職場掃描：拿到高薪水的五個壞處
Amanda was unhappy with the amount of money she was making at her job, so she went after a position with a competitor and negotiated a higher salary.
Amanda對目前的薪水不滿意，于是她到一家同行競爭公司求職，該公司可以提供更高薪水。
When she told her current employer about the higher salary offer, it countered with a considerable increase in her current salary to keep her on board.
她告訴當(dāng)前雇主，其他公司開出了更高的薪水。于是當(dāng)前雇主對她目前的薪水進行了大幅度調(diào)整來把她留住。
Hoping this is what would happen all along, Amanda accepted the new salary and stayed with her employer.
Amanda希望一直都能這樣走運，便接受了新的薪水并留在了老單位。
One year later, the company made a round of layoffs because of changing market conditions and Amanda was one of the first to go. Not because she was a bad employee -- because she was overpaid compared to her contributions.
一年后因為市場環(huán)境變化，公司裁了一批員工，Amanda是第一批被裁的人。不是因為她是個糟糕的員工，而是因為她和她作出的貢獻相比獲得的.報酬過高。
In today’s society, workers associate earning a high salary as one of the most important aspects of their jobs. They assume making a lot of money equals happiness, satisfaction, less
stress and job security. Unfortunately, this is not always the case; Amanda’s story is just one of many examples of how having a higher paycheck can backfire.
在當(dāng)今社會，勞動者把高工資作為工作中最重要的一個方面，認為賺錢多就等于快樂、滿足、壓力少、工作穩(wěn)定。不幸地是，情況不一定如此，Amanda的故事僅僅是眾多拿高工資引起問題的其中一例。
"Our sense of value and self-worth is often tied to how much money we make," says Michael Zwell, human capital expert and author of "Six-Figure Salary Negotiation." "There is an illusion that we live with and believe that a bigger paycheck makes us happier and more valuable."
《六位數(shù)工資談判》一書作者、人力資本專家Michael Zwell說："我們的價值感和自我價值感往往和拿所少工資密不可分。人們有這樣的錯覺，認為收入越高就越快樂、越有價值。”
In fact, research shows otherwise. Studies have shown most people feel happier in a five-figure job where they are earning more than the majority of other people in the company than they do in a six-figure job where they are making significantly less than others, says Stan Smith, founder and CEO of Smith Economics Group Ltd。， in Zwell’s book. Ultimately, he says, people can’t rely on short-lived salaries, promotions and raises to keep them happy but rather the contributions they make in the long run.
事實上，研究的結(jié)果卻有所出入。在Zwell的書中，Smith Economics Group公司創(chuàng)始人、首席執(zhí)行官Stan Smith說，一些人拿五位數(shù)的工資，但他們的收入比公司多數(shù)人高，另一些人拿六位數(shù)工資，但他們的收入比公司多數(shù)人少，研究表明，前者比后者更快樂。最后，他說，要保持快樂，人們不能依賴于短期的（高）收入、晉升或提拔，而是要著眼于長期來他們所做出的貢獻。
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