第1480期:The company with no boss

词汇表consultancy 咨询公司to get rid of 除去，解雇flat （管理方式）扁平化的management structure 管理构架radical 根本性的，彻底的board member 董事会成员column （标明职责的）栏to drive (something) 推动（计划、项目等的）进展motivated 有积极性的company-wide 公司范围内的，整个公司的legal requirement 法律规定last resort 万不得已时的办法，最后的手段mixed results 好坏参半的结果leaderless 无领导的disorientating 失去方向感的，令人感到无所适从的to bump up against other people 与他人的职责重叠accountability 责任制，问责制hierarchy （机构）等级制度文稿:What would work be like if you had no boss? Imagine you could make all your own decisions and no one told you what to do.如果没有老板，工作会怎样？想象一下，您可以自己做出所有决定，而没有人告诉您该怎么做。One company decided to find out if it could work.一家公司决定看看它是否可行。The staff at Crisp, a Swedish software consultancy, chose to get rid of their CEO and create a completely flat organisation. 瑞典软件咨询公司 Crisp 的员工选择摆脱他们的 CEO 并创建一个完全扁平的组织。Having trialled several different management structures, the firm agreed to take the radical step of having no single leader.在尝试了几种不同的管理结构后，该公司同意采取没有单一领导者的激进措施。First, they needed to establish what a CEO actually did. Then they shared those duties out amongst staff and board members. 首先，他们需要确定 CEO 实际做了什么。然后他们在员工和董事会成员之间分担这些职责。Employee Yassal Sundman told the BBC: "When we looked at it we had nothing left in the CEO column, and we said, 'all right, why don't we try it out?'".员工 Yassal Sundman 告诉 BBC：“当我们查看它时，我们的 CEO 列中什么都没有，我们说，‘好吧，我们为什么不试试呢？’”。Which is exactly what they did. And Crisp employee, Heinrik Kniberg, believes it’s been a good move. 这正是他们所做的。 Crisp 的员工 Heinrik Kniberg 认为这是一个很好的举措。He says the company can now act faster: "If you want to get something done, you stand up and start driving that". Kniberg also claims workers are more motivated.他说公司现在可以更快地采取行动：“如果你想完成某件事，你就站起来开始推动它”。 Kniberg 还声称工人更有动力。 Crisp regularly measures staff satisfaction, and say they average over four out of five.Crisp 定期衡量员工的满意度，并表示他们平均超过五分之四。Any big decisions are made during the company-wide four-day meetings several times a year. 任何重大决定都是在一年几次的全公司范围内的四天会议上做出的。They do still have a board: it’s a legal requirement. But the board can be used as a last resort to resolve tricky issues.他们仍然有董事会：这是法律要求。但董事会可以作为解决棘手问题的最后手段。So, if it’s working out for Crisp, could this model become more widespread? 那么，如果它适用于 Crisp，这种模式会变得更普遍吗？Online retailer Zappos tried out a similar plan but had mixed results. 在线零售商 Zappos 尝试了类似的计划，但结果喜忧参半。Almost a fifth of Zappos staff decided to leave, and chief executive Tony Hsieh admitted that "self-management is not for everyone".几乎五分之一的 Zappos 员工决定离开，首席执行官 Tony Hsieh 承认“自我管理并不适合所有人”。Founder of file-sharing service Dropbox, Drew Houston, believes that a leaderless structure is too chaotic.文件共享服务 Dropbox 的创始人 Drew Houston 认为，无领导的结构太混乱了。"Often infinite freedom like that can be pretty disorientating.“像这样的无限自由通常会让人迷失方向。 It doesn't always feel good, because you no longer know what you're supposed to do, what's important and you're bumping up against other people," Mr Houston says.感觉并不总是很好，因为你不再知道你应该做什么，什么是重要的，而且你正在与其他人发生冲突，”休斯顿先生说。So, what is the perfect balance? How do you keep accountability in a company without hierarchy?那么，什么是完美的平衡呢？您如何在没有等级制度的公司中保持责任感？ Would you like to work somewhere with no boss?你想在没有老板的地方工作吗？

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