今年春季，芝加哥软件公司37signals迈出了重大的一步──任命了一名经理。被选任为经理的资深设计师贾森·齐姆达斯(Jason Zimdars)并非完全乐意接受这次升职。他说："我喜欢编程、设计和做事情"，并不喜欢管理同事。
This spring the Chicago software firm 37signals took a big step: It appointed a manager.
在科技初创企业，以及其他在创立时并未设立各级管理层、光鲜的头衔或晋升阶梯的小企业或年轻企业中，对管理职位的不屑有时就像免费零食一样寻常。包括37signals在内的这些企业的领导者称，他们希望给予员工自由以进行创造，同时也需要一名决策者来确保项目顺畅运转，他们正努力在这二者之间取得平衡。
The promotion wasn't an entirely welcome one for Jason Zimdars, the veterandesigner who was selected for the job. Rather than manage coworkers, he says, 'I like to code and design and make things.'
成为管理者历来是普通员工职场晋升和提高收入的最佳途径，但在速度和自主性比其他一切都更受重视的初创企业，管理者往往被认为是古板的，甚或更糟的是，他们还会被视为累赘。
Disdain for management sometimes seems as common as free snacks among tech startups and other small or young companies founded without layers of supervisors, fancy titles or a corporate ladder to climb. Leaders of these companies, including 37signals, say they are trying to balance the desire to free workers to create and the need for a decision maker to ensure projects run smoothly.
创立于1999年的37signals一直维持着较少的员工数量，雇佣能够自我管理的员工。
Management has traditionally been a worker's best way to get ahead and increase earnings, but at startups, where speed and autonomy are prized above all else, managers are often dismissed as archaic, or worse, dead weight.
包括齐姆达斯在内，37signals一共有38名员工，其中有三分之二的员工都不在公司的办公室工作。最重要的贡献是编程、设计和帮助客户，而不是管理别人。
37signals, which got its start in 1999, keeps head count low and hires people capable of managing themselves.
该公司创始人之一贾森·弗里德(Jason Fried)说："我希望这儿的人是做事情，而不是管理事情的。"
Two-thirds of the 38 staffers, including Mr. Zimdars, work off site, and coding, designing and helping customers
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