TED@IBM
Adam Grant: Are you a giver or a taker?
Adam Grant: Je, wewe ni mtoaji au mpokeaji?
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Katika kila mahali pa kazi, kuna aina tatu za msingi za watu: watoaji, wapokeaji na walipizaji. Mwanasaikoloji Adam Grant anazifafanua hizi nafsi tatu na anatoa mikakati ya kukuza utamaduni wa ukarimu na jinsi ya kuwaepuka wafanyakazi wabinafsi kuchukua zaidi kuliko sehemu yao.
Adam Grant - Organizational psychologist
After years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others. Full bio
After years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others. Full bio
Double-click the English transcript below to play the video.
00:12
I want you to look
around the room for a minute
around the room for a minute
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Kila mtu achukue dakika kuangalia watu humu ndani,
jaribu kumtafuta mwenye wasiwasi kuliko wote
00:15
and try to find the most
paranoid person here --
paranoid person here --
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00:17
(Laughter)
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(Vicheko)
00:18
And then I want you to point
at that person for me.
at that person for me.
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Sasa nionyeshe huyo mtu kwa kidole
00:21
(Laughter)
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(Vicheko)
00:22
OK, don't actually do it.
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Acha, natania, usinioneshe
00:23
(Laughter)
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(Vicheko)
00:25
But, as an organizational psychologist,
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Kama mwanasaikolojia,
00:26
I spend a lot of time in workplaces,
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Nimetumia muda mwingi katika mahali pa kazi,
00:28
and I find paranoia everywhere.
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na ninaiona hio paranoia kila mahali.
Paranoia inasababishwa na watu nawaita "wapokeaji."
00:31
Paranoia is caused by people
that I call "takers."
that I call "takers."
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Wapokeaji ni wabinafsi katika mahusiano.
00:33
Takers are self-serving
in their interactions.
in their interactions.
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00:36
It's all about what can you do for me.
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Wanajali sana: utawahudumiaje wao.
Kinyume chao ni "watoaji"
00:38
The opposite is a giver.
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00:40
It's somebody who approaches
most interactions by asking,
most interactions by asking,
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Hawa ni watu ambao katika mahusiano yao, huuliza,
00:43
"What can I do for you?"
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"Ni namna ipi naweza kukuhudumia?"
Ntawapa nafasi ya kutafakari tabia zenu.
00:45
I wanted to give you a chance
to think about your own style.
to think about your own style.
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00:48
We all have moments of giving and taking.
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Sote tumekuwa watoaji na wapokeaji katika nyakati mbalimbali.
00:50
Your style is how you treat
most of the people most of the time,
most of the people most of the time,
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Tabia yako ni namna unavyohusiana na watu mara nyingi,
00:53
your default.
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bila ya kujifikiria
00:54
I have a short test you can take
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Nina jaribio fupi la kuwasaidia
00:55
to figure out if you're more
of a giver or a taker,
of a giver or a taker,
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kutambua kama wewe ni mtoaji au mpokeaji;
00:58
and you can take it right now.
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na mnaweza kulifanya sasa hivi.
00:59
[The Narcissist Test]
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[Tambua kama unajihusudu)
01:01
[Step 1: Take a moment
to think about yourself.]
to think about yourself.]
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[Hatua ya 1: Chukua muda kujifikiria.]
01:03
(Laughter)
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(Vicheko)
01:04
[Step 2: If you made it to Step 2,
you are not a narcissist.]
you are not a narcissist.]
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[Hatua ya 2: Kama umeshaifikia hatua ya pili, haujihusudu.]
01:07
(Laughter)
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(Vicheko)
01:10
This is the only thing I will say today
that has no data behind it,
that has no data behind it,
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Hilo pekee nitasema leo bila ya data za kuthibitisha.
01:13
but I am convinced the longer it takes
for you to laugh at this cartoon,
for you to laugh at this cartoon,
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Ninaamani kama imekuchukua muda kuicheka hii katuni
01:17
the more worried we should be
that you're a taker.
that you're a taker.
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tuwe na shaka kwamba wewe ni mpokeaji
01:19
(Laughter)
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(Vicheko)
01:20
Of course, not all takers are narcissists.
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Hakika wapokeaji wote sio wabinafsi
01:22
Some are just givers who got burned
one too many times.
one too many times.
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Baadhi ni watoaji waliotumika sana na kuchoka.
01:25
Then there's another kind of taker
that we won't be addressing today,
that we won't be addressing today,
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Pia kuna wapokeaji ambao hatutaongelea leo,
01:29
and that's called a psychopath.
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wale wagonjwa wa akili.
01:31
(Laughter)
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(Vicheko)
01:32
I was curious, though, about how
common these extremes are,
common these extremes are,
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Nilitaka kuthibitisha uhalali wa pande hizi mbili,
01:35
and so I surveyed over 30,000
people across industries
people across industries
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hivyo nikatafiti zaidi ya watu 30,000 kwenye sekta
01:38
around the world's cultures.
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na tamaduni mbalimbali.
