends to journalists. Some publications reward writers based on the number of clicks their articles attract. Find out more in next week’s Bartleby column: “How the Kim Kardashian diet can boost your IQ and job prospects”.
這一制度甚至延伸到了記者身上（但愿不會如此）。有些出版物根據文章吸引的點擊量來獎勵作者。你可以在下周的巴托比專欄找到更多:《金·卡戴珊的飲食如何提高你的智商和就業前景》。
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