成人小说亚洲一区二区三区,亚洲国产精品一区二区三区,国产精品成人精品久久久,久久综合一区二区三区,精品无码av一区二区,国产一级a毛一级a看免费视频,欧洲uv免费在线区一二区,亚洲国产欧美中日韩成人综合视频,国产熟女一区二区三区五月婷小说,亚洲一区波多野结衣在线

面對現實吧，你需要休息一陣子了。如果你高風亮節(jié)地選擇了不休假，那就是白白地浪費了一筆錢（畢竟帶薪休假也是工資福利的一部分）。與此同時，隨著你的小本本上的待辦事項清單越來越長，你疲憊的大腦也很難想出什么新點子。就算想出來了，也沒有力氣去執(zhí)行它們。更重要的是，如果你內心渴望逃離工作，但是又無能為力，最終等待你的可能就是抑郁癥。

于是你的下一站就是精神病院，當然不會有人想到那兒去。

由民調機構易普索公共事務公司（Ipsos Public Affair）為美國安聯全球救援公司（Allianz Global Assistance USA）進行的一項調查顯示，長期不休假的工作與抑郁癥之間存在密切聯系。自從2009年以來，安聯每年春季都會對1000名成年上班族就以下問題進行調查：第一，你們是否認為休假對你們的幸福感很重要？第二，你們是否有確切的休假計劃，或者在此前12個月里已經休過假了？有些人認為休假很重要，但又因為種種原因休不了，這種人的境遇又被研究人員稱為“假期赤字”。

在最近一次調查中，受訪者還填寫了一份簡短的PHQ-9調查問卷——醫(yī)學界常常使用該調查問卷判斷抑郁癥的癥狀。比如他們是否對日常生活失去了興趣，是否感到失敗和絕望，是否有失眠、食欲不振、注意力難以集中等問題。

“假期赤字”與PHQ-9的分數之間展現了令人吃驚的相關性。約三分之一（30%）遭遇“假期赤字”的受訪者出現了輕度到中度抑郁的跡象。更值得重視的是，美國人口中患嚴重臨床抑郁癥的比例約為6%，而在“假期赤字”人群中，這一比例卻翻了一倍，達到12%。在那些高度重視休假，但是最后一次休假的時間是在“兩年多以前”的人中，半數以上PHQ-9的分數高得嚇人，表明他們患有嚴重的抑郁癥。

其實誰都知道，每年休一兩周的假，將所有工作拋在一邊，無論對身體健康還是對工作效率都十分重要。但是大家為什么不愿意休假呢？研究顯示，通常并非是老板不愿意讓我們休假。（一項研究表明，只有3%的管理者不鼓勵下屬休假。）然而同事的態(tài)度就說不準了。兩年前，安聯曾經對美國人計劃休假時的心態(tài)進行過調查，結果發(fā)現，在各個年齡段的受訪者中，都有25%的人表示自己有緊張和內疚等負面情緒。這種負面情緒在“千禧一代”中甚至更普遍，達到了37%。

安聯公司的董事丹尼爾·杜拉索已經連續(xù)10年負責這項休假調查了。他表示：“人們對于自己休假期間讓同事干更多工作感到很愧疚。不過留下來干活的同事們對此是否真的介意，抑或人們只擔心他們會介意，我們并不知道?！?/p>

市場營銷公司Acceleration Partners的創(chuàng)始人及首席執(zhí)行官鮑勃·格雷澤找到了一個解決問題的辦法。他表示：“休假是一個讓人們學習如何提前分配和計劃工作的好機會。我們想打造這樣一個體系，如果你不在的話，總有人可以代替你的工作；別人不在的時候，你也能頂上他們的空缺。這已經成了我們的文化的一部分?！?/p>

為了達到這個目標，格雷澤希望他的員工休假期間徹底不要操心工作的事，甚至與公司完全斷掉聯系。Acceleration Partners公司的休假時間是沒有上限的，“但大家就是不休假?！本退銌T工去休假了，他們也會通過網絡遠程工作，休了還不如不休。

所以從去年開始，格雷澤掛出獎賞，誰能在休假期間徹底與公司失聯，不回郵件、不接電話、不參加遠程會議，并且得到充分、徹底的休息，就可以拿到750美元的獎金。在公司的150多名員工中，大約有一半已經拿到了這筆獎金。格雷澤表示：“在緊急情況下，大家會告訴同事，如何能夠通過短信或者非工作號碼聯系到他們。但到目前為止，這種‘緊急狀況’從沒有真正發(fā)生過。”

偶爾讓別人替你做工作，還有另外一個好處——那就是雪亮的“群眾之眼”。Acceleration Partners的澳大利亞高級客戶經理米歇爾·卡利諾夫斯基指出，在你休假期間，替你工作的同事“也有機會做一些新的事情，他們說不定還可以找到更好的方法來做這件事情。”去年卡利諾夫斯基就休了兩次假，每次10天。在一次休假期間，頂替她的同事對她的工作做了一些調整，將團隊的一項日常任務精簡了一個小時的時間?？ɡZ夫斯基表示：“這個新方法要快得多了，給我們節(jié)省了很多時間?！?/p>

