a workaholic economy
工作狂经济
For the first century or so of the industrial revolution, increased productivity led to decreases in working hours.
在工业革命的第一个100年， 提升的生产效率导致工作时间减少。
employees who had been putting in 12-hour days, six days a week, found their time on the job shrinking to 10 hours daily, then, finally, to eight hours, five days a week.
那些一直一天工作12小时，一周工作六天的雇员们发现工作时间最终缩水到一天8小时，一周5天.
only a generation ago social planners worried about what people would do with all this new-found free time.
仅仅在一代人以前， 社会的规划都们还在担心人们将在这些新产生的空闲时间里干什么。
in the US, at least, it seems they need not have bothered.
在美国，似乎不需要被这个问题烦恼。
although the output per hour of work has more than doubled since 1945, leisure seems reserved largely for the unemployed and underemployed.
尽管自1945年起每小时工作输出已翻了一倍，待业者和失业者似乎仍然有很多空闲。 （这句话意思是生产率提高了，但就业率仍然没有上去）
those who work full-time spend as much time on the job as they did at the end of world warII.
那些全职工作都依然工作与二战结束时相同的时间。
in fact, working hours have increased noticeably since 1970 - perhaps because real wages have stagnated since that year
事实上， 工作时间从1970年开始显著增加 - 可能是因为从那年开始实际工资停滞增长了。
bookstores now abound with manuals describing how to manage time and cope with stress.
现在书店里充斥着如何管理时间和处理压力的手册。
there are several reasons for lost leisure.
多种原因导致休闲时间消失。
since 1979, companies have responded to improvements in the business climate by having employees work overtime rather than by hiring extra personnel, says economist Juliet B. Schor of Harvard University.
哈佛大学的经济学家 Juliet B. Schor 说， 从1979年开始， 公司通过让雇员上班工作而不是招聘新的人力来应对商业气候的变化。
Indeed, the current economic recovery has gained a certain amount of notoriety for its "jobless" nature.
实事上， 当前的经济复苏已经得到一些恶名因为“失业”的特质。
increased production has been almost entirely decoupled from employment.
增加的生产率已经减少了一半的雇佣量。
some firm are even downsizing as their profits climb.
一些公司甚至因为利润上升而缩小规模。
all things being equal, we'd be better off spreading around the work,'observes labour economist Ronald G. Ehrenherg of Cornell University.
Cornell 大学的劳动经济学家 Ronald G. Ehrenherg 观察发现， “所有事情都应被平等对待，我们应该围绕工作进行拓展”
Yet a host of factors pushes employers to hire fewer workers for more hours and, at the same time, compels workers to spend more time on the job.
已经出现许多因素促使雇主雇佣更少的工人工作更多的时间。 与些同时， 强迫工人花更多的时间在工作上。
Most of those incentives involve what Ehrenberg calls the structure of compensation:
大部分诱因是关于 Enrenberg 称为赔偿结构：
quirks in the way salaries and benefits are organised that make it more profitable to ask 40 employees to labour an extra hour each than to hire one more worker to do the same 40-hour job.
这种在薪水和福利上使用的奇怪的方法被创建并使它更加有利可图就要求40个员工多工作一小时而不是一个工人工作40个小时。
Professional and managerial employees supply the most obvious lesson along these lines.
专业的和管理的员工提供很多明显的教训通过这些线索。
Once people are on salary, their cost to a firm is the same whether they spend 35 hours a week in the office or 70.
一旦人们拿了工资，他们的成本对公司是一样的，无论他们一周工作35小时或70小时。
diminishing returns may eventually set in as overworked employees lose efficiency or leave for more arable pastures.
逐渐缩小的利润最终开始，当过度工作的员工失去效率或是离开去了更好的地方.
but in the short run, the employer's incentive is clear.
但是在短期里， 雇主的诱因是清楚的。
even hourly employees receive benefits -such as pension contributions and medical insurance - that are not tied to the number of hours they work.
甚至时薪雇员也有例如养老金和医疗保险等福利，而这些福利是与他们工作的小时数无关的。
therefore, it is more profitable for employers to work their existing employees harder.
因此， 使他们的现有雇员更努力的工作是更有利可图的。
for all that employees complain about long hours, they, too, have reasons not to trade money for leisure.
对于所有那些报怨长时间工作的雇员来说， 他们也有理由不去用钱换取休闲时间。
"People who work reduced hours pay a huge penalty taken in career terms," Schor maintains. "It's taken as a negative signal' about their commitment to the firm.'
"那些工作较少时间的人会付出巨大的惩罚在职业生涯中，" Schor 继续说道。"这被当作是对公司承诺的消极信号"
Bailyn [of Massachusetts Institute of Technology ] adds that many corporate managers find it difficult to measure the contribution of their underlings to a firm's well-being, so they use the number of hours worked as a proxy for output.
