2010年最佳的小型企業(yè)工作場所(一)

中文摘要
 幾乎所有的公司都想成為一個最理想的工作場所。But what does that really mean?但到底是什么意思呢？It isn't always about salaries and benefits or free coffee and doughnuts in the break room.它并不總是關于薪金和福利，或者是在休息室里免費的咖啡和甜甜圈。在鳳凰城中Up-and-coming marketing gurus in Phoenix don't want -- or need -- the same perks as miners in Wisconsin.嶄露頭角的營銷大師們不希望——或者所需要的——是跟在威斯康星州的礦工一樣待遇。What they do share is a common desire to feel connected to and appreciated by their companies.他們所分享的就是一個得到他們的公司的贊賞的共同的愿望。In turn, their companies want employees who are trusting and engaged.反過來，他們的公司希望得到員工的信任和參與。Through its annual survey, the Great Place to Work Institute does its best to make sense of it all with research that shows a direct correlation between happy employees and profitable companies.通過其年度調查中，理想的工作研究場所根據科研結果顯示：擁有快樂的員工與公司的盈利有直接的關系，公司的盈利是其最大的努力感。
 關鍵詞：中英文對照
 
 1、Small-Business Workplaces    小型工作場所    
 2、ideal work environment       理想的工作環(huán)境
 3、communication                溝通
 4、management strategies        管理戰(zhàn)略
 5、benefits package             福利待遇
 

中文譯文
2010年最佳的小型企業(yè)工作場所

第一章
 幾乎所有的公司都想成為一個最理想的工作場所。 But what does that really mean?但到底是什么意思呢？ It isn't always about salaries and benefits or free coffee and doughnuts in the break room.它并不總是關于薪金和福利，或者是在休息室里免費的咖啡和甜甜圈。在鳳凰城中Up-and-coming marketing gurus in Phoenix don't want -- or need -- the same perks as miners in Wisconsin.嶄露頭角的營銷大師們不希望——或者所需要的——是跟在威斯康星州的礦工一樣待遇。 What they do share is a common desire to feel connected to and appreciated by their companies.他們所分享的就是一個得到他們的公司的贊賞的共同的愿望。 In turn, their companies want employees who are trusting and engaged.反過來，他們的公司希望得到員工的信任和參與。 Through its annual survey, the Great Place to Work Institute does its best to make sense of it all with research that shows a direct correlation between happy employees and profitable companies.通過其年度調查中，理想的工作研究場所根據科研結果顯示：擁有快樂的員工與公司的盈利有直接的關系，公司的盈利是其最大的努力感。Here are its top five small companies for 2010 -- and some noteworthy examples of things you should consider putting into practice at your company.這里是2010年五大小公司--你應該考慮在你的公司付諸實踐的一些值得注意的例子。
第二章
 迪克森Schawbl Location: Victor, NY 地點：維克多，紐約 Employees: 82 員工人數：82
 像許多營銷機構一樣，迪克森Schawbl跟隨趨勢為其員工創(chuàng)造了更多非傳統(tǒng)的工作環(huán)境�？偛吭O在紐約的羅徹斯特,公司建立了在八年前市值350萬美元的辦公室,納入了給予72小時內拿出了自己的理想工作環(huán)境的愿望清單注冊員工調查設計思路。收集員工的設計思路,讓員工在72小時之內提出一個他們認為理想的工作環(huán)境。
 結果是這個空間設有一個錦鯉池塘，一對瀑布，員工可以從地面到地面的樓梯間的滑梯，一個壁爐，奇特的藝術品，現代的家具和一個軟墊原始尖叫室(最近已經退休)。
 但是打擊創(chuàng)始人兼首席執(zhí)行官勞倫•迪克森的是關于她的員工的要求大多是一些小事情。
 “你會驚訝于有多少人說，他們只是希望他們能打開窗戶，沒有傳統(tǒng)的照明，甚至是墻壁沒有涂成白色，”迪克森說。
 迪克森，和她的丈夫邁克共同擁有Schawbl公司，建設項目是一個大開眼界的經歷，當談到管理戰(zhàn)略上，它加強了溝通和包容性的關鍵作用。
 “我們認為，10個大腦比2個更好，”迪克森說�！拔覀兿Ｍ�我們的員工能給我們提出任何瘋狂的想法。我們激勵我們的員工提出創(chuàng)造性的想法使得我們每天更上一層樓�！�
 另一個原因，工作滿意度一直保持如此之高，迪克森相信，是有許多因素使得員工不得不回來他們的社區(qū)。Dixon Schawbl currently provides a number of services pro-bono to organizations such as the American Heart Association, Habitat for Humanity, and the National Center for Missing and Exploited Children.迪克森Schawbl目前提供多項無償服務，如美國心臟協(xié)會，人類住房項目,并尋找失蹤與受虐兒童援助中心組織。迪克森以及許多的員工也提供各種各樣的非盈利板。
 毫不奇怪,迪克森Schawbl定期收到大量工作申請來自世界各地。那些可享受的福利待遇,其中包括假期,PTO, 定期有薪假期,生日、養(yǎng)老金、醫(yī)療保健、產假和彈性時間。Those who make the cut enjoy a benefits package that includes vacation time, PTO, regular paid holidays, time off for birthdays, 401(k), health care, profit-sharing, maternity leave and flex time.   Radio Flyer電臺傳單    Location: Chicago, Ill.地點：芝加哥，伊利諾伊州    Employees: 55員工人數：55 “海闊天空”一直是美國近一個世紀以來最受愛戴的兒童玩具的品牌，其成長非常清晰，似乎源于該公司的“永遠年輕”走向人生觀的直接的工作環(huán)境。
 在芝加哥公司的員工，提醒他們的人生觀是：每天早上當他們經過世界上最大的貨車從前門經過的路上。
 “我們允許我們的員工在工作中發(fā)揮，”人力資源主管艾米Bastuga說�！拔覀兿矚g警告面試的人，如果你惹惱招聘公司，那么這地方可能不適合你�！�
 但是Bastuga堅持認為這不是所有的樂趣和在辦公室的游戲。這家公司把重點放在保持其價值。 Candidates for hire are screened extensively for their ethics and integrity, and once hired are enrolled in a year-long orientation program called "Wagon University," which is designed to instill the values and cultural norms of the company.候選人因他們的道德和整體感被錄用,一旦被雇用會就讀于一項長達一年的訓練計劃稱為“馬車大學”,將求知欲逐漸灌輸給設計規(guī)范的價值觀的文化公司。
 “總的來說，我們認為，如果你雇用優(yōu)秀人才，創(chuàng)造優(yōu)秀的文化，你會產生優(yōu)秀的產品，”Bastuga說。
 在許多方面，它的文化，超越了辦公室的墻壁顏色鮮艷的延伸。 As part of the Eco-Flyers initiative, the organization has challenged itself to become more sustainable.作為生態(tài)飛人計劃的一部分，該組織本身的挑戰(zhàn)變得更加可持續(xù)。 Individual employees have access to an eco-friendly ride share program and are offered a monetary reimbursement for biking to work.個別員工有機會獲得環(huán)保騎共享方案，并提供了一個貨幣償還騎自行車上班。
 此外，公司以它的社會責任。 Radio Flyer is currently involved in the Lite the Night Walk for the Leukemia and Lymphoma Foundation and recently donated thousands of wagons to the Starlight Children's Foundation for conversion into hospital sleds for kids.電臺傳單是目前參與Lite的晚上白血病和淋巴瘤基礎和水車到星光轉換少年兒童基金會最近捐出數千走進醫(yī)院為孩子雪橇。
 員工在證券交易所享有種種福利,如養(yǎng)老金)分利、休閑、度假、健康有益,但是一項計劃,衛(wèi)生維護組織不必要的現場的瑜伽課程,現場減肥中心等程序和室內行走的軌道。
Badger Mining Corp.巴杰礦業(yè)公司 Location: Berlin, Wis.地點：柏林，威斯康星州 Employees: 156員工人數：156
 為一家公司工作，在石英砂開采和制造業(yè)聽起來或許不是你最擅長的職業(yè)選擇，但與它的工作類型比起來，你會苦于無法找到另一家公司更致力于健康，安全和工人安全，以及作為保護環(huán)境的責任。
 在柏林，總部位于美國威斯康星州，獾礦業(yè)公司員工約175人，并在20世紀初美國工業(yè)深深扎根。 For Beth Nighbor, the company's vice president of human resources, being recognized by the Great Place to Work Institute is just one more reminder that Badger is getting it right.對于貝絲Nighbor，公司的人力資源副總裁，是再一次提醒我們被公認的偉大的工作場所研究所，獾是得到了權。