01:39
And I found that most people
are right in the middle
are right in the middle
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Nikakuta kwamba wengi
wako katikati -
wako katikati -
01:42
between giving and taking.
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kati ya kutoa na kupokea.
01:43
They choose this third style
called "matching."
called "matching."
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Hawa huchagua mtindo wa tatu "kulipiza."
01:46
If you're a matcher, you try to keep
an even balance of give and take:
an even balance of give and take:
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Walipizaji huweka
usawa kati kutoa na kupokea:
usawa kati kutoa na kupokea:
01:49
quid pro quo -- I'll do something
for you if you do something for me.
for you if you do something for me.
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nipe nikupe --nitakusaidia ukinisaidia.
01:52
And that seems like a safe way
to live your life.
to live your life.
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Inaonekana kama namna salama ya kuishi.
01:55
But is it the most effective
and productive way to live your life?
and productive way to live your life?
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Ila, je, ni njia fanisi ya kuishi?
01:58
The answer to that question
is a very definitive ...
is a very definitive ...
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Jibu la hakika kwa swali hilo, ni
02:00
maybe.
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labda.
02:02
(Laughter)
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(Vicheko)
02:03
I studied dozens of organizations,
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Nimechunguza mashirika kadhaa,
02:05
thousands of people.
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maelfu ya watu.
02:06
I had engineers measuring
their productivity.
their productivity.
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Nmepima tija miongoni wahandisi.
02:10
(Laughter)
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(Vicheko)
02:12
I looked at medical students' grades --
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Nimeangalia maksi ya wanafunzi wa udaktari
02:15
even salespeople's revenue.
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na hata mapato ya watu wa mauzo
02:17
(Laughter)
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(Vicheko)
02:19
And, unexpectedly,
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Cha kushtua, ni
02:20
the worst performers in each
of these jobs were the givers.
of these jobs were the givers.
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watoaji wanafanya vibaya kuliko wote, katika kila fani.
02:24
The engineers who got the least work done
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Wahandisi wanaofanya vibaya kazini
02:26
were the ones who did more favors
than they got back.
than they got back.
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ndio wanaotoa fadhila kuliko wanapokea.
02:29
They were so busy doing
other people's jobs,
other people's jobs,
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Wako makini kufanya kazi za watu wengine,
02:31
they literally ran out of time and energy
to get their own work completed.
to get their own work completed.
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hata hawana muda au nguvu ya
kufanya kazi zao.
kufanya kazi zao.
02:35
In medical school, the lowest grades
belong to the students
belong to the students
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Katika udaktari, maksi za chini ni za
02:37
who agree most strongly
with statements like,
with statements like,
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wanafunzi wanaokubaliana na kauli kama,
02:40
"I love helping others,"
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"Ninapenda kuwasaidia wengine,"
02:43
which suggests the doctor
you ought to trust
you ought to trust
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ambacho inapendekeza umuamini zaidi daktari
02:45
is the one who came to med school
with no desire to help anybody.
with no desire to help anybody.
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ambaye hana lengo la kusaidia mtu yeyote.
02:48
(Laughter)
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(Vicheko)
02:49
And then in sales, too,
the lowest revenue accrued
the lowest revenue accrued
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Katika mauzo, mapato ya chini yanaokeana
02:51
in the most generous salespeople.
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miongoni mwa wauzaji wakarimu.
02:53
I actually reached out
to one of those salespeople
to one of those salespeople
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Niliongea na mmoja kati ya
02:56
who had a very high giver score.
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wauzaji ambao ni watoaji.
02:57
And I asked him, "Why do
you suck at your job --"
you suck at your job --"
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Nikamuuliza, "Kwa nini
unafanya vibaya hivyo --"
unafanya vibaya hivyo --"
03:00
I didn't ask it that way, but --
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Sikuuliza namna hiyo, lakini -
03:01
(Laughter)
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(Vicheko)
03:02
"What's the cost of generosity in sales?"
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"Nini gharama ya ukarimu katika mauzo?"
03:05
And he said, "Well, I just care
so deeply about my customers
so deeply about my customers
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Akasema, "Naam, ninawajali wateja wangu
03:08
that I would never sell them
one of our crappy products."
one of our crappy products."
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kwamba kamwe siwezi kuwauzia bidhaa zetu ovyo. "
03:11
(Laughter)
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(Vicheko)
03:12
So just out of curiosity,
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Hivyo, kwa faida yangu,
03:14
how many of you self-identify more
as givers than takers or matchers?
as givers than takers or matchers?
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wangapi mnajitambua zaidi kama watoaji
kuliko wapokeaji au wanaolipizaji?
Inua mkono.
03:17
Raise your hands.
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03:18
OK, it would have been more
before we talked about these data.
before we talked about these data.
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OK, ingekuwa zaidi kabla kuongelea hizi takwimu.
03:22
But actually, it turns out
there's a twist here,
there's a twist here,
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Lakini, kuna cha kushangaza
zaidi hapa,
zaidi hapa,
03:26
because givers are often
sacrificing themselves,
sacrificing themselves,
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kwa sababu watoaji mara nyingi
hujitoa wenyewe,
hujitoa wenyewe,
03:29
but they make their organizations better.