Bailyn [马萨诸塞州技术学院的]补充道, 许多公司经理发现很难去衡量下属对公司业绩的贡献。 所以他们用时间做为代替。
"Employees know this," she syas, and they adjust their behavior accordingly
“雇员知道这事，” 她说， 而且他们相应地改变自己的表现。
"Although the image of the good worker is the one whose life belongs to the company," Bailyn says, "it doesn't fit the facts."She cites both quantitative and qualitative sudies that show increased productivity for part-time worker:
"虽然一个好员工的形象是他的生命属于公司，" Bailyn 说， "但是这与实际情况不符。" 她引用定量研究与定性研究的结果显示因为兼职员工而增加的生产力。
they make better use of the time they have, and they are less likely to succumb to fatigue in stressful jobs.
他们更好的利用他们的时间， 很少屈服于压力工作中的疲劳。
companies that employ more workers for less time also gain from the resulting redundancy, she asserts
那些聘用了更多工人短时间工作的公司同样获得了期望结果的双重保证， 她声称。
"the extra people can cover the contingencies that you know are going to happen, such as when crises take people away from the workplace."
额外的人员可以弥补那些你知道将会发现的意外情况，例如意外使人无法出现在工作现场。
positive experiences with reduced hours have begun to change the more-is-better culture at some companies, Schor reports.
关于减少工作时间的积极的经验已经开始在一些公司改变越多越好的文化， Schor 报道称。
Larger firms, in particular, appear to be more willing to experiment with flexible working arrangements...
尤其是较大的公司开始更愿意尝试弹性工作时间。
it may take even more than changes in the financial and cultural structures of employment for workers successfully to trade increased productivity and money for leisure time, Schor contends.
对于工人来说， 比起财务和文化上的变化， 成功地交易增长的生产力和为休闲花的钱变化更大， Schor 主张。
She says the U.S. market for goods has become skewed by the assumption of full-time, two-career households.
她说， 美国的商品市场已经变成倾斜的依照全职，两个职业的假定。
automobile makers no longer manufacture cheep models, and developers do not build the tiny bungalows that served the first post war generation of home buyers.
汽车制造商不再制造廉价型号。 建筑商不再建造那些为战后的一代房屋买者建造的小平房。
not even the humblest household object is made without a microprocessor.
即使是最粗糙的家居用品也会有一个微处理芯片。
as Schor notes, the situation is a curious inversion of the "appropriate technology" vision that designers have had for developing countries: U.S. goods are appropriate only for high incomes and long hours.
正如Schor 注解的， 情况是一种奇怪的倒置的"适合的技术"愿景， 设计者给发展中的国家设计的: 美国商品最适合高收入和长时间工作人群。
工作狂经济
For the first century or so of the industrial revolution, increased productivity led to decreases in working hours.
在工业革命的第一个100年， 提升的生产效率导致工作时间减少。
employees who had been putting in 12-hour days, six days a week, found their time on the job shrinking to 10 hours daily, then, finally, to eight hours, five days a week.
那些一直一天工作12小时，一周工作六天的雇员们发现工作时间最终缩水到一天8小时，一周5天.
only a generation ago social planners worried about what people would do with all this new-found free time.
仅仅在一代人以前， 社会的规划都们还在担心人们将在这些新产生的空闲时间里干什么。
in the US, at least, it seems they need not have bothered.
在美国，似乎不需要被这个问题烦恼。
although the output per hour of work has more than doubled since 1945, leisure seems reserved largely for the unemployed and underemployed.
尽管自1945年起每小时工作输出已翻了一倍，待业者和失业者似乎仍然有很多空闲。 （这句话意思是生产率提高了，但就业率仍然没有上去）
those who work full-time spend as much time on the job as they did at the end of world warII.
那些全职工作都依然工作与二战结束时相同的时间。
in fact, working hours have increased noticeably since 1970 - perhaps because real wages have stagnated since that year
事实上， 工作时间从1970年开始显著增加 - 可能是因为从那年开始实际工资停滞增长了。
bookstores now abound with manuals describing how to manage time and cope with stress.
现在书店里充斥着如何管理时间和处理压力的手册。
there are several reasons for lost leisure.
多种原因导致休闲时间消失。
since 1979, companies have responded to improvements in the business climate by having employees work overtime rather than by hiring extra personnel, says economist Juliet B. Schor of Harvard University.
哈佛大学的经济学家 Juliet B. Schor 说， 从1979年开始， 公司通过让雇员上班工作而不是招聘新的人力来应对商业气候的变化。
Indeed, the current economic recovery has gained a certain amount of notoriety for its "jobless" nature.
实事上， 当前的经济复苏已经得到一些恶名因为“失业”的特质。
increased production has been almost entirely decoupled from employment.
增加的生产率已经减少了一半的雇佣量。
some firm are even downsizing as their profits climb.
一些公司甚至因为利润上升而缩小规模。
all things being equal, we'd be better off spreading around the work,'observes labour economist Ronald G. Ehrenherg of Cornell University.
Cornell 大学的劳动经济学家 Ronald G. Ehrenherg 观察发现， “所有事情都应被平等对待，我们应该围绕工作进行拓展”
Yet a host of factors pushes employers to hire fewer workers for more hours and, at the same time, compels workers to spend more time on the job.
