Today's headlines first article, please do not move, offenders will be investigated.
Dong Mingzhu's words once again caused a commotion.
After a series of controversial remarks, the capital market responded clearly: Gree's share price fell sharply in a rare single day, and its market value evaporated by more than 13.2 billion in one day.
If calculated from the highest point of market capitalization, Gree has evaporated about 230 billion.
At about half past one a.m. on December 21, Gree Electric issued two announcements, one is the latest performance forecast, and the other is a supplementary explanation on the transaction of Gree titanium shares.
It's really rare to release a performance forecast in the early morning!
Since Meng Yutong left Gree to become an Internet celebrity employee, Dong Mingzhu has publicly expressed his dissatisfaction many times, believing that Meng Yutong is using Gree to become an Internet celebrity. This business strongman never thought that he would be "calculated" by a young girl. Originally, the online propaganda built Meng Yutong as the "successor of Gree", intending to take the young route and change the sales model. As a result, Meng Yutong became popular, but he was no longer Gree's person.
I tried my best, but it was like a bamboo basket for water, and I even made a wedding dress for others. Who can not be popular?
So it's understandable to vent your emotions on various occasions. Maybe I can get some sympathy and understanding for this matter, but I didn't expect her words and deeds to become more and more excessive.
Recently, a video exposed a program in March this year, in which Dong Mingzhu proposed to legislate to collect training fees for employees to change jobs.
She said, "You've been with me for so long, I've spent so much money and time training you, and then you left and went to another company, at least you have to compensate me for the cost of training." ”
Got it? Don't get confused. As a deputy to the National People's Congress, Dong Mingzhu feels that a law on employees changing jobs should be introduced. She didn't say that she would ban job hopping, but said that she would charge a fee for employees who left the company.
That's a high-level business leader's words! Shocking, right? Whether it's a deliberate hype or a serious point of view, such a statement is really infuriating. Not to mention the dispute between Meng Yutong and Dong, but she mentioned that she was an employee who had worked in a company for more than ten years, dedicated his youth and sweat to the company, and now he has entered middle age, and he was forced to choose to change jobs.
If there is no way to recruit people outside the country under the age of 35, who wants to change jobs? Shouldn't companies reflect on why they can't retain people and why the turnover of employees is so serious?
It is inherently unreasonable to charge employees for job-hopping training. Does the new company pay for an ordinary new employee? Doesn't this deprive the employees of their right to choose and restrict their personal development? If the old employees are tied to the original company for a lifetime, how much benefit will it be to the enterprise? Some enterprises feel that the old employees have a fixed thinking and cannot keep up with the pace of the times.
There are also companies that limit the age of new employees to bring new vitality to the company, and at the same time, the salary of new employees is relatively low, which is in line with the company's cost considerations.
If the training fee of the new company is levied, then the new company might as well not recruit employees who have worked in Dong Mingzhu's company before. Why bother stirring up these troubled waters? There are many talented people in the market, and there are countless graduates every year. Or the new company will deduct this expense from the personal paycheck, and in the end the employee will pay for it.
First of all, the employee signs an employment contract, not a deed of sale. This is simply an obstacle set up to prevent employees from changing jobs, does it require employees to work for the company for the rest of their lives like old scalpers?
People go to higher places, and water flows to lower places. This is a market economy, and only by the free flow of talent can we achieve merit-based competition, which is the premise of social progress. Isn't a rigid and unchanging employment environment a step backwards?
People in the system can choose to leave, let alone in a company. The idea that companies should not try to retain talents through high salaries but freeze the choices of employees can only show that Dong Mingzhu is a little outdated.
Secondly, the saying "I have cultivated you after more than ten years" is full of charity, revealing an arrogant attitude. Haven't these employees worked hard for the enterprise and created value for more than ten years? Is it true that the enterprise has supported an idler for more than ten years?
Doesn't Dong Mingzhu understand the basic employment relationship? Enterprises provide training, and employees contribute their wisdom and labor, which is a reciprocal value exchange, how can employers feel that they are superior?
Furthermore, "If you go to the next unit and have to pay for training, do they still want to charge you for the wrong people's children?" Does this kind of charging prove that you are providing training, not oppression and exploitation?
Aren't Gree's core technologies and innovations all the value created by outstanding employees?
In fact, the point of contention in Dong Mingzhu's remarks is to train employees, and who is good for it? She believes that it is good for employees, because employees will be poached by other companies after they have been trained and grown, but in this way the company will suffer.
However, is this really the case?
Dong Mingzhu actually expressed similar views on different occasions earlier. Back in 2015, she slammed the issue. In one speech, she complained about being poached by other companies for their employees and technology, and seemed to criticize her old rivals, Midea and Oaks.
She publicly accused some corporate teams of poaching people in Gree, saying that this sneaky behavior made her very angry. "There was once a leader of a well-known home appliance company who brought a team to us to poach our people. When Gree Electric learned about it, it sent someone to have an argument with them. ”
Dong Mingzhu emphasized: "If we transfer openly like a footballer, we have nothing to say, but don't poach people secretly. That's what she said.