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huyaboresha mashirika yao zaidi.
03:32
We have a huge body of evidence --
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Tuna ushahidi mwingi --
03:35
many, many studies looking
at the frequency of giving behavior
at the frequency of giving behavior
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tafiti nyingi kuhusu tabia za watoaji
03:38
that exists in a team
or an organization --
or an organization --
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katika timu au shirika --
03:41
and the more often people are helping
and sharing their knowledge
and sharing their knowledge
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na zaidi watu wanavyosaidiana, kufundisha
03:44
and providing mentoring,
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wengine na kushauriana,
03:45
the better organizations do
on every metric we can measure:
on every metric we can measure:
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ndivyo huboresha mashirika katika kila kipimo:
03:48
higher profits, customer satisfaction,
employee retention --
employee retention --
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faida, kuridhisha wateja, kuvutia
wafanyakazi -
wafanyakazi -
03:50
even lower operating expenses.
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hata hupunguza gharama za uendeshaji.
03:53
So givers spend a lot of time
trying to help other people
trying to help other people
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Hivyo watoaji hutumia muda mwingi
kusaidia wengine
03:56
and improve the team,
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na kuboresha timu,
03:57
and then, unfortunately,
they suffer along the way.
they suffer along the way.
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kwa bahati mbaya, wanajikuta kwenye hasara.
04:00
I want to talk about what it takes
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Nataka kuzungumzia namna ya
04:01
to build cultures where givers
actually get to succeed.
actually get to succeed.
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kujenga utamaduni ambapo watoaji wanafanikiwa.
04:05
So I wondered, then, if givers
are the worst performers,
are the worst performers,
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Hivyo nilijiuliza kama watoaji sio
watekelezaji bora,
watekelezaji bora,
04:08
who are the best performers?
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wapi ni watekelezaji bora?
04:11
Let me start with the good news:
it's not the takers.
it's not the takers.
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Nitanza na habari njema:
siyo wapokeaji.
siyo wapokeaji.
04:14
Takers tend to rise quickly
but also fall quickly in most jobs.
but also fall quickly in most jobs.
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Wapokeaji hupanda haraka
lakini pia huanguka upesi maofisini.
04:17
And they fall at the hands of matchers.
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Na huanguka katika mikono ya walipizaji.
04:19
If you're a matcher, you believe
in "An eye for an eye" -- a just world.
in "An eye for an eye" -- a just world.
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Kama mlipizaji,
unafuata sheria ya "jicho kwa jicho" - ndiyo haki.
04:23
And so when you meet a taker,
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Hivyo unapokutana na mpokeaji,
04:24
you feel like it's your mission in life
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unalifanya jukumu lako
04:26
to just punish the hell
out of that person.
out of that person.
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kumuadhibu mpokeaji, kumtia adabu.
04:28
(Laughter)
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(Vicheko)
04:29
And that way justice gets served.
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Na hivyo haki hutolewa.
04:32
Well, most people are matchers.
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Naam, watu wengi ni walipizaji.
04:34
And that means if you're a taker,
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Ina maana, kama wewe ni mpokeaji,
04:35
it tends to catch up with you eventually;
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hatimaye, balaa hukupata;
04:37
what goes around will come around.
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Kwendako mema, hurudi mema.
04:39
And so the logical conclusion is:
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Hivyo hitimisho lenye mantiki ni:
04:41
it must be the matchers
who are the best performers.
who are the best performers.
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walipizaji ndio wafanyakazi bora.
04:43
But they're not.
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Lakini, hapana, siyo.
04:45
In every job, in every organization
I've ever studied,
I've ever studied,
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Katika kila fani, kila shirika, nimechunguza,
04:48
the best results belong
to the givers again.
to the givers again.
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watoaji, tena, ndio wenye matokeo bora.
04:51
Take a look at some data I gathered
from hundreds of salespeople,
from hundreds of salespeople,
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Tuangalie baadhi ya takwimu nimekusanya, za mapato
04:54
tracking their revenue.
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ya watu wa mauzo.
04:56
What you can see is that the givers
go to both extremes.
go to both extremes.
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Unachoona ni kwamba watoaji wako katika vikomo vyote.
04:58
They make up the majority of people
who bring in the lowest revenue,
who bring in the lowest revenue,
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Wengi wao huleta mapato ya chini,
05:01
but also the highest revenue.
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lakini pia mapato ya juu.
05:03
The same patterns were true
for engineers' productivity
for engineers' productivity
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Mwelekeo huo ni kweli pia kwenye tija za wahandisi
05:06
and medical students' grades.
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na maksi za wanafunzi wa udaktari.
05:07
Givers are overrepresented
at the bottom and at the top
at the bottom and at the top
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Watoaji wana uwakilishi mkubwa
chini na juu
chini na juu
05:10
of every success metric that I can track.
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katika kila kipimo cha mafanikio.
05:12
Which raises the question:
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Hivyo swali ni:
05:13
How do we create a world
where more of these givers get to excel?
where more of these givers get to excel?
