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The inclination to make categorical judgments—along with a person's comfort in making them—can have important implications. For one thing, it influences the types of professions people pursue, especially for jobs that require decisions to be made frequently and without hesitation.
倾向,使分类judgments-along与一个人的安慰使使得具有重要意义。首先,它影响类型的职业追求的人,特别是对于工作需要经常和毫不犹豫地决定。
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Emergency medical workers—such as paramedics (护理人员) and emergency room doctors—need to look at a set of symptoms and diagnose a patient with a particular medical condition. Judges have to make decisions about the legality of evidence, testimony, objections raised, etc., throughout a trial. Managers and CEOs must be comfortable making definitive judgments over and over. All of these professions are heavily male-dominated, by about 2:1 in the US. Of course, there are many reasons for gender imbalances in occupations like these, and one might be the prospect of making all these decisions. At the same time, though, women's more nuanced views are probably an asset in many settings, particularly when there is time to deliberate.
作为医护人员紧急医疗这样的工人(护理人员)和急诊室医生要看一组症状和诊断患者特定的医疗条件。法官对证据的合法性做出决定,证词,反对,等等,在审判。经理和首席执行官必须舒适做出明确的判断。所有这些职业都是男性居多,在美国约2:1。当然,也有许多这样的职业,性别失衡的原因和一个可能的前景做出这些决定。同时,女性更微妙的观点可能是资产在许多地方,尤其是当有时间经过深思熟虑的。
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Let's consider a second way to understand the gender difference in categorization. For this, imagine a simple study. People are shown three objects (e.g. , seagull, squirrel, and tree) and asked to select the two they think should be grouped together. That is, they pick whichever two of the three things that seem to \together\(These instructions are deliberately vague; nothing is mentioned about categorizing.) The study shows that people who choose seagull and squirrel are assumed to be thinking about the objects in terms of their categories (these were the two animals). But other people select squirrel and tree as their two items, which ignores categories and instead groups the objects based on their relation to one another in a particular context (squirrels are often in trees).
让我们考虑第二种理解性别差异的分类。为此,想象一下一个简单的研究。人三个对象(如所示。、海鸥、松鼠和树),并要求选择两个他们认为应该组合在一起。也就是说,他们选择的两个三件事似乎“在一起”。(这些指令故意含糊不清,没有提到分类)。研究表明,选择海鸥和松鼠的人假定为思考对象的类别(这是两只动物)。但是其他人选择松鼠和树作为他们的两个项目,而忽略了类别和组对象基于它们的关系而不是一个另一个在一个特定的上下文(松鼠经常在树上)。
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These are very distinct approaches to understanding things in our environment. The first approach uses categories to make inferences about an object's characteristics. For example, say you're trying to figure out what your new boss is like. Apart from knowing your boss' gender and occupation, someone has also told you his marital status (he's married) and his religion (Protestant). Knowing he falls into these categories enables you to make abstract generalizations—using the stereotypes of those groups—about what he might be like as your boss. The information you get from these generalizations, though, is inherently abstract. The other way to understand him is by focusing on his relationship to other things. For instance, maybe you know that he's a close friend of your previous boss, and though you've heard he's very committed in his marriage, he's not very loyal to the company you both work for. Unlike the stereotypical information, these relationships are limited to a particular context (his friendships, his love life) and don't generalize as well to other situations (how he behaves toward his employees). What you know about him is context-specific.
这是非常不同的方法在我们的环境中理解事情。第一种方法使用类型推断物体的特征。例如,假设你想找出你的新老板是什么样子。除了知道你老板的性别和职业,也有人告诉你他的婚姻状况(他已经结婚了),他的宗教信仰(新教)。知道他落入这些类别可以使抽象generalizations-using这些组织对他的成见可能会像你的老板。你得到的信息从这些概括,本质上是抽象的。理解他的另一种方法是专注于其他事情与他的关系。例如,也许你知道,他是一个亲密的朋友你以前的老板,尽管你听过他在他的婚姻非常坚定,他不是很忠于你俩工作的公司。与典型的信息,这些关系仅限于特定的上下文(他的友谊,他的爱情生活)和不推广以及其他情况(他如何表现对他的员工)。你知道他是上下文相关的。
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Research finds that men engage in more abstract thinking about many topics—using categories, generalizations—while women are more disposed to context-specific thinking—in terms of concrete situations and relationships. This is evident, for one thing, in how some psychologists contrast the moral reasoning of males and females. Males' moral judgments tend to be governed by abstract principles of justice, duty, and fairness that apply to all people and situations (e.g. , whether a law is broken, whether justice is served). Females' moral judgments give more weight to specific relationships between people and extenuating (情有可原的) circumstances in a given situation; moral judgments are made through subjective feelings (e.g. , whether someone feels betrayed or harmed) rather than abstract principles.
