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Recording One
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Most people dislike their jobs.
大多数人不喜欢他们的工作。
It's an astonishing but statistical fact, a primary cause of employed dissatisfaction, according to fresh research, is that many believe they have terrible managers.
一项最新研究显示，导致职场不满的主要原因是很多人认为自己的上司很糟糕，这是一个令人震惊的统计事实。
Few describe their managers as malicious or manipulative, though, while those types certainly exist, they are minority.
很少有人把自己的经理描述为恶毒的或操纵性的，尽管这种类型的经理确实存在，他们占少数。
The majority of managers seemingly just don't know any better.
大多数管理者似乎并不知道怎么做得更好。
They're often emulating bad managers they've had in the past, is likely they've never read a management book or attended a management course.
他们经常模仿过去那些遇到的那些糟糕的管理者，很可能他们从未读过管理书籍或参加过管理课程。
They might not have even reflected on what good management looks like and how it would influence their own management style.
他们甚至可能没有考虑过好的管理是什么样子的，以及它将如何影响自己的管理风格。
The researchers interviewed employees about their managers.
研究人员采访了员工关于他们的经理的情况。
Beginning with a question about the worst manager they had ever had.
第一个问题是他们遇到过的最糟糕的经理。
From this, the researchers came up with four main causes of why some managers are perceived as being simply awful at their jobs.
据此，研究人员归纳出了一些管理者在工作中被认为很糟糕的四个主要原因。
The first cause was company culture, which was seen by employees as enabling poor management practices.
第一个原因是公司文化，员工认为这使糟糕的管理成为可能。
It was specifically stressful work environments, minimal training, and a lack of accountability that were found to be the most blame worthy.
压力大的工作环境、极少的培训以及缺乏责任感被认为是最值得指责的。
Often a manager superiors can effectively encourage a manager's distasteful behavior when they fail to discipline the person's wrong doings.
通常情况下，当一个管理者的上级不能惩罚他的错误行为时，他们就有效地助长管理者令人厌恶的行为。
Such workplaces are sometimes described as toxic.
这样的工作环境有时被描述为有毒的。
The second cause was attributed to the managers characteristics:
第二个原因与经理的性格有关：
those deemed to be most destructive were odd people, those without drive, those allow personal problems into the workplace, and those with an unpleasant temperament or personality in general.
古怪的人、没有动力的人、将个人问题带入工作场合的人，以及那些总的来说性情或性格不佳的人被认为是最具有破坏性的。
The third cause of poor management was associated with their deficiency of qualifications.
管理糟糕的第三个原因与他们缺乏资格有关。
Not so much the formal variety one obtains from a university.
不是指从大学中取得的那种正式资格。
But the informal variety that comes from credible work experience and professional accomplishments.
而是从可信的工作经验和专业成就中获得的非正式的能力。
The fourth cause concerned managers who've been promoted for reasons other than potential.
第四个原因是，有些经理不是因为潜力出众而被提拔的。
One reason in particular why these people had been promoted was that they had been around the longest.
这些人获得晋升的一个特别原因是他们工作的时间最长。
It wasn't their skill set, or other merits that got them the job, it was their tenure.
不是他们的技能或其他优点让他们得到了这份工作，而是他们的任期。
A point worth making is that the study was based only on the perspective of an employee's.
值得指出的一点是，这项研究只基于员工的观点。
The researchers didn't ask senior leaders what they thought of their front-line managers.
研究人员并没有询问高层领导对一线管理者的看法。
It's quite possible they're content with how the individuals they promoted are now performing.
很有可能他们对自己提拔的人的现在的表现很满意。
Merrily ignorant of the damage they're actually causing.
他们对自己造成的伤害忽略不在意。
Which might explain why, as the researchers conclude, those same middle managers are usually unaware that they are a bad manager.
这或许可以解释为什么，正如研究人员得出的结论，这些中层管理者通常没有意识到自己是一个糟糕的管理者。
Questions 16 to 18 are based on the recording you have just heard.
问题16-18基于你刚才听到的短文。
Q16: What is a primary cause of employee dissatisfaction according to recent research?
问题16：最新的研究表明员工不满的主要原因是什么?
Q17: What is one of the causes for poor management practices?
问题17：管理糟糕的其中一个原因是什么？
Q18: What do we learn about the study on job dissatisfaction?
问题18：关于对工作不满的研究，我们了解到了什么?