已经出现许多因素促使雇主雇佣更少的工人工作更多的时间。 与些同时， 强迫工人花更多的时间在工作上。
Most of those incentives involve what Ehrenberg calls the structure of compensation:
大部分诱因是关于 Enrenberg 称为赔偿结构：
quirks in the way salaries and benefits are organised that make it more profitable to ask 40 employees to labour an extra hour each than to hire one more worker to do the same 40-hour job.
这种在薪水和福利上使用的奇怪的方法被创建并使它更加有利可图就要求40个员工多工作一小时而不是一个工人工作40个小时。
Professional and managerial employees supply the most obvious lesson along these lines.
专业的和管理的员工提供很多明显的教训通过这些线索。
Once people are on salary, their cost to a firm is the same whether they spend 35 hours a week in the office or 70.
一旦人们拿了工资，他们的成本对公司是一样的，无论他们一周工作35小时或70小时。
diminishing returns may eventually set in as overworked employees lose efficiency or leave for more arable pastures.
逐渐缩小的利润最终开始，当过度工作的员工失去效率或是离开去了更好的地方.
but in the short run, the employer's incentive is clear.
但是在短期里， 雇主的诱因是清楚的。
even hourly employees receive benefits -such as pension contributions and medical insurance - that are not tied to the number of hours they work.
甚至时薪雇员也有例如养老金和医疗保险等福利，而这些福利是与他们工作的小时数无关的。
therefore, it is more profitable for employers to work their existing employees harder.
因此， 使他们的现有雇员更努力的工作是更有利可图的。
for all that employees complain about long hours, they, too, have reasons not to trade money for leisure.
对于所有那些报怨长时间工作的雇员来说， 他们也有理由不去用钱换取休闲时间。
"People who work reduced hours pay a huge penalty taken in career terms," Schor maintains. "It's taken as a negative signal' about their commitment to the firm.'
"那些工作较少时间的人会付出巨大的惩罚在职业生涯中，" Schor 继续说道。"这被当作是对公司承诺的消极信号"
Bailyn [of Massachusetts Institute of Technology ] adds that many corporate managers find it difficult to measure the contribution of their underlings to a firm's well-being, so they use the number of hours worked as a proxy for output.
Bailyn [马萨诸塞州技术学院的]补充道, 许多公司经理发现很难去衡量下属对公司业绩的贡献。 所以他们用时间做为代替。
"Employees know this," she syas, and they adjust their behavior accordingly
“雇员知道这事，” 她说， 而且他们相应地改变自己的表现。
"Although the image of the good worker is the one whose life belongs to the company," Bailyn says, "it doesn't fit the facts."She cites both quantitative and qualitative sudies that show increased productivity for part-time worker:
"虽然一个好员工的形象是他的生命属于公司，" Bailyn 说， "但是这与实际情况不符。" 她引用定量研究与定性研究的结果显示因为兼职员工而增加的生产力。
they make better use of the time they have, and they are less likely to succumb to fatigue in stressful jobs.
他们更好的利用他们的时间， 很少屈服于压力工作中的疲劳。
companies that employ more workers for less time also gain from the resulting redundancy, she asserts
那些聘用了更多工人短时间工作的公司同样获得了期望结果的双重保证， 她声称。
"the extra people can cover the contingencies that you know are going to happen, such as when crises take people away from the workplace."
额外的人员可以弥补那些你知道将会发现的意外情况，例如意外使人无法出现在工作现场。
positive experiences with reduced hours have begun to change the more-is-better culture at some companies, Schor reports.
关于减少工作时间的积极的经验已经开始在一些公司改变越多越好的文化， Schor 报道称。
Larger firms, in particular, appear to be more willing to experiment with flexible working arrangements...
尤其是较大的公司开始更愿意尝试弹性工作时间。
it may take even more than changes in the financial and cultural structures of employment for workers successfully to trade increased productivity and money for leisure time, Schor contends.
对于工人来说， 比起财务和文化上的变化， 成功地交易增长的生产力和为休闲花的钱变化更大， Schor 主张。
She says the U.S. market for goods has become skewed by the assumption of full-time, two-career households.
她说， 美国的商品市场已经变成倾斜的依照全职，两个职业的假定。
automobile makers no longer manufacture cheep models, and developers do not build the tiny bungalows that served the first post war generation of home buyers.
汽车制造商不再制造廉价型号。 建筑商不再建造那些为战后的一代房屋买者建造的小平房。
not even the humblest household object is made without a microprocessor.
即使是最粗糙的家居用品也会有一个微处理芯片。
as Schor notes, the situation is a curious inversion of the "appropriate technology" vision that designers have had for developing countries: U.S. goods are appropriate only for high incomes and long hours.
正如Schor 注解的， 情况是一种奇怪的倒置的"适合的技术"愿景， 设计者给发展中的国家设计的: 美国商品最适合高收入和长时间工作人群。
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