(校稿任务) 第110篇 Six Sigma and More
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翻译：kongzheng1987
Six Sigma and More
六西格玛及更多
Relational autonomy
关联的自治
As my wife, Carole, was recently preparing to begin another chapter in our forthcoming book, The Transformational Workplace, she found out that one of the people we interviewed on my sabbatical last year had just won the International Children’s Peace Prize. Her name is Michaela (Chaeli) Mycroft. Here is her story.
我的妻子Carole近期在为即将来临的一部书的下一章做准备。在我去年休假的最后几天，我们遇到一个人，这个人曾经获得了世界儿童和平奖。他的名字叫Michaela (Chaeli) Mycroft，下面是一些关于他的故事。
Seven years ago, Chaeli was a nine-year-old child, born with cerebral palsy, who wanted nothing more than the greater degree of autonomy she could gain if she had a motorized wheelchair. A small group of kids ages six to 12, including Chaeli’s sister, Erin, and three school friends, Tarryn, Justine, and Chelsea Terry, took on the mission of raising the money to purchase the chair.
7年前，Chaeli当时9岁，同时患有先天大脑麻痹。他最大自治的梦想就是有一个机械化的轮椅。一个从6到12岁的团队就这样组成了，包括Chaeli的妹妹、Erin 、还有其他三个学校里的小伙伴，Tarryn, Justine,和Chelsea Terry，担起了挣钱买轮椅的使命。
By creating and selling their own art work, they not only raised the money in just seven weeks, but launched the organization, the Chaeli Campaign, that now helps more than 3,000 children with disabilities in South Africa and beyond to increase their own independence, autonomy, and self-sufficiency. In November 2011, at age 17, Chaeli and her crew traveled to Amsterdam, where Chaeli received the prestigious International Children’s Peace Prize, presented to her by Nobel Peace Laureate, Mairead Maguire. When the World Summit of Nobel Peace Laureates met in Chicago, April 23–25, 2012, Chaeli took the stage to receive the Peace Summit Medal for Social Activism.
通过创作作品，然后把作品卖掉，他们不仅在7周内挣够了买轮椅的钱，他们还成立了自己的组织“Chaeli运动”。到现在为止已经帮助了南非的超过3000的残疾儿童，以帮助他们独立、自立，以及自给自足。在2011年11月，17岁的Chaeli和他的团队去了阿姆斯特丹 ，在那里他获得了享有盛誉的国际儿童和平奖，给他颁奖的是诺贝尔奖获得者Mairead Maguire 。2012年4月23日到25日，当这些杰出的诺贝尔和平奖获得者在参加芝加哥峰会的时候，Chaeli登台领取了和平的最高奖。
While all of this is a remarkable story, one of the most amazing things about Chaeli is a smile that can light up a room like few others. After we had the opportunity to sit down with Chaeli and the whole organization’s staff, which included the original crew, along with the girls’ parents, at their Plumstead headquarters near Cape Town, our spirits were lifted for days.
这是一个不同寻常的故事，其中有一个非常不同寻常的事情是Chaeli就像微笑那样，像极少数人那样，可以照亮一个房间，后来我们有机会和Chaeli以及他的团队，还有那个女孩的父母，在普勒斯台德总部开普敦附近，（因此），我们的心灵被震撼了好长时间。
As we began to write about Chaeli and the Chaeli Campaign, Carole titled the chapter, “Acting Independently.” We agreed that “acting autonomously” might be a better reflection of the theme. After considering the research that we had about our topic, I was struck by the idea of “relational autonomy,” which better describes the concept.
当我们开始写Chaeli及他的事迹的时候，Carole给文章起了这样的一个名字“行为自立”。我们同意，“行为自立”或许是更好的一个主题。当我们考虑这篇文章研究的主题的时候，我的想法被“关联的自治”改变了，它更好的阐述了这个概念。
Relational autonomy is primarily a concept introduced by feminist researchers, following on Carol Gilligan’s work in moral development. Relational autonomy refers to the ability to pursue one’s own chosen goals and aspirations, while recognizing that the goals we choose and the actions we take are influenced by our social and political context. Thus, the ideal of autonomy in the workplace is certainly one that plays itself out quite differently in various cultures, from those that are more or less hierarchical, individualistic, or communitarian.
