原文已被隐藏，你可用 快捷键 - 或点击 显示原文 按钮来查看原文
第一段
1 .Over the years, attitudes towards workers have changed considerably.
在过去很多年里，对于工人的态度发生了很大改变。
2 .After all, there was a time when workers had no rights at all,
毕竟，有过一段时间工人根本就没什么权利，
3 .and Iaboured in appalling conditions.
而且是在很可怕的条件下劳动。
4 .Conditions have improved a lot,
工作条件改善了很多，
5 .but conflict in the workplace is still common.
但是工作场所的矛盾冲突仍然很普遍。
6 .And human resources managers nowadays need to be able to deal with it when necessary.
时下的人力资源经理们在有必要的时候也得能够处理好它们。
第二段
1 .What is conflict 1n the workplace?
那工作场所的矛盾冲突指的是什么呢？
2 .Definitions vary, but I'm taking it to refer to a whole range of behaviours that the victim finds unacceptable,
定义有很多种，但我认为指的是受害人无法接受的全部行为，
3 .from minor, harmless arguments to - at the opposite extreme - physical violence.
从很小的无伤害的争论到相反的极端 — 身体暴力都是。
4 .Much of this is covered by the term bullying,by which I mean one or more people behaving abusively or aggressively against another who is in a weaker position.
这里面有很多都可以由一个词--“欺凌”来概括，用这个词我的意思是一人或多人对处于弱势的人采取侮辱性、攻击性的行为。
5 .Although all behaviour like this is a form of conflict,
虽然像这样的所有行为都是一种形式的矛盾冲突，
6 .not all conflict can be described in these terms.
但不是所有的冲突都可以用这个词来描述。
第三段
1 .As with all human behaviour, there are numerous reasons for it.
和所有的人类行为一样，矛盾冲突也有很多的原因。
2 .But often it's caused by someone who feels the need to show their superiority over someone else,
但通常是因为某人觉得需要展现出自己相较于他人的优越性，
3 .in order to feel that they aren't at the lowest level in a hierarchy or a group of people.
从而能觉得自己不是在一个等级体系或一群人的最下层。
第四段
1 .In some cases one Person simply dislikes the other,
在有些情况下，一个人会仅因为
2 .on the basis that the personality of one is in some way incompatible with that of the other person.
别人的性格在某方面与他不兼容就产生厌恶。
3 .A general habit of optimism in one person could make them intolerant of a colleague who's constantly pessimistic - not that that justifies treating them badly, of course.
一位有着乐观习性的人可能就受不了一位总是悲观的同事， 当然这不是他对待后者不友好的正当理由。
第五段
1 .Some conflicts arise when people are more interested in promoting themselves and their team than in the company as a whole.
有的矛盾产生的原因是相较于公司整体，人们对晋升自己或是自己的团队更感兴趣。
2 .These conflicts are called 'structural',
这些矛盾冲突被称为“结构性矛盾”，
3 .and could come about, for example,
举例来说，
4 .when a sales team believe they are the only people in the business who do any useful work,
当销售团队认为他们是企业里唯一做着有用工作的人而看不起那些幕后的管理者时，
5 .and look down on behind-the-scenes administrators.
这种矛盾就会产生。
第六段
1 .Conflict obviously affects the individuals concerned - the situation is likely to be very stressful for victims.
矛盾冲突会影响相关个人，这种情况对受害人来说可能是非常有压力的，
2 .resulting in their absence from work, possibly for months.
会导致他们工作缺勤，甚至可能长达数月。
3 .For the company, if no effort is made to deal with conflict,
对公司而言，如果不花功夫处理矛盾，
4 .it can spiral out of control,
那矛盾就有可能发展到失控，
5 .and even lead to the breakdown of the business.
甚至导致企业垮台。
第七段
1 .Some interesting work with chief executives - CEOs - has uncovered some of the reasons why they may treat colleagues badly.
一些针对CEO的研究发现了一些他们对同事不好的原因。
2 .Many CEOs combine two opposing characteristics: confidence - that is the belief that they're capable of great achievements - with a high level of anxiety,
很多CEO身上结合了两种相反的特点：自信，即相信自己能取得伟大的成就，以及高度的焦虑，
3 .a fear of missing targets.
害怕不能达成自己
4 .whether set by themselves or by the directors of the company.
或是公司主管设立的目标。
5 .This combination can make them respond badly to anyone who questions their decisions.
这一结合可能会使得他们对质疑其决定的人有不好的回应。
第八段
1 .In a high pressure work environment,
在一个高压的工作环境中，
2 .such characteristics become problematic.
这样的特点可能会有问题。
3 .And it's particularly difficult to tackle the situation where colleagues.
有一种情况尤其难处理，就是同事、
4 .managers and board members are all trying to achieve their own visions.
管理人员以及董事会成员都想尽量实现自己的愿景。
5 .When they can't agree on strategic issues and on where they see the business going,
当他们无法就战略问题和企业未来方向达成一致时，
6 .there are real problems.
就会有实际问题出现。
第九段
1 .For managers at lower levels within the organisation.
就组织内低级别的管理人员而言，
2 .it might seem that an autocratic form of management - where the chief executive gives orders and everyone else has to obey - would see more conflict than others.
独裁形式的管理， 即主管下命令所有人必须服从似乎会比其他形式产生更多的矛盾冲突。
3 .Interestingly, though, a company with a more democratic business model,
不过，有趣的是，有着更加民主的商业模式的公司，
4 .can suffer more, when uncertainty about who to report to leads to conflicting demands.
当向谁报告的不确定性导致需求冲突时，会遭受更多损失。
第十段
1 .Now I'll say a little about dealing with the type of conflict that has harmful effects.
接下来我会说一下如何处理不利的矛盾冲突。
2 .Of course the ideal is to prevent it arising in the first place.
当然，思路是从一开始就阻止其发生。
3 .A good manager, at any level,
一个好的管理人员，无论任何级别，
4 .will make efforts to earn the respect of the people they work with.
都会下功夫去赢得与他共事的人的尊重，
5 .particularly those who report to them.
尤其是那些向他报告的人。
6 .That will involve politeness in all communications,
要做到的包括所有沟通交流中的礼貌，
7 .and treating them as equals who happen to have a different role within the organisation.
以及平等地对待共事的人，因为他们只不过是恰巧在组织里有着不同的角色。
第十一段
1 .Sometimes. of course, conflict does occur.
当然，有时候，冲突会发生
2 .and can get out of hand.
且会变得失控。
3 .In such cases the human resources department often gets involved.
在这样的情况下，人力资源部门通常会介入。
4 .However, if one of the parties in a conflict sees human resources as simply a mouthpiece for the chief executive,
然而，如果冲突中的一方仅将人力资源部门视为主管的喉舌，
5 .then an external mediator might be able to help.
那外部调解员或许就能派上用场了。
6 .By talking to both sides, and trying to find the truth of what's been happening,
通过与冲突双方谈话，并努力探寻事情真相，
7 .they can build a clear picture of the situation,
他们能够清晰地掌握冲突事件全貌，
8 .and give feedback that both sides will accept,
并给出双方都能接受的反馈，
9 .precisely because they're independent.
这是因为他们是独立的调解人。