當然，不是每個老板都愿意給休假期間玩失蹤的人額外發(fā)工資。不過格雷澤指出，他有很多好點子都是休假期間或是坐在某個海灘上時想出來的。他相信，如果公司能夠讓員工在工作之外有自己的生活，包括讓他們通過休假來洗刷疲憊的身心，給自己充電，公司的效率（以及人才保留率）就會大幅提高。格雷澤表示：“企業(yè)文化的重點，就在于你鼓勵員工去做什么。如果你鼓勵員工不間斷地工作，大家就只好這樣去做?！钡窃陂L期來看，這樣做的效果不可能會好。（財富中文網）

譯者：樸成奎

Let’s face it, you need some time off. Not only are you leaving money on the table by not taking vacations (which are, after all, part of your compensation) but, as your already humongous to-do list keeps getting longer, it’s harder to come up with fresh ideas, or the energy to execute them. What’s more, if you yearn to get away and haven’t felt able to, you may be headed for a nasty case of clinical depression.

Next stop: Burnout City. And nobody wants to go there.

A strong link between nonstop work and depression turns up in a fascinating study, conducted by pollsters Ipsos Public Affairs for Allianz Global Assistance USA. Every spring since 2009, Allianz has surveyed 1,000 working adults and asked, first, whether they consider vacations important to their well-being and, second, whether they have definite plans to get away, or have done so in the preceding 12 months. People who rate the importance of vacations highly, but say they are unlikely to get one, are suffering what the researchers call a “vacation deficit.”

Here’s the twist: In the most recent survey, respondents also filled out a short questionnaire called a PHQ-9, which the medical profession uses to identify symptoms of clinical depression—including loss of interest or pleasure in daily life, feelings of failure or hopelessness, insomnia, loss of appetite, and trouble concentrating.

The correlation between “vacation deficit” and PHQ-9 scores is startling. Consider: About one in three (30%) of people reporting a “vacation deficit” showed signs of mild to moderate depression. It gets worse. An estimated 6% of the U.S. population suffers from severe clinical depression. Among non-vacationers, the percentage doubles to 12%. Among people who rated the importance of time off highly but said their last vacation was “more than two years ago,” over half (56%) showed sky-high PHQ-9 scores, indicating severe depression.

It’s pretty well-known by now that getting away from it all for a week or two is essential for both physical health and productivity, so why do we hesitate to do it? Research suggests it’s not usually bosses who stand in the way. (One study found that only 3% of managers discourage their direct reports from using their vacation time.) Coworkers, however, might be a different story. Two years ago, the Allianz survey asked people to describe how they felt about scheduling a breather. About 25% of Americans in every age group—and even more millennials (37%)—reported negative emotions, like nervousness and guilt.

“People felt especially guilty about leaving colleagues with extra work to do in their absence,” says Daniel Durazo, the Allianz director who has overseen these vacation studies for the past 10 years. “But whether coworkers who would be picking up the slack really will mind, or whether people just fear they will, we really don’t know.”

Bob Glazer, founder and CEO of marketing firm Acceleration Partners, has found a way to moot that question. “Vacations are a great chance for people to learn how to delegate and plan ahead,” he says. “We want to create a system where there is always someone else who can do your job if you’re not around, and you can do theirs. It’s become part of our culture.”

To build that bench strength, Glazer wants his employees not just to take off, but to stay offline, and completely out of touch with the office, while they’re gone. Although Acceleration Partners has an unlimited-vacation policy, “people just weren’t using it,” he says—or, if they did go away, they checked in to work electronically so often that they might just as well have stayed there.

So last year, Glazer started paying $750 to anyone who disappears on a real, relaxing getaway: No answering emails, for instance, or fielding phone calls, or sitting in on teleconferences. About half of his 150 staffers worldwide have taken him up on it. “In case of an emergency, people tell their colleagues how to reach them by text on a non-work phone,” Glazer says. “But so far, that’s never actually happened.”

One benefit of having someone else cover for you now and then: A fresh pair of eyes. Team members left to fend for themselves “get a chance to do something new, and they may even find a better way to do it,” notes Michelle Kalinowski, an Acceleration Partners senior account manager in Australia who has gone off on two 10-day jaunts in the past year. During one of them, someone filling in for her made a few changes that cut an hour from a routine task the team had been doing. “The new way is much quicker,” Kalinowski says. “It’s saved us a lot of time.”

Not every employer is prepared to pay people extra to get lost, of course. Still, Glazer, who says he gets his best ideas while traveling or sitting on a beach somewhere, believes companies would see a big jump in productivity (not to mention retention) if they gave employees the green light to have lives outside of work, including vacations that refresh and recharge them. “Culture is all about what you reward,” Glazer says. “If you reward nonstop work, that’s what you’ll get.” In the long run, it’s unlikely to be pretty.