关联的自治是男女平等主义者引入的一个基础性的概念，然后出现在Carol Gilligan 的道德发展的作品中。关联的自治指的是我们追求选定的目标或愿望的能力，当我们取得既定的目标时，我们所采取的行动被社会的或者政治的形式所影响。因此，自治的想法在他起作用的地方只是一个，但是在不同的文化背景下，又变得极为不同。从这里可以看出分为不同的等级，个人主义或者集体主义。
As I enthusiastically embraced this concept, Carole reminded me that, like most other characteristics, autonomy, taken to its extreme, can be pathological. So here are a few things to remember as we embrace autonomy. Consider the needs and goals of others, maintain our moral compass, tend to our own well-being, and avoid workaholic behavior as we passionately pursue our own goals and aspirations
当我用心的去感受这个事物的时候，Carole提醒我说，就像其它事物的特征一样，自治，如果走向了极端，也是病态的。所以在拥抱自律的时候，这里有几件事情需要注意，考虑别人的需要和目标，掌控好我们自己的道德罗盘，趋向于我们自己的幸福，在我们用激情去追求我们的目标和愿望的时候，不要让我们成为工作狂。
I’ve come to believe life is always a balance, and that the balance most of us unconsciously choose is away from autonomy. That is why I think this theme is important. Harvard’s Teresa Amabile, who studies the effect of making progress toward meaningful work, has observed that autonomy—or the lack thereof—significantly impacts employee creativity. In an article titled, “Declaring Independence in the Workplace,” Amabile wrote:
我现在越来越相信生命就像天平一样，有时候一些无意间的选择似乎并不是自治。这就是我认为这个主题很重要的原因。哈佛大学的Teresa Amabile 研究做有意义的工作产生的影响，研究表明自治（或者说由于缺少）显著影响员工的创造力。Amabile的一篇文章“在工作场所宣布独立”这样写道：
“To be truly intrinsically motivated and to gain a sense of achievement when they do make progress, people need to have some say in their own work. What’s more, when employees have freedom in how to do the work, they are more creative. Two key aspects of autonomy are having the ability to make meaningful decisions in work and then feeling confident that—barring serious errors or dramatic shifts in conditions—those decisions will hold. If they often get overridden by management, people quickly lose the motivation to make any decision, which severely inhibits progress. Work gets delayed because people feel like they have to wait and ‘check in’ before they can begin or change anything.”
“当他们取得一定成就的时候，需要有实意义上的鼓励以增加他们的成就感，在他们自己的工作上他们需要表达出自己的观点。再说了，当雇员有更多的空闲的时候，他们会得多具有创造性。拥有自治的两个主要方面是有能力在工作上做出有意义的决定，然后感觉到自信。除非有重大的错误或者无法预测的变化，这样的情况下决策将会被保留。如果他们经常受到管理者的压制，员工会立刻失去做决策的动机，这将会严重影响到工作的进度。工作延迟是因为员工感觉到他们需要等待并且进行登记，然后才能开始改变。”
I think we, the people we work with, and our Six Sigma efforts deserve more relational autonomy. As professionals, managers, and leaders, we can move in that direction.
人想我们，还有和我们一起工作的人，和我们六西格玛值的做更多有关联的自治。像专业人员，经理，领导者应当向者这个目标前进。
If you want to learn more about our sabbatical travels and our book-in-progress, check out our blog atwww.schwinnadventures.blogspot.com.
如果你想知道更多的内容或者我们将要出版的书，请查阅我们的博客www.schwinnadventures.blogspot.com
As always, I treasure your comments and questions. You can reach me by commenting below.
一如既往的欢迎评论并且提出问题，你可以通过评论和我进行交流。
关于作者ABOUT THE AUTHOR
Six Sigma and More With David Schwinn
David Schwinn is a full-time professor of management at Lansing Community College and a part-time consultant in the college’s Small Business and Technology Development Center. He is also a consultant in systems and organizational development with InGenius and INTERACT Associates, and an associate of PQ Systems (www.pqsystems.com).
六西格玛和更多关于 David Schwinn 的事
David Schwinn 是美国蓝星社区学院全职的管理学教授，兼职学校的小型企业和技术发展中心顾问，同时担任systems and organizational development with InGenius and INTERACT Associates 顾问，也是PQ Systems(www.pqsystems.com) 中的一员。
Schwinn worked at Ford’s corporate quality office and worked with W. Edwards Deming beginning in the early 1980s until Deming’s death. Schwinn is a professional engineer with an MBA from Wright State University. You can reach him at support@pqsystems.com.