 “這主要是因為我國人民和我們的文化的，”Nighbor說。 "It reinforces what we already know. When we first applied, we already thought we were doing things right. Doing what's best is our No. 1 priority." “它的強化以至于我們已經知道了。當我們第一次使用，我們認為我們已經在做正確的事情。做什么的最好是我們的第一優(yōu)先�！�
 大多數公司一樣，獾一直努力到衰退，Instead, during slow periods it implemented "rotating" layoffs, during which groups of employees were off for two to three weeks at a time, then brought back on.相反，在淡季IT實施“旋轉”裁員，在此期間，雇員團體被關閉兩至三個星期的時間，再運回。 Eventually, business went back to normal, and all of Badger's employees were able to keep their jobs.最后，業(yè)務恢復正常，并獾的所有員工都能夠保住自己的工作。
 除了基本的工作保障，獾也出現了不僅對當前職工教育的重大承諾，而且還對工人的后代在相關領域。
 “獾挖掘堅決終身學習和教育思想，”Nighbor說。 It provides educational opportunities and reimbursement to our associates who continue work-related education, as well as annual scholarships to associates' dependents who are attending an accredited two- or four-year institution.它提供教育機會，誰償還我們的員工繼續(xù)工作有關的教育，以及年度獎學金，聯(lián)營公司家屬參加一個資格認證的兩年或四年制大學。 Scholarships in the amount of $10,000 each are also awarded to four area graduating high school seniors on an annual basis.在每10,000元的金額也提供獎學金到四區(qū)每年畢業(yè)的高年級學生。These are awarded to students who will be continuing their education in the fields of engineering or environmental sciences.這是頒發(fā)給將繼續(xù)在工程或環(huán)境科學等領域的教育的學生。
 在福利方面，獾員工提供醫(yī)療，牙科，視覺，人壽保險，傷殘保險，養(yǎng)老金，利潤分享，一個健康計劃（簡稱“巴杰生命”）的一年兩次的健康監(jiān)測方案，長期照護，無限的個人生病的時候，動力輸出和現場干洗衣服。
布里奇韋資本管理 Location: Houston, Texas位置：德克薩斯州休斯頓 Employees: 33員工人數：33  位于萊斯大學相隔了幾個街口在一個很普通的低層辦公樓。Bridgeway資本管理在很大程度上就是對立的現代典型的金融投資者。
 這是由于在不小的一部分的事實，該公司向慈善機構提供百分之50的凈利潤。
 “我們一直密切關注開支，由于一半以上的利潤去支持驚人的原因，我們花費最小的美學，”營銷傳播總監(jiān)托尼Ledergerber說。“在投資管理行業(yè)，這是獨特的，每天提醒避免浪費，當世界上在我們身邊有這么多需要�！�
 投入角度來看，Ledergerber說，關于休斯頓辦公室里最獨特的是無數的志愿者宣傳單，感謝信和世界各地的非營利組織的墻壁裝飾公告。
 布里奇韋把慈善事業(yè)作為一大重點。 The Bridgeway Foundation has a core mission to oppose and alleviate genocide, and the company's Individual Giving Program empowers partners to begin their own "affinity groups" related to an individual's area of interest and provides matching funds based on dollar amounts donated by individual partners.該布里奇韋基金會的核心任務是反對和減輕種族滅絕，該公司的個人給予項目授權合作伙伴，開始自己的“親和團體”有關個人感興趣的領域，并提供匹配的合伙人捐贈的美元數額的資金。
 布里奇韋官員認為自己是的投資者的錢“管家”，寧愿采取長期投資策略的方法。
 在內部，布里奇韋包括28全職“伙伴”誰是受七對一的工資帽，這意味著每年的補償是有限的七倍伙伴支付的最低水平。
 合作伙伴提供充分的醫(yī)療，牙科，視力，以及短期和長期傷殘保險，對家庭的保費，彈性支出，簽約獎金，每個合作伙伴的孩子的第一個生日，手機報銷，教育報銷1,000元嬰兒利益的貢獻，活動,利潤分享，養(yǎng)老金、節(jié)日獎金，健康俱樂部會員，休假，病假和休假。
 麥克默里
 Location: Phoenix, Ariz.地點：鳳凰城，亞利桑那州 Employees: 179   員工人數：179
 麥克默里是另一種營銷和公共關系公司，那使公司的發(fā)展潮流, 創(chuàng)造一個時髦的,當代的工作環(huán)境。 When employees walk into the atrium of the main office in Phoenix, the first thing they see is a large European fountain, an assortment of plant life, vaulted ceilings and an electronic marquee that frequently displays welcome messages, project announcements and birthday wishes for staff members.當員工進入鳳凰城的主要辦公室中庭散步，他們首先看到的是一個歐洲大型噴泉，各式各樣的植物,拱形的天花板和頻繁的電子字幕顯示歡迎信息，項目公告及各式各樣的生日祝福。
