我的英文龜速之旅～～內向者之讀書心得共享

注意事項1翻譯大家也可以自己上網找～2拍謝  答案不一定有～有些翻譯都用成簡體，大家再自己變更吧，工作的關係常用日文、簡體、繁體翻譯機》

每一次的閱讀、聽力、影片資源來源真的很多，個人會設定同一篇至少三次

去書店買和圖書館借至少20本有

一些打底子基礎用 一些跟著老師們的進度 一些給自己下猛藥用

以下：仍是逼自己教讀書心得給大家的動力和文章

希望超過半年和一年的時間，給沒時間念書的人一點刺激

因為當初我也是受到很多刺激、嘲笑、勉勵⋯⋯

希望給讀書和人生要崩潰的我們鼓勵

因為我們值得更好的人生⋯⋯

暫時的輸，不代表要認命

【IS SOCIETY BIASED TOWARDS EXTROVERTS?】

In all societies throughout history, including today’s, certain groups have faced discrimination. These groups’ access to social and community institutions is limited by various factors such as religion, gender, or ethnicity. Such discrimination was sometimes official and overt (through laws and regulations), but was usually more subtle.

These days, most societies aim to eliminate all obvious forms of discrimination, but is it possible that there is discrimination against certain kinds of personality? New research suggests that this is indeed the case. The personality trait in question is a person’s degree of extraversion or introversion. In particular, in the United States, introverts seem to be the victims of bias when applying for jobs or admission to universities.

First of all, however, it is necessary to clear up some misconceptions regarding what exactly it means to be extroverted or introverted. Many people assume that extroverts are confident and outgoing, while introverts are shy and perhaps a little bit timid. In fact, many introverts can be very friendly and talkative, as well as willing to take risks. Perhaps a better way of looking at the difference is to think about energy. Simply put, extroverts gain energy by interacting with other people, whereas introverts recover their energy by having time alone or with a few close companions.

When it comes to behaviour, introverts generally prefer to work or study alone rather than in groups. In a group environment, they are probably among the last to speak up and voice their opinions. This is not because introverts lack confidence, but because they tend to weigh their words more carefully before speaking. For introverts, personal satisfaction in a job well done is more important than the recognition of others.

Unfortunately, it is just these kinds of attributes that may end up hurting introverts in their academic and professional careers. Elite schools and top companies are very direct about what kind of people they are looking for. They are seeking people who stand out from a crowd and who like to lead by being the public face of the team or organisation. They want people who are outgoing and who enjoy being the centre of attention. In short, they are looking for extroverts.

When it comes to interviews, it is easy to see why introverts may be overlooked. When asked a question in an interview, introverts tend to think more carefully before answering. They also tend to give answers that are shorter and more precise because they focus on relevant information. As a result, strongly-introverted candidates often come across as shy, low-energy, or lacking in confidence. In addition, interview questions themselves are often biased towards more extroverted personalities. For instance, a common open-ended interview question such as “Tell me about yourself” is a gift for an extrovert but can be challenging for introverts because it lacks specificity. Consequently, despite being qualified candidates, introverts are often overshadowed by their extroverted competitors.

This perception that extroverts make better leaders or employees is one that is shared by many people. But is this view, in fact, justified? As employees, introverts do not require constant motivation from superiors and work well on their own. Moreover, since introverts tend to derive energy from self-reflection and their own inner world, they excel at creating and articulating ideas and strategies for the companies that they work for.

Perhaps more telling is research that was conducted by the management school at the University of Pennsylvania. According to the study, when measured by performance, introverts tend to be more successful business leaders than their extrovert counterparts. The researchers speculate that this is in large part due to introverts’ ability to listen.

社会是否偏向外向者？

在包括今天在内的整个历史上的所有社会中，某些群体都面临着歧视。这些群体进入社会和社区机构受到宗教、性别或种族等各种因素的限制。这种歧视有时是官方的和公开的（通过法律法规），但通常更为隐蔽。

如今，大多数社会旨在消除所有明显形式的歧视，但是否可能存在针对某些类型人格的歧视？新的研究表明情况确实如此。所讨论的人格特质是一个人的外向或内向程度。尤其是在美国，内向的人在申请工作或大学入学时似乎是偏见的受害者。

然而，首先，有必要澄清一些关于外向或内向的确切含义的误解。许多人认为外向的人自信外向，而内向的人害羞甚至有点胆小。事实上，许多内向的人可以非常友好和健谈，也愿意冒险。也许查看差异的更好方法是考虑能量。简而言之，外向的人通过与他人互动来获得能量，而内向的人通过独处或与几个亲密的伙伴相处来恢复能量。

在行为方面，内向的人通常更喜欢独自工作或学习，而不是集体工作或学习。在群体环境中，他们可能是最后发言和发表意见的人。这并不是因为内向的人缺乏自信，而是因为他们倾向于在说话前更仔细地权衡自己的话。对于内向的人来说，对出色工作的个人满意度比他人的认可更重要。

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不幸的是，正是这些特质最终可能会伤害内向者的学术和职业生涯。精英学校和顶级公司对于他们正在寻找什么样的人非常直接。他们正在寻找能够从人群中脱颖而出并且喜欢通过成为团队或组织的公众形象来领导的人。他们想要外向且喜欢成为关注焦点的人。简而言之，他们正在寻找性格外向的人。

在面试时，很容易看出为什么内向的人可能会被忽视。当在面试中被问到一个问题时，内向的人在回答之前往往会更仔细地思考。他们还倾向于给出更短、更准确的答案，因为他们关注相关信息。因此，极度内向的求职者通常给人的印象是害羞、没活力或缺乏自信。此外，面试题本身往往偏向于性格比较外向的人。例如，一个常见的开放式面试问题，如“告诉我关于你自己”是外向者的天赋，但对内向者来说可能具有挑战性，因为它缺乏特异性。因此，尽管是合格的候选人，但性格内向的人往往会被外向的竞争对手所掩盖。

许多人都认为外向的人可以成为更好的领导者或员工。但事实上，这种观点是否合理？作为员工，内向的人不需要上司不断的激励，自己就能很好地工作。此外，由于内向者倾向于从自我反省和他们自己的内心世界中获取能量，因此他们擅长为他们工作的公司创造和阐明想法和战略。

也许更能说明问题的是宾夕法尼亚大学管理学院进行的研究。根据这项研究，当以绩效衡量时，内向的人往往比外向的人更能成为成功的商业领袖。研究人员推测，这在很大程度上归因于内向者的倾听能力。

相關延伸～～～https://www.theguardian.com/technology/2012/apr/01/susan-cain-extrovert-introvert-interview

It's how you respond to stimulation, including social stimulation. So introverts prefer lower-stimulation environments, that's where they feel at their most alive. Whereas extroverts really crave stimulation in order to feel at their best. It's important to see it this way because people often equate introversion with being antisocial, and it's not that at all – it's just a preference.