研究发现,男性更抽象的思考许多topics-using类别,generalizations-while女性更倾向于上下文特定的人体的具体情况和关系。这是显而易见的,首先,一些心理学家如何对比男性和女性的道德推理。男性的道德判断往往是由抽象的正义原则,责任,和公平,适用于所有人的情况下(如。,法律是否坏了,是否公平)。女性的道德判断更重视人与人之间的特定关系,轻视(情有可原的)的情况下在给定的情况下,道德判断是通过主观感受(如。,是否有人感到背叛或伤害),而不是抽象的原则。
JIn any case, men seem to be more comfortable in the black-and-white world of categorical thinking. This offers a different perspective on why men are not just overrepresented in many leadership positions, but also usually aspire to these positions more strongly than women. The prospect of making repeated categorical judgments may discourage women from these
positions more than, say, a lack of confidence, an aversion (厌恶) to hierarchies or competitive environments, discomfort at working in a male-dominated field, or fear of discrimination.
金任何情况下,男性似乎更舒适的在黑白世界范畴的思考。这提供了一个不同的角度为什么男人不只是过多在许多领导职位,而且通常渴望这些职位要比女性更强烈。的前景做出多次直言判断可能阻止女性这些职位多,说,缺乏信心,厌恶(厌恶)层次结构或竞争环境,不舒服的在一个男性主导的领域工作,或恐惧的歧视。
1。鼓励在我们的社会中,男人是决定性的和坚决而女性预计将更加体贴和包容。
2。研究人员发现,男人和女人是不同的在他们感知世界的方式。
3所示。心理学家发现,人的道德推理在很大程度上是由抽象的原则,而不是个人感情。
4所示。可以影响人们的职业选择倾向于做出明确判断。
5。企业领导人有必要反复感觉舒适的公司决策。
6。理解一个特定对象的一种方法在我们的周围是概括其特点使用类别。
7所示。当被要求选择两间三提供的物品,人们会展示他们的不同分类。
8。与男性相比,女性更详细的视图,在很多情况下这是有利的。
9。我们需要清晰和明确的在许多情况下当决策。
10。更常见的看到男人充当领导人部分由于他们的偏好使重复的分类判断。 The rich world's quiet revolution: Women are gradually taking over the workplace 富裕国家的静悄悄的革命:女性逐渐接管工作 A 一个
At a time when the world is short of causes for celebration, here is a candidate: Within the next few months women will cross the 50 percent threshold and become the majority of the American workforce. Women already make up the majority of university graduates in the OECD (经济合作与发展组织) countries and the majority of professional workers in several rich countries, including the United States. Women run many of the world's great companies, from PepsiCo in America to Areva in France.
当时世界缺少庆祝的理由,这是一个候选人:在接下来的几个月女人会跨越50%的门槛,成为大多数美国的劳动力。女性已经占据了绝大多数的大学毕业生在经合组织(经济合作与发展组织)国家和大多数的专业人员在几个发达国家,包括美国。女性运行许多世界上最伟大的公司,从美国的百事可乐公司在法国阿海珐。 B B
Women's economic empowerment is arguably the biggest social change of our time. Just a
generation ago, women were largely confined to repetitive, menial (卑下的) jobs. They were routinely subjected to casual sexism and were expected to abandon their careers when they married and had children. Today they are running some of the organizations that once treated them as second-class citizens. Millions of women have been given more control over their own lives. And millions of brains have been put to more productive use. Societies that try to resist this trend—most notably the Arab countries, but also Japan and some southern European countries—will pay a heavy price in the form of wasted talents and frustrated citizens.