 一旦進入，員工享有那些被稱為的“城市中心”，一個共同的區(qū)域，具有現代風格的家具，免費權重，足球游戲桌，任天堂Wii游戲機，大屏幕電視上的電影，從天降落的舒適上限和爆米花機。
 相反的小隔間，團隊成員共同努力，“豆莢”或合作空間的房子多達6人，員工可以選擇他們想要的豆莢工作英寸。
 優(yōu)先McMurry的最具體的感覺，是麥克默里的臺詞里最字面意義上的優(yōu)先事項。 Unlike cubicles, the delineated pods do not have walls, and even the more traditional offices don't have doors.不同房間，豆莢所劃定沒有墻壁，甚至較傳統(tǒng)的辦公室沒有門。
  “我們不是很正規(guī)，”人才和文化的副總裁李Vikre說。 "We have an open-door policy. Preston [McMurry] used to say, 'Bad things happen behind closed doors.' “我們有一個開放的政策。普雷斯頓[麥克默里]曾經說，‘閉門造車是不好的事情。' Even our CEO doesn't have a door on his office."即使我們的CEO并沒有一個在他辦公室的門。“
 Vikre說，除了所有的設施，這種開放的溝通哲學是麥克默里已經認識到以前的5項大時代的工作場所研究所的真正的原因。
 事實上，從2002年的員工調查反饋背后的400萬美元的裝修項目，轉化為他們是今天麥克默里辦事的初動力。
 不像許多公司，麥克默里并沒有從最近的經濟衰退感到太大的影響，這主要是因為它的多年生產合同，在一段時間內蓬勃發(fā)展的結果。
  “我們實際上正在成長,”Vikre說�！拔覀儾灰�讓人們都不敢來。因為我們有工作要讓他們忙了。”
 除了職業(yè)保障，適合麥克默里模具的個體也享有全面的福利，包括利潤分享，季度按摩，保健，彈性時間，遠程辦公和動力輸出的機遇。

原文網址
英文原文
Best Small-Business Workplaces 2010
原文網址
Chapter 1 
 Nearly every company wants to be thought of as a great place to work. But what does that really mean? It isn't always about salaries and benefits or free coffee and doughnuts in the break room. Up-and-coming marketing gurus in Phoenix don't want -- or need -- the same perks as miners in Wisconsin. What they do share is a common desire to feel connected to and appreciated by their companies. In turn, their companies want employees who are trusting and engaged. Through its annual survey, the Great Place to Work Institute does its best to make sense of it all with research that shows a direct correlation between happy employees and profitable companies. Here are its top five small companies for 2010 -- and some noteworthy examples of things you should consider putting into practice at your company.
Chapter 2
Dixon SchawblLocation: Victor, N.Y.Employees: 82www.dixonschwabl.com
 Like many marketing agencies, Dixon Schawbl has followed the trend of creating a more non-traditional work environment for its staff. Based in Rochester, N.Y., the company built its $3.5 million office from the ground up eight years ago, incorporating design ideas from a survey of employees who were given 72 hours to come up with a wish list for their ideal work environment.
 The result is a space that features a koi pond, a pair of waterfalls, a slide that employees can take from floor to floor instead of the stairwell, a fireplace, faux-finish walls covered in quirky artwork, contemporary furniture and a padded primal scream room (which has recently been retired).