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Jinsi gani tunaweza kujenga dunia
ambapo watoaji hufanikiwa?
ambapo watoaji hufanikiwa?
05:16
I want to talk about how to do that,
not just in businesses,
not just in businesses,
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Nitazungumzi jinsi ya kufanya hivyo, sio tu katika biashara,
05:19
but also in nonprofits, schools --
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ila katika taasisi mbalimbali
05:21
even governments.
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na hata serikalini.
05:22
Are you ready?
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Mko tiyari?
05:24
(Cheers)
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(Makofi)
05:25
I was going to do it anyway,
but I appreciate the enthusiasm.
but I appreciate the enthusiasm.
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Ningewaambia hata hivyo, ila asante kwa shauku.
05:28
(Laughter)
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(Vicheko)
05:29
The first thing that's really critical
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Kitu cha kwanza muhimu
05:31
is to recognize that givers
are your most valuable people,
are your most valuable people,
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ni kutambua kwamba watoaji ni watu muhimu,
05:34
but if they're not careful, they burn out.
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ila tusipoangalia, tutawakatisha tamaa.
05:36
So you have to protect
the givers in your midst.
the givers in your midst.
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Hivyo, tunabidi kuwalinda watoaji miongoni mwetu
05:39
And I learned a great lesson about this
from Fortune's best networker.
from Fortune's best networker.
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Nimejifunza mengi kutoka kwa mwanamitandao bora wa Fortune.
05:44
It's the guy, not the cat.
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Ni huyo mtu, sio paka
05:46
(Laughter)
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(Vicheko)
05:47
His name is Adam Rifkin.
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Anaitwa Adamu Rifkin.
05:49
He's a very successful serial entrepreneur
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Yeye ni mwekezaji mahiri.
05:51
who spends a huge amount
of his time helping other people.
of his time helping other people.
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Hutumia muda mwingi akisaidia wengine.
05:54
And his secret weapon
is the five-minute favor.
is the five-minute favor.
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Siri yake ya mafanikio ni kutoa dakika tano za fadhila.
05:57
Adam said, "You don't have to be
Mother Teresa or Gandhi
Mother Teresa or Gandhi
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Adamu alisema, "Huhitaji kuwa Mama Teresa or Gandhi
05:59
to be a giver.
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kuwa mtoaji.
06:01
You just have to find small ways
to add large value
to add large value
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Unabidi utafute njia ndogondogo tu
06:03
to other people's lives."
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za kushika maisha ya watu."
06:05
That could be as simple
as making an introduction
as making an introduction
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Kama kuwatambulisha watu wawili
06:07
between two people who could
benefit from knowing each other.
benefit from knowing each other.
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wanaoweza kufaidika kwa kujuana.
Inaweza kuwa kutoa maarifa yako
au kutoa maoni.
au kutoa maoni.
06:10
It could be sharing your knowledge
or giving a little bit of feedback.
or giving a little bit of feedback.
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Au hata kusema kitu kama,
06:13
Or It might be even something
as basic as saying,
as basic as saying,
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06:16
"You know,
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"Unajua,
06:17
I'm going to try and figure out
158
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nitajaribu kumtambua mtu
06:18
if I can recognize somebody
whose work has gone unnoticed."
whose work has gone unnoticed."
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ambaye kazi yake hakujatambuliwa. "
Hizo dakika tano za fadhila ni muhimu
06:22
And those five-minute favors
are really critical
are really critical
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kusaidia watoaji kujiwekea mipaka
06:24
to helping givers set boundaries
and protect themselves.
and protect themselves.
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na kujihami.
06:27
The second thing that matters
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Jambo la pili la msingi
06:29
if you want to build a culture
where givers succeed,
where givers succeed,
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katika kujenga utamaduni ambapo watoaji wanafanikiwa,
06:31
is you actually need a culture
where help-seeking is the norm;
where help-seeking is the norm;
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ni kuhamasisha utamaduni wa kutafuta msaada;
06:34
where people ask a lot.
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ambapo watu huuliza na huomba kusaidiwa.
06:36
This may hit a little too close
to home for some of you.
to home for some of you.
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Hii inaweza kuwaogopesha baadhi yenu.
06:39
[So in all your relationships,
you always have to be the giver?]
you always have to be the giver?]
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[katika mahusiano yako, ni lazima uwe mtoaji daima?]
06:42
(Laughter)
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(Vicheko)
06:43
What you see with successful givers
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Utakachogundua katika watoaji waliofanikiwa
06:45
is they recognize that it's OK
to be a receiver, too.
to be a receiver, too.
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ni wanatambua kwamba ni sawa
kuwa mpokeaji pia.
kuwa mpokeaji pia.
06:48
If you run an organization,
we can actually make this easier.
we can actually make this easier.
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Kama unamiliki shirika,
tunaweza kukurahisishia.
tunaweza kukurahisishia.
06:51
We can make it easier
for people to ask for help.
for people to ask for help.
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Tunaweza kurahishia watu kuomba msaada.
06:53
A couple colleagues and I
studied hospitals.
studied hospitals.
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Mimi na wenzangu tulifanya utafiti katika mahospitali.
