雖然這么說(shuō)只能作為一個(gè)小小的安慰，但霍斯金指出，你上司的上級(jí)或許早已察覺(jué)到事情不正常。他說(shuō)：“如果你的上司表現(xiàn)出從來(lái)不肯承擔(dān)責(zé)任的態(tài)度，高層肯定會(huì)注意到這一點(diǎn)。不要假設(shè)他們對(duì)此并不在意。最終，肯定會(huì)有人找他清算的。”

　　In the meantime, Ben Dattner has one additional suggestion for you: Concentrate on building a strong network。

　　"A boss who denies you credit and unfairly blames you may change [his] tune when he realizes that others, both inside and outside the organization, recognize your talent," he writes in The Blame Game。

　　此外，本-達(dá)特納還有另外一條建議：集中精力建立一個(gè)強(qiáng)有力的人際關(guān)系網(wǎng)絡(luò)。他在《責(zé)備游戲》中寫道：“如果你的上司否認(rèn)你的功勞，還對(duì)你橫加指責(zé)，等他意識(shí)到公司內(nèi)外都認(rèn)可你的才能時(shí)，他或許會(huì)改變自己的態(tài)度。”

　　A robust network of fans can make you more likely to be offered other jobs, inside and outside the company, Dattner notes, and "even the most credit-hogging and blame-dumping boss will not want to be viewed as out of step with others in the organization, or to be blamed for being the reason why a talented, hard-to-replace employee left."

　　達(dá)特納表示，強(qiáng)有力的粉絲網(wǎng)絡(luò)讓你更有可能從內(nèi)部和外部獲得其他工作機(jī)會(huì)，即便是“最貪圖功勞和熱衷嫁禍他人的上司，也不希望自己被認(rèn)為與公司其他人步調(diào)不一致，也不希望因?yàn)橐晃粌?yōu)秀的、難以替代的員工離職而受到指責(zé)。”

　　Once it's in your boss's own best interest to stop scapegoating you, in other words, he probably will。

　　一旦停止拿你當(dāng)替罪羊成為對(duì)你上司最有好處的事情，他自然就會(huì)改變之前的做法。