 But what struck founder and CEO Lauren Dixon the most about her employees' requests were the little things.
 "You'd be surprised by how many people said that they simply wanted windows that they could open, non-traditional lighting or even just walls that aren't painted white," Dixon says.
 For Dixon, who co-owns the company with her husband Mike Schawbl, the building project was an eye-opening experience because it reinforced the critical role of communication and inclusiveness when it comes to management strategies.
 "We believe that 10 brains are better than two," Dixon says. "We want our employees to come to us with every crazy idea they have. We challenge our employees to come up with creative ideas and raise the bar every single day."
 Another reason job satisfaction has remained so high, Dixon believes, is the many opportunities employees have to give back to their community. Dixon Schawbl currently provides a number of services pro-bono to organizations such as the American Heart Association, Habitat for Humanity, and the National Center for Missing and Exploited Children. Dixon, along with many of her employees, also serves on a variety of nonprofit boards.
 Not surprisingly, Dixon Schawbl regularly receives a flood of job applications from around the world. Those who make the cut enjoy a benefits package that includes vacation time, PTO, regular paid holidays, time off for birthdays, 401(k), health care, profit-sharing, maternity leave and flex time.
Radio FlyerLocation: Chicago, Ill.Employees: 55www.radioflyer.comRadio FlyerRadio Flyer has been one of America's most beloved brands of children's toys for almost
a century, and its longevity, quite fittingly, seems to stem directly from the company's "forever young" philosophy toward the work environment.
 Employees at the Chicago-based company are reminded of that philosophy every morning as they pass by the World's Largest Wagon on their way to the front door.
 "We allow our people to play at work," human resources director Amy Bastuga says. "We like to warn people in interviews that if you're going to get annoyed by people shooting Nerf guns over your head, then this probably isn't the place for you."
 But Bastuga insists that it's not all fun and games around the office. The company puts a priority on maintaining its values. Candidates for hire are screened extensively for their ethics and integrity, and once hired are enrolled in a year-long orientation program called "Wagon University," which is designed to instill the values and cultural norms of the company.
 "In general, we believe that if you hire outstanding people and create an outstanding culture, you will produce outstanding products," Bastuga says.
 In many ways, it's a culture that extends beyond the office's brightly colored walls. As part of the Eco-Flyers initiative, the organization has challenged itself to become more sustainable. Individual employees have access to an eco-friendly ride share program and are offered a monetary reimbursement for biking to work.
 In addition, the company takes its social responsibility seriously. Radio Flyer is currently involved in the Lite the Night Walk for the Leukemia and Lymphoma Foundation and recently donated thousands of wagons to the Starlight Children's Foundation for conversion into hospital sleds for kids.
 Employees across the board enjoy a variety of benefits such as 401(k), profit-sharing, vacation, wellness benefits, a no-cost HMO plan, on-site yoga classes, an on-site Weight Watchers program and an indoor walking track.
Badger Mining Corp.Location: Berlin, Wis.Employees: 156www.badgerminingcorp.comBadger Mining Corp.Working for a corporation that specializes in the mining and manufacturing of silica sand
may not sound like your top career choice, but you'd be hard-pressed to find another company more committed to the health, safety and security of its workers, as well as the environmental responsibility that comes with the type of work it does.
 With headquarters in Berlin, Wis., Badger Mining Corp. employs approximately 175 people and has deep roots in early 20th century industrial America. For Beth Nighbor, the company's vice president of human resources, being recognized by the Great Place to Work Institute is just one more reminder that Badger is getting it right.
 "It's mostly because of our people and our culture," Nighbor says. "It reinforces what we already know. When we first applied, we already thought we were doing things right. Doing what's best is our No. 1 priority."
 Like most companies, Badger has struggled through the recession but has been able to weather the storm without permanently laying off any of its employees. Instead, during slow periods it implemented "rotating" layoffs, during which groups of employees were off for two to three weeks at a time, then brought back on. Eventually, business went back to normal, and all of Badger's employees were able to keep their jobs.
 Beyond basic job security, Badger has also shown a substantial commitment to the education of not only its current employees, but also to future generations of workers in related fields.