06:56
We found that on certain floors,
nurses did a lot of help-seeking,
nurses did a lot of help-seeking,
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Tuligundua wauguzi katika baadhi za wadi
06:59
and on other floors,
they did very little of it.
they did very little of it.
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waliomba kusaidiwa, kuliko wadi nyingine.
07:01
The factor that stood out on the floors
where help-seeking was common,
where help-seeking was common,
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Kilichozitofautisha wadi ambazo
07:04
where it was the norm,
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kuomba msaada ilikuwa kawaida, ni kulikuwa
07:06
was there was just one nurse
whose sole job it was
whose sole job it was
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na muuguzi mmoja ambaye kazi yake
07:08
to help other nurses on the unit.
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ni kuwasaidia wengine katika kitengo.
07:10
When that role was available,
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Msaada ulipohitajika, wauguzi walisema,
07:11
nurses said, "It's not embarrassing,
it's not vulnerable to ask for help --
it's not vulnerable to ask for help --
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"Sio aibu kuomba msaada -
07:15
it's actually encouraged."
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bali tabia inayohamasishwa."
07:18
Help-seeking isn't important
just for protecting the success
just for protecting the success
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Kutafuta msaada ni muhimu
katika kuwalinda,
katika kuwalinda,
07:21
and the well-being of givers.
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pia kwa ajili ya ustawi wa watoaji.
07:22
It's also critical to getting
more people to act like givers,
more people to act like givers,
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Na kuhamisisha tabia za watoaji,
07:25
because the data say
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kwa sababu takwimu zinaonyesha kwamba
07:26
that somewhere between 75 and 90 percent
of all giving in organizations
of all giving in organizations
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asilimia 75 hadi 90 ya utoaji
07:30
starts with a request.
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huanzia na ombi.
Lakini watu wengi hawaulizi.
07:31
But a lot of people don't ask.
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Wanahofia kuonekana hawajui,
07:33
They don't want to look incompetent,
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07:35
they don't know where to turn,
they don't want to burden others.
they don't want to burden others.
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hawajui wageukia wapi, wanaogopa kuwasumbua wenzao.
Ikiwa kamwe hakuna anayeomba msaada,
07:38
Yet if nobody ever asks for help,
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07:40
you have a lot of frustrated givers
in your organization
in your organization
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utakuwa na watoaji wengi waliokatishwa tamaa,
07:42
who would love to step up and contribute,
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1983
ambao wangependa kuchangia kwa kusaidia,
07:44
if they only knew
who could benefit and how.
who could benefit and how.
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laiti wangejua nani anahitaji msaada na kwa namna gani.
07:47
But I think the most important thing,
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Lakini jambo muhimu zaidi kama
07:49
if you want to build a culture
of successful givers,
of successful givers,
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unataka kujenga utamaduni
ambapo watoaji wanafanikiwa,
ambapo watoaji wanafanikiwa,
07:51
is to be thoughtful about who
you let onto your team.
you let onto your team.
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ni kuwa mwangalifu kuhusu nani
unaweka kwenye timu yako.
unaweka kwenye timu yako.
07:54
I figured, you want a culture
of productive generosity,
of productive generosity,
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Kama unataka utamaduni
wa ukarimu na uzalishaji,
wa ukarimu na uzalishaji,
07:57
you should hire a bunch of givers.
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1972
unapaswa kuajiri watoaji.
07:59
But I was surprised to discover, actually,
that that was not right --
that that was not right --
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Lakini nilishangaa kugundua kwamba hiyo haikuwa sahihi --
08:03
that the negative impact
of a taker on a culture
of a taker on a culture
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mapungufu ya mpokeaji
08:06
is usually double to triple
the positive impact of a giver.
the positive impact of a giver.
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ni mara mbili au mara tatu
zaidi kuliko manufaa ya mtoaji.
zaidi kuliko manufaa ya mtoaji.
08:09
Think about it this way:
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Ifiikirie hivi:
08:10
one bad apple can spoil a barrel,
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tunda moja baya linaweza kuharibu kikapu chote,
08:12
but one good egg
just does not make a dozen.
just does not make a dozen.
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lakini yai moja nzuri haliwezi kuboresha dazeni nzima.
08:15
I don't know what that means --
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Sijui hii ina maana gani--
08:17
(Laughter)
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(Vicheko)
08:18
But I hope you do.
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Lakini natumaini mnaelewa.
08:20
No -- let even one taker into a team,
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Yani-- weka hata mpokeaji mmoja kwenye timu,
08:23
and you will see that the givers
will stop helping.
will stop helping.
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na utaona kwamba watoaji
wataacha kusaidia.
wataacha kusaidia.
08:26
They'll say, "I'm surrounded
by a bunch of snakes and sharks.
by a bunch of snakes and sharks.
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Watasema, "Nimezungukwa
na rundo la nyoka na papa.
na rundo la nyoka na papa.
08:29
Why should I contribute?"
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Kwa nini mimi nichangie? "
08:30
Whereas if you let one giver into a team,
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Wakati, ukiweka mtoaji mmoja kwenye timu,
08:32
you don't get an explosion of generosity.
