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打造神经适用型职场
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打造神经适用型职场

人才为何辞职?如何留下他们?

Rowman & Littlefield Publishing Group, Inc., 2022 more...

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关键特征

  • 解析性
  • 创新性
  • 实用性

导读荐语

神经科学家弗里德里克·法布里修斯(Friederike Fabritius)有理有据地给出一种强效方法,能促进职场的多样性,提高员工参与度。她根据前沿研究,说明大脑的化学物质会影响人的性格、价值观、压力反应和认知方式。她提出,职场应该配合员工的“神经特征”,这样才能提高效率、留住人才。作者与 Thrive Global 公司的创始人阿里安娜·赫芬顿(Arianna Huffington)以及分子生物学家约翰·麦迪娜(John Medina)等领袖人物交流,也从中收获了更多灵感和见识。

浓缩书

当下正是打造神经适用型职场的大好时机。

新冠疫情扭转了职场形势,也改变了人们对工作的看法。员工大规模辞职、频繁更换雇主,他们对传统雇佣关系深恶痛绝。不过早在疫情之前,员工们就已经对不地道的雇主和职场文化心怀不满。这种趋势在女性群体里格外明显。近九成的零零后女性表示,她们辞职的原因主要是有不满情绪或没有被倾听。还有其他数据也证实了女性在职场中困难重重。例如,女高管的离职率为31%,且职位级别越高,比例就越大。到达职业顶峰的女性,离职的可能性会是同级男性的三倍。

为了吸纳更多女性员工——乃至所有人——有些雇主已经开始采用“呵护神经”的方法,这能让工作和人的需求保持一致,不会倒行逆施。这套方法基于一种认识:大脑里不同的化学物质形成不同的神经特征,导致人有不同的思维和反应方式。如果工作上的安排能尊重这些神经差异,员工们就能越来越团结,效率也越来越高。在这种情况下,他们更容易达到心流状态,感受工作中的乐趣,从而真正地享受工作。

强迫员工适应环境无济于事,应该改造职场,适应人的神经特征

女性的就业史已经说明,硬要人改变是行不通的。很多年前,领导者让女性向男性看齐,以此解决职场的性别问题。他们鼓励女性用力握手,压低声音,积极竞争等等。即使在今天,企业机构仍在强行把女性员工塞到不适合她们的工作模式中,比如差旅过于频繁、工作时间长、压力大。截至...

关于作者

弗里德里克·法布里修斯(Friederike Fabritius),神经科学家,神经领导力领域的开创者。基于脑力研究,为财富500强高管开设领导力课程,在德国科学与工程学院(German Academy of Science and Engineering)任职。


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