妇女经济赋权可以说是我们这个时代最大的社会变革。一代人以前,女性在很大程度上局限于从事重复性的低级(卑下的)工作。他们经常受到潜在的性别歧视,要求放弃自己的工作,当他们结了婚,并有了孩子。今天他们正在运行的一些组织,一旦把他们当做二等公民。数以百万计的女性得到更多的控制自己的生活。成千上万的大脑被更有效率的使用。社会试图抵抗这种趋势尤其是阿拉伯国家,还有日本和一些南欧国家——将付出沉重的代价的形式浪费天赋和沮丧的公民。 C C
This revolution has been achieved with some friction. Men have, by and large, welcomed women's invasion of the workplace. Yet even the most positive changes can be incomplete or unsatisfactory. This particular advance comes with two stings. The first is that women are still underrepresented at the top of companies. Only two percent of the bosses of America's largest companies and five percent of their peers in Britain are women. They are also paid significantly less than men on average. The second is that juggling work and child-rearing is difficult. Middle-class couples routinely complain that they have too little time for their children. But the biggest losers are poor children—particularly in places like America and Britain that have combined high levels of female participation in the labor force with a reluctance to spend public money on childcare.
这场革命取得了一些摩擦。人,总的来说,欢迎女性职场的入侵。然而,即使是最积极的变化可以不完整或不满意。这个特殊的进步伴随着两个棘手的问题。首先,妇女仍然未被充分代表的顶部的公司。只有百分之二的美国最大的公司的老板和百分之五的同龄人在英国是女性。他们平均收入也明显低于男性。第二,在工作和抚养孩子是很困难的。中产阶级夫妇通常抱怨他们为孩子的时间太少。但是最大的输家是可怜的孩子们特别在美国和英国,结合高水平的女性劳动力的参与不愿花费公共资金在照顾孩子。 D D
These two problems are closely related. Many women feel they have to choose between their children and their careers. Women who prosper in high-pressure companies during their 20s drop out in dramatic numbers in their 30s and then find it almost impossible to regain their earlier momentum (锐气). Less-skilled women are trapped in poorly paid jobs with hand-to-mouth (勉强维持的) childcare arrangements. Motherhood, not sexism, is the issue: In America, childless women earn almost as much as men, but mothers earn significantly less. And those mothers' relative poverty also disadvantages their children.
这两个问题是密切相关的。许多女性感到他们不得不选择他们的孩子和自己的职业生涯。女性在高压公司成功在他们20多岁辍学在戏剧性的数字在30年代早些时候,然后发现它几乎不可能重新获得动力(锐气)。低技能的妇女被困薪水微薄的工作和零星(勉强维持的)育儿安排。母亲,不是性别歧视,是这个问题:在美国,无子女的女性挣得像男人一样,但是母亲挣得更少。母亲的相对贫困也给他们的孩子带来不利影响。 E E
Demand for female brains is helping to alleviate some of these problems. Even if some of the new theories about warm-hearted women making inherently superior workers are untrue, several trends favor the more educated sex, including the \for talent\and the growing flexibility of the workplace. Law firms, consultancies and banks are rethinking their \promotion systems because they are losing so many able women. More than 90 percent of companies in Germany and Sweden allow flexible working. And new technology is making it easier to redesign work in all sorts of family-friendly ways.
对女性大脑的需求帮助缓解这些问题。即使一些新的理论关于热心肠的女人天生的优秀员工是不真实的,几个趋势倾向于更多的性教育,包括“人才大战”和不断增长的工作场所的灵活性。律师事务所、咨询公司和银行重新考虑他们的“或”的晋升制度,他们正在失去很多女性。超过90%的公司在德国和瑞典允许灵活的工作。和新技术使其更容易在各种家庭方面重新设计工作。 F F
Women have certainly performed better over the past decade than men. In the European Union, women have filled six million of the eight million new jobs created since 2000. In America three out of four people thrown out of work since the \男性萧条) \have been male. And the shift toward women is likely to continue: By 2011 there will be 2.6 million more female than male university students in America.
女人的确比男人过去十年表现的更好。在欧盟,女人有了六百万年的八百万年以来的八百万个新就业岗位。在美国四分之三的人赶出“男性衰退以来的工作(男性萧条)“开始男性。和转向女性很可能会继续:到2011年将会有260万多女性比男性在美国大学的学生。 G G
All this argues, mostly, for letting the market do the work. That has not stopped calls for strong state intervention of the Scandinavian sort. Norway has used threats of quotas to dramatic effect. Some 40 percent of the legislators there are women. All the Scandinavian countries provide plenty of state-financed nurseries. They have the highest levels of female employment in the world and far fewer of the social problems that annoy Britain and America. Surely, comes the argument: Is there a way to speed up the revolution—and improve the tough lives of many working women and their children?