2024年06月六级第1套仔细阅读 Passage 1 原文翻译及答案解析

It is irrefutable that employees know the difference between right and wrong. So why don't more employees intervene when they see someone exhibiting at-risk behavior in the workplace?

员工知道对错，这是无可辩驳的。那么，为什么当他们在工作中看到有人表现出高风险行为时，更多的员工不进行干预呢？

There are a number of factors that influence whether people intervene. First, they need to be able to see a risky situation beginning to unfold. Second, the company's culture needs to make them feel safe to speak up. And third, they need to have the communication skills to say something effectively.

有许多因素影响人们是否进行干预。首先，他们需要能够看到风险情况开始出现。其次，公司的文化需要让他们感到安全，敢于发声。第三，他们需要具备有效沟通的技巧来表达意见。

This is not strictly a workplace problem; it's a growing problem off the job too. Every day people witness things on the street and choose to stand idly by. This is known as the bystander effect—the more people who witness an event, the less likely anyone in that group is to help the victim. The psychology behind this is called diffusion of responsibility. Basically, the larger the crowd, the more people assume that someone else will take care of it—meaning no one effectively intervenes or acts in a moment of need.

这不仅仅是工作场所的问题；它也是一个日益增长的非工作场所问题。每天人们在街上目睹事件，却选择袖手旁观。这被称为旁观者效应——目睹事件的人越多，该群体中任何人帮助受害者的可能性就越小。这背后的心理学叫做责任扩散。基本上，人群越大，越多的人认为别人会处理——意味着在需要时刻没有人有效地干预或行动。

This crowd mentality is strong enough for people to evade their known responsibilities. But it's not only frontline workers who don't make safety interventions in the workplace. There are also instances where supervisors do not intervene either.

这种从众心理强大到足以让人们逃避他们已知的责任。但在工作场所，不仅仅是前线员工不进行安全干预。也有主管不干预的情况。

When a group of employees sees unsafe behavior not being addressed at a leadership level it creates the precedent that this is how these situations should be addressed, thus defining the safety culture for everyone.

当一群员工看到不安全行为没有在领导层面得到处理时，这就创造了一个先例，即这种情况应该如何处理，从而为所有人定义了安全文化。

Despite the fact that workers are encouraged to intervene when they observe unsafe operations, this happens less than half of the time. Fear is the ultimate factor in not intervening. There is a fear of penalty, a fear that they'll have to do more work if they intervene. Unsuccessful attempts in the past are another strong contributing factor to why people don't intervene—they tend to prefer to defer that action to someone else for all future situations.

尽管鼓励工人在观察到不安全操作时进行干预，但这种情况发生不到一半。恐惧是导致不干预的最终因素。有对惩罚的恐惧，有担心干预后需要做更多工作的恐惧。过去的失败尝试是另一个导致人们不干预的重要因素——他们倾向于在未来所有情况下将这一行动推给别人。

On many worksites, competent workers must be appointed. Part of their job is to intervene when workers perform a task without the proper equipment or if the conditions are unsafe. Competent workers are also required to stop work from continuing when there's a danger.

在许多工作场所，必须指定有能力的工人。他们的部分职责是在工人没有使用适当设备或条件不安全时进行干预。有能力的工人还需要在存在危险时停止工作继续进行。

Supervisors also play a critical role. Even if a competent person isn't required, supervisors need a broad set of skills to not only identify and alleviate workplace hazards but also build a safety climate within their team that supports intervening and open communication among them.

主管也扮演着关键角色。即使不需要有能力的人员，主管也需要一系列广泛的技能，不仅要识别和减轻工作场所危害，还要在他们的团队内建立支持干预和开放沟通的安全氛围。

Beyond competent workers and supervisors, it's important to educate everyone within the organization that they are obliged to intervene if they witness a possible unsafe act, whether you're a designated competent person, a supervisor or a frontline worker.

除了有能力的工人和主管之外，重要的是教育组织内的每个人，无论你是被指定的有能力的人员、主管还是前线员工，如果你目睹可能的不安全行为，都有义务进行干预。