2023年06月四级第3套仔细阅读 Passage 1 原文翻译及答案解析

Team-building exercises have become popular for managers trying to increase organisational and team harmony and productivity. Unfortunately many employees resent compulsory bonding and often regard these exercises as a nuisance.

团队建设活动对于试图提高组织和团队和谐与生产力的管理者来说已经变得流行。不幸的是，许多员工反感强制性的联谊，并常常将这些活动视为烦扰。

A paper published this week by University of Sydney researchers in Social Networks has reported participants' feelings about team-building interventions (干预), revealing ethical implications in forcing employees to take part.

本周，悉尼大学研究人员在《社交网络》期刊上发表的一篇论文报告了参与者对团队建设干预的感受，揭示了强迫员工参与的伦理影响。

"Many people see team-building activities as a waste of time, so we decided to look in more depth at what's behind this," said the paper's lead researcher, Dr. Peter Matous.

“许多人认为团队建设活动是浪费时间，所以我们决定更深入地探究这背后的原因，”该论文的首席研究员彼得·马图斯博士说。

"Teams are formed, combined and restructured. Staff are relocated and office spaces redesigned. All this is done with the aim of improving workplace efficiency, collaboration and cohesion. But does any of this work?" said Dr. Matous.

“团队被组建、合并和重组。员工被重新安置，办公空间被重新设计。这一切都是为了提高工作效率、协作和凝聚力。但这些真的有效吗？”马图斯博士说。

The study found that team-building exercises which focused on the sharing of and intervening into personal attitudes and relationships between team members were considered too heavy-handed and intrusive, although the researchers say some degree of openness and vulnerability is often necessary to make deep, effective connections with colleagues.

研究发现，那些专注于分享和干预团队成员个人态度和关系的团队建设活动被认为过于强硬和侵入性，尽管研究人员表示，一定程度的开放和脆弱往往是与同事建立深入、有效联系的必要条件。

"Some participants were against team-building exercises because they were implicitly compulsory. They didn't welcome management's interest in their lives beyond their direct work performance," said Matous. "Many people don't want to be forced into having fun or making friends, especially not on top of their busy jobs. They feel management is being too nosy or trying to control their lives too much. "

“一些参与者反对团队建设活动，因为它们是隐含强制性的。他们不欢迎管理层对他们超出直接工作表现的生活感兴趣，”马图斯说。“许多人不想被迫去玩乐或交朋友，尤其是在繁忙的工作之上。他们觉得管理层太多管闲事或试图过多控制他们的生活。”

In this study the researchers recommended a self-disclosure (表露) approach where participants were guided through a series of questions that allowed them to increasingly disclose personal information and values. The method is well-tested and has been shown to increase interpersonal closeness. However, to be successful it must be voluntary.

在这项研究中，研究人员推荐了一种自我表露的方法，参与者通过一系列问题被引导，逐渐披露个人信息和价值观。该方法经过充分测试，并已被证明能增加人际亲密感。然而，要取得成功，它必须是自愿的。

The researchers said there are numerous schools of thought that propose differing psychological methods for strengthening relationships. "With caution, many relational methods to improve teams and organisations can be borrowed from other fields. The question is how to apply them effectively to strengthen an entire collective, which is more than just the sum of individual relationships," said Dr. Matous.

研究人员表示，有许多思想流派提出了不同的心理学方法来加强关系。“许多改进团队和组织的关系方法可以谨慎地从其他领域借鉴。问题是如何有效地应用它们来强化一个整体集体，这不仅仅是个人关系的总和，”马图斯博士说。