Schwinn工作在福特的企业质量办公室，从20世纪80年代初就和 W. Edwards Deming 一起工作，直到 Deming离去。Schwinn是一个获得莱特州立大学MBA学位的专业工程师，你可以通过 support@pqsystems.com 联系到他。
来自http://www.qualitydigest.com
翻译：kongzheng1987
Six Sigma and More
六西格玛及更多
Relational autonomy
关联的自治
As my wife, Carole, was recently preparing to begin another chapter in our forthcoming book, The Transformational Workplace, she found out that one of the people we interviewed on my sabbatical last year had just won the International Children’s Peace Prize. Her name is Michaela (Chaeli) Mycroft. Here is her story.
我的妻子Carole近期在为即将来临的一部书的下一章做准备。在我去年休假的最后几天，我们遇到一个人，这个人曾经获得了世界儿童和平奖。他的名字叫Michaela (Chaeli) Mycroft，下面是一些关于他的故事。
Seven years ago, Chaeli was a nine-year-old child, born with cerebral palsy, who wanted nothing more than the greater degree of autonomy she could gain if she had a motorized wheelchair. A small group of kids ages six to 12, including Chaeli’s sister, Erin, and three school friends, Tarryn, Justine, and Chelsea Terry, took on the mission of raising the money to purchase the chair.
7年前，Chaeli当时9岁，同时患有先天大脑麻痹。他最大自治的梦想就是有一个机械化的轮椅。一个从6到12岁的团队就这样组成了，包括Chaeli的妹妹、Erin 、还有其他三个学校里的小伙伴，Tarryn, Justine,和Chelsea Terry，担起了挣钱买轮椅的使命。
By creating and selling their own art work, they not only raised the money in just seven weeks, but launched the organization, the Chaeli Campaign, that now helps more than 3,000 children with disabilities in South Africa and beyond to increase their own independence, autonomy, and self-sufficiency. In November 2011, at age 17, Chaeli and her crew traveled to Amsterdam, where Chaeli received the prestigious International Children’s Peace Prize, presented to her by Nobel Peace Laureate, Mairead Maguire. When the World Summit of Nobel Peace Laureates met in Chicago, April 23–25, 2012, Chaeli took the stage to receive the Peace Summit Medal for Social Activism.
通过创作作品，然后把作品卖掉，他们不仅在7周内挣够了买轮椅的钱，他们还成立了自己的组织“Chaeli运动”。到现在为止已经帮助了南非的超过3000的残疾儿童，以帮助他们独立、自立，以及自给自足。在2011年11月，17岁的Chaeli和他的团队去了阿姆斯特丹 ，在那里他获得了享有盛誉的国际儿童和平奖，给他颁奖的是诺贝尔奖获得者Mairead Maguire 。2012年4月23日到25日，当这些杰出的诺贝尔和平奖获得者在参加芝加哥峰会的时候，Chaeli登台领取了和平的最高奖。
While all of this is a remarkable story, one of the most amazing things about Chaeli is a smile that can light up a room like few others. After we had the opportunity to sit down with Chaeli and the whole organization’s staff, which included the original crew, along with the girls’ parents, at their Plumstead headquarters near Cape Town, our spirits were lifted for days.
这是一个不同寻常的故事，其中有一个非常不同寻常的事情是Chaeli就像微笑那样，像极少数人那样，可以照亮一个房间，后来我们有机会和Chaeli以及他的团队，还有那个女孩的父母，在普勒斯台德总部开普敦附近，（因此），我们的心灵被震撼了好长时间。
As we began to write about Chaeli and the Chaeli Campaign, Carole titled the chapter, “Acting Independently.” We agreed that “acting autonomously” might be a better reflection of the theme. After considering the research that we had about our topic, I was struck by the idea of “relational autonomy,” which better describes the concept.
当我们开始写Chaeli及他的事迹的时候，Carole给文章起了这样的一个名字“行为自立”。我们同意，“行为自立”或许是更好的一个主题。当我们考虑这篇文章研究的主题的时候，我的想法被“关联的自治”改变了，它更好的阐述了这个概念。
Relational autonomy is primarily a concept introduced by feminist researchers, following on Carol Gilligan’s work in moral development. Relational autonomy refers to the ability to pursue one’s own chosen goals and aspirations, while recognizing that the goals we choose and the actions we take are influenced by our social and political context. Thus, the ideal of autonomy in the workplace is certainly one that plays itself out quite differently in various cultures, from those that are more or less hierarchical, individualistic, or communitarian.
