你
是否曾为参加重要的家庭活动而翘班？我就有过——几年前的一个周三下午，为了带孩子们去滑雪，我没打招呼就偷偷从公司溜了出来。幸运的是，只要我们按时完成任务，老板就会睁一只眼闭一只眼，所以我受到的最严重的惩罚不过是在雪坡上接了几个编辑来的电话。
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这个故事来自于一项对雇员解决工作-家庭冲突所用手段——与老板合作还是偷偷溜走——的研究。扬所说的那名叫詹姆斯（James）的工人已经答应为他儿子的球队当教练，当球队闯入总决赛后，他请老板周六下午放他半天假，好让他能到现场去。老板拒绝了他的要求。
扬说，到了周六，詹姆斯趁吃午饭时溜了出去，稍后打电话给他的老板说他的车坏了。他说，我给Triple-A打了电话，但我不知道能否回得来。詹姆斯去给他儿子的球队当教练了，但他也被主管书面警告并降级。
扬说，如果主管能通融一下，甚至打破一、两个规定，试着在工作团队内找出解决方法，比如换班，那么就能避免这种分歧。这会激励员工加倍努力、保持对公司的忠诚，因而对雇主是有利的。据会议主办方斯隆基金会（Alfred P. Sloan Foundation）称，尽管这种事经常发生在许多工作场所，但约80%的员工仍然得不到他们想要的工作环境灵活性。他的研究发现，如果缺乏这种灵活性，就可能发生詹姆斯遇到的那种冲突。
读者们，你曾经为了参加家庭活动而翘过班吗？你是否因此而受过某种处罚呢？你认为应该如何解决这种冲突？
Sue Shellenbarger
（本文版权归道琼斯公司所有，未经许可不得翻译或转载。）
Have you ever had to play hooky from work to get to a family event or activity dear to your heart? I have sneaking out unannounced one Wednesday afternoon a few years ago to take my kids snowboarding. Fortunately, my employer is flexible as long as we meet deadlines, so the worst penalty I paid was answering a couple of calls from my editors from the slopes.
I am one of the lucky ones. When an assembly-line worker at a Midwestern auto-parts plant studied by Alford A. Young Jr. , a sociology professor at the University of Michigan, left work without permission to coach his son's football team in a championship game, he paid a high price, Young told about 200 researchers, government officials and employers Tuesday at a Washington, D.C. conference on flexibility.
The story sprang from a study of the means employees use to resolve work-family conflicts collaborating with the boss vs. sneaking around. The worker, whom Dr. Young called James, had committed to coaching his son's team, and when the team made the championship round he asked to take a Saturday afternoon off to be present. The boss said no.
When the day arrived, James left work for lunch and later called his boss to say that his car had broken down, saying ' 'I called Triple-A but I don't know if I can make it back,' ' Young says. James got to coach the game, but he also got written up by his supervisor and busted to a lower seniority level.
Such disruptions can be avoided, Young says, if supervisors bend a little, perhaps even breaking a rule or two, to try to find a solution within the work team, perhaps by allowing a shift trade; this benefits employers by motivating employees to go the extra mile and remain loyal to the company. While this happens routinely at many workplaces, about 80% of all workers still lack the workplace flexibility they want, according to the Alfred P. Sloan Foundation, the conference sponsor. What doesn't work, his study found, allowing to develop the kind of clash that encompassed James.
Readers, have you ever snuck out of work for a family event? Did you face consequences of any kind? How should such conflicts be resolved, in your view?
Sue Shellenbarger
I am one of the lucky ones. When an assembly-line worker at a Midwestern auto-parts plant studied by Alford A. Young Jr. , a sociology professor at the University of Michigan, left work without permission to coach his son's football team in a championship game, he paid a high price, Young told about 200 researchers, government officials and employers Tuesday at a Washington, D.C. conference on flexibility.
The story sprang from a study of the means employees use to resolve work-family conflicts collaborating with the boss vs. sneaking around. The worker, whom Dr. Young called James, had committed to coaching his son's team, and when the team made the championship round he asked to take a Saturday afternoon off to be present. The boss said no.
When the day arrived, James left work for lunch and later called his boss to say that his car had broken down, saying ' 'I called Triple-A but I don't know if I can make it back,' ' Young says. James got to coach the game, but he also got written up by his supervisor and busted to a lower seniority level.
Such disruptions can be avoided, Young says, if supervisors bend a little, perhaps even breaking a rule or two, to try to find a solution within the work team, perhaps by allowing a shift trade; this benefits employers by motivating employees to go the extra mile and remain loyal to the company. While this happens routinely at many workplaces, about 80% of all workers still lack the workplace flexibility they want, according to the Alfred P. Sloan Foundation, the conference sponsor. What doesn't work, his study found, allowing to develop the kind of clash that encompassed James.
Readers, have you ever snuck out of work for a family event? Did you face consequences of any kind? How should such conflicts be resolved, in your view?
Sue Shellenbarger
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