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Conflict happens everywhere, including in the workplace. When it does, it’s tempting to blame it on personalities. But more often than not, the real underlying cause of workplace strife is the situation itself, rather than the people involved. So, why do we automatically blame our coworkers? Chalk it up to psychology and organizational politics, which cause us to oversimplify and to draw incorrect or incomplete conclusions. 冲突随处可见，职场也不例外。当冲突发生时，人们通常归咎于性格原因。但更多时候，职场冲突的真正深层原因在于处境本身，而不是相关人。既然如此，为什么我们会无意识地责怪我们的同事呢？这归因于心理原因和组织管理，导致我们过分单纯化而得出错误的或不完整的结论。 There’s a good reason why we’re inclined to jump to conclusions based on limited information. Most of us are, by nature, “cognitive misers,” a term coined by social psychologists Susan Fiske and Shelley Taylor to describe how people have a tendency to preserve cognitive resources and allocate them only to high-priority matters. And the limited supply of cognitive resources we all have is spread ever-thinner as demands on our time and attention increase. 有足够的理由来解释为什么我们倾向于在有限信息基础上得出结论。天性使然，我们大部分人是“认知的吝啬鬼”，这一术语由社会心理学家Susan Fiske和Shelley Taylor创造，来描述人们如何倾向于保存认知资源并仅仅分配于高优先级的事情。随着我们时间和注意力的增加，我们拥有的认知性资源的有限供给逐渐摊薄。 | 