A month later, Dong Mingzhu was re-elected as chairman of Gree Electric Appliances and expressed his anger at the massive loss of talent: "So far, Gree has been maliciously poached by competitors more than 600 people, which is faster than we can cultivate ourselves." This has seriously affected Gree's innovation momentum. She called on the government to take such incidents seriously and introduce regulations similar to talent transfers as soon as possible to regulate this phenomenon. ”
In March 2016, Dong Mingzhu once again spoke out publicly, strongly condemning Midea's bad behavior of stealing technology. "Many companies are reluctant to train their own employees, but rely on high salaries to poach people who have been trained by other companies for 10 years or more. Not only do they poach people, but they also steal technology. This is a question that we feel the most. ”
When I first heard the news, I was really surprised: Why did you start beating people when other companies came to poach people? Ordinary people change jobs, you still have to transfer like a football player, do you have to charge a transfer fee? Now it seems that Dong Mingzhu wants to collect this kind of transfer fee.
Okay, I'm willing to pay for the training for the company, but how does the company calculate the cost of these training contents? Is there a clear curriculum? Is there a set price for these training courses? If I don't think I've learned something, can I apply for a full refund?
On the other hand, if I have been delayed for a long time because of another bad company, and now I have resigned, shouldn't the company compensate me for the psychological losses caused by the delay?
Also, because of the pressure on my mind caused by the pressure of the leader and the company, which led to physical problems, should the company reimburse part of the cost of my doctor's visit?
If the company stipulates that I go to work at 9 o'clock, I have to clock in on time, and even require me to sit at my work position at 9 o'clock. If I am a little late, I will be late, if I am more than half an hour, if I am absent, if I am absent from work, if I am not there for a whole morning, I will be missing a day.
So if I work overtime for the company for a long time, shouldn't it be calculated according to this logic? If the clock-out time exceeds 1 minute, I will be working overtime for the company, and the overtime pay will be calculated according to 5 yuan per minute;
If I work more than half an hour of overtime, I should get compensatory rest time, if I work more than one hour of overtime, it is extra working time, and the company should provide subsidies for meals, return fares and overtime expenses, and if I work overtime for more than three hours, it will be regarded as a full day of work, and the company should pay me one day's salary.
Doesn't that sound like a hassle, like haggling in a vegetable market? The company can charge me for training, but I also have to calculate the remuneration with the company for every extra work, and in the end everyone will be unhappy, right?
Other companies are trying to minimize compensation when laying off employees, but Ms. Dong has a very special idea, not only not compensation, but also wants to make one last extra money from the pockets of departing employees. Foxconn felt unbelievable when he saw such an idea, and Terry Gou found it unimaginable, if Musk came, he might say: "Please be kind to your compatriots!"
Miss Dong's recent remarks are really confusing, I don't know if she was driven crazy by Meng Yutong, or if her old ideas have come out again. Next year is coming, so please treat your employees well.
From Meng Yutong to Dong Yuhui, and then to what Miss Dong said, in fact, the core issue is to discuss pay equity. Dong Yuhui became the sales champion in Dongfang, and his sales accounted for half of the company. Even after "going to Dong Yuhui", if the company was first established, his performance may account for more than 80%, he is the absolute core figure, and the value created far exceeds the company's leadership.
But Dong Yuhui did not get the reward he deserved. Not only are mothers-in-law dissatisfied, but many migrant workers are also feeling congested. No matter how good you are, in the eyes of your boss, you will always be a tool. If the people above don't get fair treatment, the people below don't count on it.
From the perspective of most workers, part-time work is buying and selling labor, and since it is a transaction, don't talk about any feelings and feelings. If you can give high wages and dividends like Huawei, you will naturally be able to exchange for the fighting spirit of employees.
But you can't always stand in the boss's perspective and talk about feelings, dedication, and ideals. After all, you receive a million-dollar salary and stock dividends, while a part-time worker only has a few thousand yuan in salary. Of course, there may be a few people who don't value salary, such as Wang Ziru.
You can find more people like "Wang Ziru" to be employees, but it is unreasonable to always want to impose the same standards on everyone. Besides, Wang Ziru won't be a migrant worker who only gets a few thousand yuan in wages, right?
A big man like Dong Mingzhu should know these truths in his heart, but why do he always repeatedly emphasize these somewhat extreme views?
I guess there might be a possibility, and that's what is called "changing perceptions".
As a business manager, she may have to constantly emphasize the values of emotion, dedication and contribution, and instill them in her subordinates and employees over and over again, so as to attract those who have the same values, influence those who have different values, and make everyone's ideas the same, so that it is easier to manage, everyone is more obedient, and the combat effectiveness is stronger.
In fact, Kazuo Inamori, the "saint of management", also said something very chicken soup, such as: "The purpose of life is not only to make money, but to see if you become better." Or "work is an opportunity to be given, not acquired", and "true happiness comes from contributing to others, not just personal achievement". Believe it or not.