关联的自治是男女平等主义者引入的一个基础性的概念，然后出现在Carol Gilligan 的道德发展的作品中。关联的自治指的是我们追求选定的目标或愿望的能力，当我们取得既定的目标时，我们所采取的行动被社会的或者政治的形式所影响。因此，自治的想法在他起作用的地方只是一个，但是在不同的文化背景下，又变得极为不同。从这里可以看出分为不同的等级，个人主义或者集体主义。
As I enthusiastically embraced this concept, Carole reminded me that, like most other characteristics, autonomy, taken to its extreme, can be pathological. So here are a few things to remember as we embrace autonomy. Consider the needs and goals of others, maintain our moral compass, tend to our own well-being, and avoid workaholic behavior as we passionately pursue our own goals and aspirations
当我用心的去感受这个事物的时候，Carole提醒我说，就像其它事物的特征一样，自治，如果走向了极端，也是病态的。所以在拥抱自律的时候，这里有几件事情需要注意，考虑别人的需要和目标，掌控好我们自己的道德罗盘，趋向于我们自己的幸福，在我们用激情去追求我们的目标和愿望的时候，不要让我们成为工作狂。
I’ve come to believe life is always a balance, and that the balance most of us unconsciously choose is away from autonomy. That is why I think this theme is important. Harvard’s Teresa Amabile, who studies the effect of making progress toward meaningful work, has observed that autonomy—or the lack thereof—significantly impacts employee creativity. In an article titled, “Declaring Independence in the Workplace,” Amabile wrote:
我现在越来越相信生命就像天平一样，有时候一些无意间的选择似乎并不是自治。这就是我认为这个主题很重要的原因。哈佛大学的Teresa Amabile 研究做有意义的工作产生的影响，研究表明自治（或者说由于缺少）显著影响员工的创造力。Amabile的一篇文章“在工作场所宣布独立”这样写道：
“To be truly intrinsically motivated and to gain a sense of achievement when they do make progress, people need to have some say in their own work. What’s more, when employees have freedom in how to do the work, they are more creative. Two key aspects of autonomy are having the ability to make meaningful decisions in work and then feeling confident that—barring serious errors or dramatic shifts in conditions—those decisions will hold. If they often get overridden by management, people quickly lose the motivation to make any decision, which severely inhibits progress. Work gets delayed because people feel like they have to wait and ‘check in’ before they can begin or change anything.”
“当他们取得一定成就的时候，需要有实意义上的鼓励以增加他们的成就感，在他们自己的工作上他们需要表达出自己的观点。再说了，当雇员有更多的空闲的时候，他们会得多具有创造性。拥有自治的两个主要方面是有能力在工作上做出有意义的决定，然后感觉到自信。除非有重大的错误或者无法预测的变化，这样的情况下决策将会被保留。如果他们经常受到管理者的压制，员工会立刻失去做决策的动机，这将会严重影响到工作的进度。工作延迟是因为员工感觉到他们需要等待并且进行登记，然后才能开始改变。”
I think we, the people we work with, and our Six Sigma efforts deserve more relational autonomy. As professionals, managers, and leaders, we can move in that direction.
人想我们，还有和我们一起工作的人，和我们六西格玛值的做更多有关联的自治。像专业人员，经理，领导者应当向者这个目标前进。
If you want to learn more about our sabbatical travels and our book-in-progress, check out our blog atwww.schwinnadventures.blogspot.com.
如果你想知道更多的内容或者我们将要出版的书，请查阅我们的博客www.schwinnadventures.blogspot.com
As always, I treasure your comments and questions. You can reach me by commenting below.
一如既往的欢迎评论并且提出问题，你可以通过评论和我进行交流。
关于作者ABOUT THE AUTHOR
Six Sigma and More With David Schwinn
David Schwinn is a full-time professor of management at Lansing Community College and a part-time consultant in the college’s Small Business and Technology Development Center. He is also a consultant in systems and organizational development with InGenius and INTERACT Associates, and an associate of PQ Systems (www.pqsystems.com).
六西格玛和更多关于 David Schwinn 的事
David Schwinn 是美国蓝星社区学院全职的管理学教授，兼职学校的小型企业和技术发展中心顾问，同时担任systems and organizational development with InGenius and INTERACT Associates 顾问，也是PQ Systems(www.pqsystems.com) 中的一员。
Schwinn worked at Ford’s corporate quality office and worked with W. Edwards Deming beginning in the early 1980s until Deming’s death. Schwinn is a professional engineer with an MBA from Wright State University. You can reach him at support@pqsystems.com.
Schwinn工作在福特的企业质量办公室，从20世纪80年代初就和 W. Edwards Deming 一起工作，直到 Deming离去。Schwinn是一个获得莱特州立大学MBA学位的专业工程师，你可以通过 support@pqsystems.com 联系到他。
来自http://www.qualitydigest.com
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