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huwezi kupata mlipuko wa ukarimu.
08:35
More often, people are like,
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1421
Mara nyingi zaidi, watu hufikiri,
08:36
"Great! That person can do all our work."
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"Afadhali! Huyo anaweza kufanya kazi yetu yote."
08:39
So, effective hiring and screening
and team building
and team building
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2746
Hivyo, ufanisi katika kuajiri na kujenga timu
08:41
is not about bringing in the givers;
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haihusishi kuleta pamoja watoaji tu;
08:44
it's about weeding out the takers.
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ila pia kuwatoa wapokeaji nje ya shirika.
08:47
If you can do that well,
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Ukifanikiwa,
08:48
you'll be left with givers and matchers.
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utabakiza watoaji na walipizaji.
08:50
The givers will be generous
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1365
Watoaji watakuwa wakarimu
08:51
because they don't have to worry
about the consequences.
about the consequences.
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2634
kwa sababu hawana wasiwasi
kuhusu kupokea fadhila.
kuhusu kupokea fadhila.
08:54
And the beauty of the matchers
is that they follow the norm.
is that they follow the norm.
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Na uzuri wa walipizaji ni kwamba wanafuata musuada uliopo.
08:57
So how do you catch a taker
before it's too late?
before it's too late?
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Hivyo ni jinsi gani utamtambua mpokeaji, mapema?
09:00
We're actually pretty bad
at figuring out who's a taker,
at figuring out who's a taker,
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2887
Sio rahisi kumtambua mpokeaji
09:03
especially on first impressions.
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hasa kufuata tu hisia zetu za mwanzo.
09:05
There's a personality trait
that throws us off.
that throws us off.
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Kuna tabia ambayo hutupotosha .
09:07
It's called agreeableness,
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Inaitwa wito upendezi,
09:09
one the major dimensions
of personality across cultures.
of personality across cultures.
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kati ya vipimo vikuu vya hulka
miongoni mwa tamaduni mbalimbali.
09:11
Agreeable people are warm and friendly,
they're nice, they're polite.
they're nice, they're polite.
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Watu wapendezi ni wakarimu, wema, wanyenyekevu.
09:15
You find a lot of them in Canada --
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Utawakuta wengi wao Kanada --
09:17
(Laughter)
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(Vicheko)
09:18
Where there was actually
a national contest
a national contest
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Ambapo kulikuwa na shindano la kitaifa
09:22
to come up with a new Canadian slogan
and fill in the blank,
and fill in the blank,
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3030
la kutafuta kauli mbiu mpya ya Kanada
kwa kujaza tashbihi,
kwa kujaza tashbihi,
09:25
"As Canadian as ..."
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1575
"Mkanada kama ..."
09:26
I thought the winning entry
was going to be,
was going to be,
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2084
Nilidhani kauli mbiu itakayoshinda ingekuwa,
09:29
"As Canadian as maple syrup,"
or, "... ice hockey."
or, "... ice hockey."
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2471
"Mkanada kama maple syrup,"
au, "... Hoki ya barafuni ."
au, "... Hoki ya barafuni ."
09:31
But no, Canadians voted
for their new national slogan to be --
for their new national slogan to be --
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Lakini, hapana. Kura zilichagua kauli mbiu mpya kuwa -
09:34
I kid you not --
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1161
na siwatanii --
09:35
"As Canadian as possible
under the circumstances."
under the circumstances."
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2431
"Mkanada kama iwezekanavyo,
katika mazingira haya. "
katika mazingira haya. "
09:38
(Laughter)
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3213
(Vicheko)
09:42
Now for those of you
who are highly agreeable,
who are highly agreeable,
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Sasa kwa wale ambao ni wapendezi,
09:44
or maybe slightly Canadian,
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1393
au labda ni wakanada kidogo
09:45
you get this right away.
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1373
mtaielewa upesi.
09:47
How could I ever say I'm any one thing
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Ninawezaje kusema kuwa mimi ni aina moja pekee
09:49
when I'm constantly adapting
to try to please other people?
to try to please other people?
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2826
wakati daima ninajibadilisha kuridhisha wengine?
09:52
Disagreeable people do less of it.
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1823
Watu nongwa hujaribu mara chache zaidi.
09:54
They're more critical,
skeptical, challenging,
skeptical, challenging,
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Hawa, wana mashaka, ni wakasoaji, ni changamoto
09:57
and far more likely than their peers
to go to law school.
to go to law school.
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na ndio wenye kwenda kusoma sheria.
10:00
(Laughter)
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1143
(Vicheko)
10:01
That's not a joke,
that's actually an empirical fact.
that's actually an empirical fact.
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Hiyo sio utani; ni kweli kama kanuni.
10:04
(Laughter)
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1059
(Vicheko)
10:05
So I always assumed
that agreeable people were givers
that agreeable people were givers
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2549
daima nildhani watu wapendezi ni watoaji
10:07
and disagreeable people were takers.
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595788
1947
na watu nongwa ni wapokeaji.