 "Badger Mining firmly believes in lifelong learning and education," Nighbor says. It provides educational opportunities and reimbursement to our associates who continue work-related education, as well as annual scholarships to associates' dependents who are attending an accredited two- or four-year institution. Scholarships in the amount of $10,000 each are also awarded to four area graduating high school seniors on an annual basis. These are awarded to students who will be continuing their education in the fields of engineering or environmental sciences.
 In terms of benefits, Badger employees are provided with medical, dental, vision, life insurance, disability coverage, 401(k), profit-sharing, a wellness program (known as "Badger Life") biannual health-monitoring programs, long-term care, unlimited personal sick time, PTO and on-site dry cleaning.
Bridgeway Capital ManagementLocation: Houston, TexasEmployees: 33www.bridgeway.com
 Located a few blocks from Rice University in a nondescript, low-rise office building, Bridgeway Capital Management is in many ways the antithesis of the modern stereotype of financial investors.
 That's due in no small part to the fact that the company gives 50 percent of its net profits to charity.
 "We keep a close watch on expenses, and since half our profits go to supporting amazing causes, we spend minimally on aesthetics," marketing communications director Tony Ledergerber says. "In the industry of investment management, this is unique and a daily reminder to not be wasteful when there is so much need in the world around us."
 To put this into perspective, Ledergerber says that the most unique thing about the Houston office is the countless volunteer fliers, thank-you letters and announcements from nonprofit organizations around the world that decorate its walls.
 Bridgeway puts a big emphasis on philanthropy. The Bridgeway Foundation has a core mission to oppose and alleviate genocide, and the company's Individual Giving Program empowers partners to begin their own "affinity groups" related to an individual's area of interest and provides matching funds based on dollar amounts donated by individual partners.
 Bridgeway officials consider themselves "stewards" of investors' money and prefer to take the long-term approach to investment strategies.
 Internally, Bridgeway consists of 28 full-time "partners" who are subject to a seven-to-one salary cap, meaning that annual compensation is limited to seven times the level of the lowest paid partner.
 Partners are provided with full medical, dental, vision, and short and long-term disability coverage, contributions toward family premiums, flex spending, a signing bonus, a $1,000 baby benefit for each partner's child's first birthday, cell phone reimbursement, education reimbursement, time off for volunteering, profit-sharing, 401(k), holiday bonuses, health club membership, vacation, sick leave and sabbaticals.
McMurryLocation: Phoenix, Ariz.Employees: 179www.mcmurry.com
     McMurry is another marketing and public relations firm that has kept with the trend of creating a hip, contemporary work environment. When employees walk into the atrium of the main office in Phoenix, the first thing they see is a large European fountain, an assortment of plant life, vaulted ceilings and an electronic marquee that frequently displays welcome messages, project announcements and birthday wishes for staff members.
 Once inside, employees enjoy the comforts of what has been dubbed the "town center," a common area that features contemporary furniture, free weights, a foosball table, a Nintendo Wii, a large-screen television that descends from the ceiling on movie days and a popcorn machine.
 Instead of cubicles, team members work together in "pods" or collaborative spaces that house up to six people, and employees can choose which pods they want to work in.
 Keeping the lines of communication open at McMurry is a priority in the most literal sense. Unlike cubicles, the delineated pods do not have walls, and even the more traditional offices don't have doors.
 "We're not very formal," vice president of talent and culture Lee Vikre says. "We have an open-door policy. Preston [McMurry] used to say, ‘Bad things happen behind closed doors.' Even our CEO doesn't have a door on his office."
 Vikre says that, in addition to all the amenities, this philosophy of open communication is the real reason McMurry has been recognized five previous times by the Great Place to Work Institute.
 In fact, feedback from an employee survey in 2002 was the impetus behind the $4 million renovation project that transformed the McMurry offices into what they are today.
 Unlike many companies, McMurry hasn't felt much impact from the recent recession, largely because it thrives on multi-year contracts that produce results over a period of time.
 "We've actually been able to grow," Vikre says. "We don't lay people off. We have the work to keep them busy."
 In addition to job security, individuals who fit the McMurry mold also enjoy a comprehensive benefits package that includes profit-sharing, quarterly massages, health care, flex time, telecommuting opportunities and PTO.

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