#记录我的2024#
Recently, Dong Mingzhu, chairman of Gree Group, put forward the remark of "don't just pursue money, money, money" at the company's entry ceremony, which aroused heated discussions in the society. The remarks seem to be divorced from the realities of the lives of grassroots employees, and also expose the deep-seated problems in the management and corporate culture of Chinese companies.
1. Employees complain about living in poverty, and the problem of food and clothing is unresolved
"We can't have a villa and a luxury car like Dong Mingzhu, we just want to live a stable life through work. On social media, a Gree employee posted a post complaining that the company's executives were detached from the real life of the employees, and that the problem of food and clothing for the employees had not yet been solved, and asked everyone to dedicate.
It is understood that among the nearly 70,000 employees of Gree, the average monthly income of ordinary workers is about 3,000-5,000 yuan. And Dong Mingzhu's annual salary in 2020 is as high as 11.42 million yuan. The huge income gap makes employees feel that management does not understand the hardships at the grassroots level.
"We are worried that this month's spending will not be able to support household expenses. The employee bluntly said that the low income makes most workers struggling to make ends meet, and often falls into the dilemma of not being able to maintain a basic life. In fact, the employee's demand is only on the issue of food and clothing, and there is no excessive demand.
Second, Dong Mingzhu's remarks aroused strong dissatisfaction among employees
While employees were widely questioned, at the Gree induction ceremony, Dong Mingzhu made extremely inappropriate remarks, asking employees to "not only pursue money" and "show dedication".
The conversation sparked an immediate backlash online. Most commentators believe that it is extremely irresponsible and unethical to demand dedication from the bottom while reaping huge returns as an executive and shareholder.
"It's hypocritical to have a lot of wealth and equity in your hands, but you call on your employees not to chase money. One commentator pointed out that Dong Mingzhu's own interests are guaranteed to the maximum, but the basic needs of employees are difficult to meet, and this difference is difficult to reconcile.
3. The words and deeds of the management damage the enthusiasm of employees
This incident reflects the deep contradiction between the management methods of Gree and some Chinese enterprises. Employees are the foundation of an enterprise, and the words and deeds of managers directly affect the internal unity and enthusiasm of employees.
The bad methods used by Dong Mingzhu have seriously damaged the company's morale and authority. She often publicly abuses employees and exaggerates her personal prestige. This style distorts the corporate culture and puts great psychological pressure on employees.
In this context, a large number of backbones left Gree. This has damaged the company's overall strength and highlighted the severity of the environment. If employees don't have basic respect, the business will run all over the body.
Fourth, public criticism reflects the blind spot of management
The incident caused an uproar on the Internet, fully proving the public's new expectations for corporate social responsibility. Employees are no longer "machines" that can be extracted at will, but flesh-and-blood individuals whose basic rights and needs should be met.
In the past, China advocated "dedication" and asked employees to press themselves. But this outdated concept is gradually being replaced by a new value orientation. Contemporary society values individual autonomy more than sacrificing the ego to accomplish the great deeds of others.
Fifth, it is necessary to change management ideas and rebuild employee trust
The foundation of the enterprise lies in people, and the solution of management problems depends on the change of thinking. Only by keeping in mind social responsibility, establishing the concept of modern civilization, and implementing it, can entrepreneurs rebuild employees' trust in the enterprise.
Specifically, companies should establish democratic decision-making, and employee needs must be fully considered. Managers should set an example and do not hypocritically ask their subordinates to contribute. At the same time, a scientific incentive and restraint mechanism should be established to make the enterprise operate in a virtuous circle.
Only when entrepreneurs have a sense of social responsibility and justice in their hearts, employees will be truly convinced, form a centripetal force of unity, and jointly promote the sustainable and healthy development of enterprises.
6. Netizen comments focus on the essence of the event
In response to this incident, netizen comments focused on the power relations involved. Some netizens also reflected on the essence of the problem from the perspective of corporate culture and social responsibility.
Some netizens said: "Holding high remuneration and shares, but asking employees to go beyond the pursuit of money, this is a typical power rent-seeking behavior." Indeed, this strong discourse of power reflects a serious imbalance between management and labor under the Chinese system.
Some netizens also said: "Entrepreneurs assume social responsibility and reflect human care, which is the desire of the people." "The reform of the management system is urgent, but the change of concept and style is the fundamental solution to the problem.
Another netizen said: "This shows that Chinese enterprises generally lack modern management concepts." "It's true that problems like Gree's are not unique. To some extent, this reflects the shortcomings of the entire Chinese manufacturing environment. This requires fundamentally strengthening the education and guidance of entrepreneurs.
Epilogue:
This incident about the demands of Gree employees reflects the deep-seated contradictions in management and culture of Chinese enterprises. To solve this problem, entrepreneurs need to change their ideas and establish humanized and people-oriented modern management ideas. At the same time, it is also necessary to further improve China's corporate governance structure and truly realize corporate social responsibility. Let us work together to move this process forward and move it forward.
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