10:09
But then I gathered the data,
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1430
Nilipofanya utafiti,
10:11
and I was stunned to find
no correlation between those traits,
no correlation between those traits,
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3113
nilistaajabu kukuta hakuna uhusiano katika sifa hizo,
10:14
because it turns out
that agreeableness-disagreeableness
that agreeableness-disagreeableness
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kwa sababu tabia ya upendezi au nongwa
10:17
is your outer veneer:
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1163
ni gamba la nje tu:
10:18
How pleasant is it to interact with you?
261
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1941
Je, watu wanajisikiaje baada ya kuzungumza na wewe?
10:20
Whereas giving and taking
are more of your inner motives:
are more of your inner motives:
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Wakati kutoa na kupokea inategemea nia yako:
10:22
What are your values?
What are your intentions toward others?
What are your intentions toward others?
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2892
Je, maadili yako ni yapi?
Je, nia yako kwa wengine ni ipi?
Je, nia yako kwa wengine ni ipi?
10:25
If you really want to judge
people accurately,
people accurately,
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2192
Kama unataka kusoma watu kwa usahihi,
10:28
you have to get to the moment every
consultant in the room is waiting for,
consultant in the room is waiting for,
265
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3517
utataka kuwepo katika chumba wakati kila mshauri anasubiri,
10:31
and draw a two-by-two.
266
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1165
kupata picha halisi.
10:32
(Laughter)
267
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2098
(Vicheko)
Ni rahisi kuwatambua watoaji wapendezi:
10:37
The agreeable givers are easy to spot:
268
625648
2007
10:39
they say yes to everything.
269
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2634
wao husema ndiyo kwa kila kitu.
10:43
The disagreeable takers
are also recognized quickly,
are also recognized quickly,
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2873
Wapokeaji nongwa wanatambulika kirahisi pia,
10:46
although you might call them
by a slightly different name.
by a slightly different name.
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3907
ingawa unaweza kuwaita
kwa jina tofauti kidogo.
kwa jina tofauti kidogo.
10:50
(Laughter)
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1864
(Vicheko)
10:53
We forget about the other
two combinations.
two combinations.
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2072
Tunasahau makundi mengine mbili.
10:55
There are disagreeable givers
in our organizations.
in our organizations.
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3335
Kuna watoaji nongwa
katika mashirika.
katika mashirika.
10:59
There are people who are gruff
and tough on the surface
and tough on the surface
275
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2641
Hawa wanaonekana wagumu kwa nje
11:01
but underneath have
others' best interests at heart.
others' best interests at heart.
276
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2538
lakini hujali sana maslahi ya wengine.
11:05
Or as an engineer put it,
277
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1363
Au kama mhandisi anavyoiweka,
11:06
"Oh, disagreeable givers --
278
654476
1606
"Ah, watoaji nongwa ni -
kama mtu mwenye kiolesura kibaya cha mtumiaji
11:08
like somebody with a bad user interface
but a great operating system."
but a great operating system."
279
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3876
lakini mfumo mzuri."
11:12
(Laughter)
280
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1286
(Vicheko)
11:13
If that helps you.
281
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1371
Kama inawasaidia.
11:14
(Laughter)
282
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1150
(Vicheko)
11:16
Disagreeable givers are the most
undervalued people in our organizations,
undervalued people in our organizations,
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3503
Watoaji nongwa hawathaminiwi katika mashirika yetu,
11:19
because they're the ones
who give the critical feedback
who give the critical feedback
284
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2592
kwa sababu huotoa changamoto
11:22
that no one wants to hear
but everyone needs to hear.
but everyone needs to hear.
285
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2606
ambazo watu hawataki kusikia
hata kama tunahizitaji.
hata kama tunahizitaji.
11:25
We need to do a much better job
valuing these people
valuing these people
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2488
Tunahitaji kuwathamini zaidi
watu hawa
watu hawa
11:27
as opposed to writing them off early,
287
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1788
badala ya kuwapuuza,
11:29
and saying, "Eh, kind of prickly,
288
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1744
na kusema, "Eh, wanakera,
11:31
must be a selfish taker."
289
679289
1497
lazima awe mpokeaji nongwa."
11:33
The other combination we forget about
is the deadly one --
is the deadly one --
290
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2759
Kundi jingine hatari tunasahau ni-
11:36
the agreeable taker,
also known as the faker.
also known as the faker.
291
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2682
mpokeaji mpendezi, pia anajulikana kama muigizaji.
11:40
This is the person
who's nice to your face,
who's nice to your face,
292
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2065
Huyu ni mtu mwema akiwa mbele yako,
11:42
and then will stab you right in the back.
293
690533
1980
na ukigeuka hukuchoma.
11:44
(Laughter)
294
692537
1332
(Vicheko)
11:46
And my favorite way to catch
these people in the interview process
these people in the interview process
295
694537
3234
Napenda kuwakamata
hawa watu katika usahili
hawa watu katika usahili
11:49
is to ask the question,
296
697795
1272
kwa kuuliza swali,
11:51
"Can you give me the names of four people
297
699091
1962
"Je, unaweza kunipa majina ya watu wanne
11:53
whose careers you have
fundamentally improved?"
fundamentally improved?"
