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　　As anyone who has tried to lose weight knows, realistic goal-setting generally produces the best results.

 

　　任何試圖減肥的人都知道，設(shè)定現(xiàn)實(shí)的目標(biāo)會(huì)產(chǎn)生好的結(jié)果。

 

　　That's partially because it appears people who set realistic goals actually work more efficiently, and exert more effort, to achieve those goals.

 

　　這部分是因?yàn)槟切┰O(shè)定現(xiàn)實(shí)主義目標(biāo)的人實(shí)際上能更有效的工作，并投入更多的努力以實(shí)現(xiàn)那些目標(biāo)。

 

　　What's far less understood by scientists, however, are the potentially harmful effects of goal-setting.

 

　　然而，科學(xué)家們對于目標(biāo)設(shè)定的潛在危害性卻知之甚少。

 

　　Newspaper relay daily accounts of goal-setting prevalent in industries and businesses up and down both Wall Streat and Main Street, yet there has been surprisingly little research on how the long-trumpeted practice of setting goals may have contributed to the current economic crisis, and unthical behavior in general.

 

　　報(bào)紙每天充斥著關(guān)于華爾街和主街上各行各業(yè)普遍設(shè)定業(yè)績目標(biāo)的報(bào)道。然而，長期鼓吹的目標(biāo)設(shè)定法是怎樣促成時(shí)下的經(jīng)濟(jì)危機(jī)以及普遍的不道德行為，相關(guān)研究出奇的少。

 

　　“Goals are widely used and promoted as having really beneficial effects.

 

　　賓夕法尼亞大學(xué)沃頓商學(xué)院的副教授莫里斯.思維策爾說：目標(biāo)設(shè)定的方法因其有利的影響而被廣泛應(yīng)用和提倡。

 

　　And yet, the same motivition that can push people to exert more effort in a constructive way could also motivate people to be more likely to engage in unethical behaviors, ”says Maurice Schweitzer, an associate professor at Penn's Wharton School.

 

　　能推動(dòng)人們建設(shè)性的付出更多努力的動(dòng)機(jī)同樣能刺激人們從事不道德的行為。

 

　　“it turns out there's no economic benefit to just having a goal-you just get a psychological benefit," Schweitzer says. "but in many cases, goals have economic rewards that make them more powerful."

 

　　事實(shí)證明，僅僅設(shè)定目標(biāo)并不會(huì)產(chǎn)生經(jīng)濟(jì)效益-你獲得只是心理上的安慰，Schweitzer說，在很多情況下，目標(biāo)具有經(jīng)濟(jì)回報(bào)是其更加強(qiáng)大的原因所在。

 

　　A prime example Schweitzer and his colleagues cite is the 2004 collapse of enerage-trading giant Enron, where managers used financial incentives to motivate salesmen to meet specific revenue goals. The problem, Schweitzer says, is the actual trades were not profitable.

 

　　S和他的同事們引用的一個(gè)典型例子是2004年能源貿(mào)易巨頭安然公司的倒閉，公司的經(jīng)理們用財(cái)務(wù)獎(jiǎng)勵(lì)來激勵(lì)銷售人員達(dá)到特定的銷售目標(biāo)，他指出，問題在于這些交易實(shí)際上無利可圖。

 

　　Other studies have shown that saddling employees with unrealistic goals can compel them to lie, cheat, or steal. a

 

　　其他研究表明讓員工背負(fù)不切實(shí)際的目標(biāo)會(huì)迫使他們說謊，欺騙或者盜竊。

 

　　such was the case in the early 1990's when Sears imposed a sale quota on its auto repair staff. it prompted employees to overcharge for work and to complete unnecessary repairs on a companywide basis.

 

　　這樣的例子有：在20世紀(jì)90年代早期，希爾斯公司強(qiáng)加給其汽車修理工一個(gè)銷售定額，結(jié)果導(dǎo)致全公司員工多收費(fèi)和進(jìn)行不必要修理的行為。

 

　　Schweitzer concedes his research runs counter to a very large body of literature that commends the many benefits of goal-setting.

 

　　Schweitzer承認(rèn)他的研究與大量稱贊目標(biāo)設(shè)定有諸多益處的文獻(xiàn)箱抵觸

 

　　。Advocates of practice have taken issue with his team's use of such evidence as news accounts to support his conclusion that goal setting is widely over-prescribed.

 

　　對于Schweitzer的團(tuán)隊(duì)僅僅使用新聞報(bào)道作為證據(jù)來支持自己的結(jié)論--目標(biāo)設(shè)定普遍被濫用 ，目標(biāo)設(shè)定行為的支持者們提出了質(zhì)疑。

 

　　In a rebuttal paper, Dr. Edwin Locke writes :"Goal setting is not going away. Organizations cannot thrive without being focused on their disired end results any more than an individual can thrive without goal to provide a sense of purpose."

 

　　在一篇反駁Schweitzer的文章中，Dr. Edwin Locke 寫到：“目標(biāo)設(shè)定的行為不會(huì)消失，不能集中精力朝著期望的最終目標(biāo)前進(jìn)的組織不能繁榮發(fā)展，就像沒有帶給自己使命感個(gè)人不能茁壯成長一樣。

 

　　But Schweitzer contends the "mounting causal evidence" linking goal-setting and harmful behavior should be studied to help spotlight issues that merit caution and further investigation. "Even a few negative effects could be so large that they outweigh many positive effects," he syas.

 

　　但是， Schweitzer 主張應(yīng)該研究聯(lián)系目標(biāo)設(shè)定和有害行為之間的”越來越多的因果證據(jù)“，以凸顯那些應(yīng)該值得警覺和進(jìn)一步研究的問題。他說道，即使少量的負(fù)面影響也可能蓋過其正面影響。

 

　　”Goal-setting does help coordinate and motivate people. My idea would be to combine that with careful oversight, a strong organizational culture, and make sure the goal that you use are going to be constructive and not significantly harm the organization,“  Schweitzer says.

 

　　Schweitzer 表示：”目標(biāo)設(shè)定卻是有助于協(xié)調(diào)和激勵(lì)人。我的觀點(diǎn)是將其與仔細(xì)的監(jiān)督和一個(gè)強(qiáng)大的組織文化結(jié)合起來，并且確保你的目標(biāo)具有建設(shè)性，不會(huì)給組織帶來巨大危害。“