好英语网如何在恶劣的工作氛围中生存？
The belligerent boss. The nasty colleague. The passive-aggressive department head. We’ve all worked with them at one time or another, and their mere presence can create a toxic work environment.
好斗的老板，讨厌的同事，有被动攻击倾向的部门领导——这些人我们时不时地曾与他们共事过。他们的存在本身就带来了恶劣的工作氛围。
But are there ways to find inner peace amid the storm? Is there anything we can really do about a poisonous work atmosphere? These are topics LinkedIn Influencers weighed in on this week. Here’s what two of them had to say:
但是，有没有办法在风暴中找到内心的平静？对恶劣的工作氛围，我们可以做什么？这是本周领英影响力人物讨论的话题。以下是其中两位发言者的看法。
JT O’Donnell, chief executive officer at Careerealism
Careerealism首席执行官奥唐内尔（JT O’Donnell）
Can you truly find peace for yourself if you’re working in a venomous setting, asks O’Donnell in her post Secret to Finding Inner Peace at a Toxic Job. The answer, she wrote, is simple, but not one most people want to hear.
身处恶劣工作环境中的你，真的能求得平静吗？奥唐内尔在她的文章“在恶劣的工作环境中找到内心平静的秘诀”中问道。她的答案很简单，但并不是大多数人所希望听到的那样。
“Finding inner peace at a toxic job starts inside your head,” she wrote. “Most people say, ‘I can't help it. Things happen at work that cause me to feel the way I do.’” But, that might not be exactly true.
“要在恶劣的工作中获得内心平静，首先要从你的心态做起，”她写道，“大多数人会说，‘我忍不住。工作中发生的事情让我有这种想法。’但是，实际情况可能不完全是如此。”
“If you see yourself as the victim, powerless against what's happening, then you will react with feelings of anxiety and frustration,” O’Donnel wrote. “But, if you choose to take ownership of the situation, you can… feel empowered instead.”
“如果你把自己看作是受害者，对发生的事情无能为力，那么你的反应就会是焦虑和挫败感，”奥唐内尔写道，“但是，如果你选择对目前的情形主动作为，你可能就会感到自己的力量。”
Of course, that’s not exactly easy. O’Donnell offers some steps to making it happen — and to surviving in a toxic office. Among them:
当然，做到这点并不容易。奥唐内尔提供了几个步骤，它们有助于让你改变心态，在恶劣的工作氛围中生存。其中包括：
“Acknowledge you do have options. You can… decide to leave the company… or step back and try to understand why you are so upset… and what you could do differently so you don’t feel held hostage by the situation,” she wrote.
“承认自己有选择的权利。你可以选择离开公司，或者退一步想想为什么你如此沮丧和不安，想想如何改变做法能够让自己不被当下的局面困住，”她写道。
For instance, if your boss yells constantly, you could decide to find a new boss or you could learn to ignore the boss and “condition your body not to react to the yelling”.
比如，假如你的老板总是对你大声吼叫，你可以选择找一个新的老板，或者你可以学着忽视你的老板，“让你的身体不要对吼叫作出反应”。
“Take action. To change what's happening means you will need to make an extra effort. You have to build a game plan, find resources, and invest time and mental energy into fixing the situation,” O’Donnell wrote.
“采取行动。改变现状意味着你需要付出额外的努力。你需要制定一套行动计划，寻找资源，投入时间和精力，解决问题，” 奥唐内尔写道。
For people in such situations, “One factor predicts how quickly they get results and how successful they are overall with finding inner peace”, she wrote. “[It’s] their view of the future.” Those who think better days are ahead are more successful in finding harmony, while those who think things will never get better often stay stuck in a toxic situation and mind-set.
对于面对这种处境的人来说，“有一种方法能判断他们多久能得到成果，成功获得内心平静，”她写道，“那就是他们对未来的看法。”认为未来会更好的人更容易获得平和的心态，而认为未来不会变的更好的人常常陷入恶劣的工作气氛和心态中难以自拔。
Rita J King, co-director at Science House
Science House联合董事里塔·金（Rita J King）
Who, exactly, is responsible for fixing big, systemic cultural issues that lead to an unhealthy workplace where family time is squeezed out in favour of more work — particularly in the United States — leading to fewer women at the top of organisations?
陪伴家人的时间减少、工作时间增加的不健康的工作气氛，其背后是宏观的、系统的文化问题，这在美国尤其严重，它还引起公司高层女性比例的减少。那么解决这些问题到底责任在谁？
“We all are,” wrote King in her post What Can We Do About a Toxic Work World? “Nothing pervasive within a culture happens in complete isolation. Culture is the fabric of the way its participants think and act.”
“责任在我们自己”金在她的文章“我们应该怎样应对恶劣的工作环境”中写道，“凡是广泛存在于一种文化中的东西都不是完全孤立的。文化反映的是人们思考和行动的方式。”
Of course, she wrote, “companies should provide basic, common sense paid-leave policies for their employees, and as human beings, we should strive toward greater levels of empathy and care for one another,” But that might not be enough.
当然，她写道：“公司应该为他们的员工提供基本的、符合常理的带薪休假制度。而作为人，我们也应该努力理解和关心彼此。”但是，这样做可能还是不够。
“We are at a crisis point in history, [around balance and toxicity at work],” King wrote. “During a crisis, it is short-sighted to see what more you can get for yourself, even when what you have is not enough.”
“我们正处在历史的一个危机时刻（在恶劣的工作气氛还是工作和生活的平衡方面）。”金写道，“在危机中，目光短浅的人只看到自己能够获得的东西，即使你确实缺乏这些东西。”
Most companies don’t overwork employees because they don't care but “because they haven’t yet fully figured out what a modern work environment looks like”. In some cases, even in workplaces where there’s flexibility, balance and the like, some people will not get the message.
大多数公司让员工加班并不是因为不关心员工，而是“因为它们尚未弄清现代的工作氛围应该是什么样的”。有时，即使身处有弹性的、平衡的工作环境中，一些人还是无法理解。
“Individual and team work habits contribute hugely to overwork,” King wrote, pointing to subtle reinforcement of outdated thinking about things like face time.
“个人和团队的工作习惯对加班有很大影响，”金写道。她指出像做表面文章这样的过时思维正在潜滋暗长。
That’s why King believes there’s a need for broader, deeper reflection about the future world of work. “It isn’t just about what our employers can do for us, but about what we can do for the future generations who may not have the benefit of the relatively stable employment structures many people have today,” she wrote. “Bad work culture is everyone’s problem, for men just as much for women.”
所以，金认为有必要对未来的世界职业图景作更加宏观的、深刻的反思。“这和我们的雇主能为我们做什么没有关系，这是关于我们能为未来的世代做什么，因为将来的人可能无法享受如今相对稳定的职业结构。”她写道，“糟糕的职业文化是每个人都需要面对的问题，这一点男人和女人都一样。”