298
701077
2369
ambao umewasaidia kimsingi kazini?"
11:56
The takers will give you four names,
299
704424
1893
Wapokeaji watakupa hayo majina manne,
11:58
and they will all be more
influential than them,
influential than them,
300
706341
2697
na wote watakuwa na mafinikio zaidi kuliko wao,
12:01
because takers are great at kissing up
and then kicking down.
and then kicking down.
301
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3202
kwa sababu wapokeaji ni wastadi katika kunyenyekea
wakuu wao na kudharau walio chini.
12:04
Givers are more likely to name people
who are below them in a hierarchy,
who are below them in a hierarchy,
302
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3400
Watoaji wanajua zaidi majina ya watu chini ya uongozi wao,
12:08
who don't have as much power,
303
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1546
ambao hawana mamlaka mingi,
12:09
who can do them no good.
304
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1372
ambao hawana mchango muhimu kwao.
12:11
And let's face it, you all know
you can learn a lot about character
you can learn a lot about character
305
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3174
Hakika, tunafahamu kuwa tunajifunza mengi kuhusu tabia ya mtu
12:14
by watching how someone
treats their restaurant server
treats their restaurant server
306
722921
2555
kwa kumuangalia anavyohusiana na mhudumu
12:17
or their Uber driver.
307
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1163
au dereva wa Uber.
12:19
So if we do all this well,
308
727319
1266
Hivyo tukifanya yote vizuri,
12:20
if we can weed takers
out of organizations,
out of organizations,
309
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2084
kama tutatoa wapokeaji katika mashirika,
12:22
if we can make it safe to ask for help,
310
730717
1912
kama tutaweza kuwahakikishia usalama wanaoomba msaada,
12:24
if we can protect givers from burnout
311
732653
2014
kama tutaweza kuwalinda watoaji wasichoke
12:26
and make it OK for them to be ambitious
in pursuing their own goals
in pursuing their own goals
312
734691
3227
na kuwawezesha kutimiza malengo yao
12:29
as well as trying to help other people,
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na pia kusaidia watu wengine,
12:32
we can actually change the way
that people define success.
that people define success.
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tunaweza kubadilisha mtizamo wa watu
wanavyotizama mafanikio.
12:35
Instead of saying it's all about
winning a competition,
winning a competition,
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Badala ya kuona ni mashindano,
12:38
people will realize success
is really more about contribution.
is really more about contribution.
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watu watatambua mafanikio kama mchango kijumuiya zaidi.
12:42
I believe that the most
meaningful way to succeed
meaningful way to succeed
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Naamini kuwa njia kuu ya kufanikiwa
12:45
is to help other people succeed.
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ni kuwasaidia watu wengine wafanikiwe.
12:47
And if we can spread that belief,
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Na kama tunaweza kusambaza imani hio,
12:48
we can actually turn paranoia upside down.
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tunaweza kweli kuigeuza paranoia.
12:51
There's a name for that.
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Kuna jina kwa ajili hiyo
12:52
It's called "pronoia."
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inaitwa "pronoia."
12:55
Pronoia is the delusional belief
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Pronoia ni imani kwamba
12:56
that other people
are plotting your well-being.
are plotting your well-being.
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wengine wanapanga mema kwa ajili yako.
12:59
(Laughter)
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(Vicheko)
13:02
That they're going around behind your back
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Kwamba wanakuzunguka
13:05
and saying exceptionally
glowing things about you.
glowing things about you.
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na kuimba sifa zako.
13:09
The great thing about a culture of givers
is that's not a delusion --
is that's not a delusion --
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Uzuri wa utamaduni wa watoaji
ni kwamba hio sio njozi,
ni kwamba hio sio njozi,
13:13
it's reality.
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huo ndio uhalisia.
13:15
I want to live in a world
where givers succeed,
where givers succeed,
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Ningependa kuishi kwenye dunia ambayo watoaji wanafanikiwa.
13:18
and I hope you will help me
create that world.
create that world.
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Natumaini nyote mtanisaidia kujenga ulimwengu huo.
13:20
Thank you.
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Asanteni.
13:21
(Applause)
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(Makofi)
ABOUT THE SPEAKER
Adam Grant - Organizational psychologistAfter years of studying the dynamics of success and productivity in the workplace, Adam Grant discovered a powerful and often overlooked motivator: helping others.
Why you should listen
In his groundbreaking book Give and Take, top-rated Wharton professor Adam Grant upended decades of conventional motivational thinking with the thesis that giving unselfishly to colleagues or clients can lead to one’s own long-term success. Grant’s research has led hundreds of advice seekers (and HR departments) to his doorstep, and it’s changing the way leaders view their workforces.
Grant's book Originals: How Non-Conformists Move the World examines how unconventional thinkers overturn the status quo and champion game-changing ideas.
Grant is the host of the TED original podcast WorkLife, taking us inside unconventional workplaces to explore the ideas we can all use to make work more meaningful and creative.
Adam Grant | Speaker | TED.com