Recently, a video about human resource management published by Xuan Jing, vice president of Baidu, on her personal social platform has caused widespread controversy. From the perspective of fair and equitable management, Xuan Jing is not wrong to talk about the nature of the relationship between the company and its employees, but the way she expresses it and the wording are too blunt and cold.
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From the perspective of historical development, the relationship between the company and its employees is indeed a basic "employment contract" at the earliest time. In the early capitalist society formed at the beginning of the industrial revolution, in the face of the rapid development of the manufacturing industry, most of the employees were highly mobile migrant workers, and the company mainly adopted the management model of "employing people as materials" for the sake of production efficiency.
With the progress of the times, people's perception of employment is also changing. After the war, the concept of the welfare state emerged, and various countries introduced labor laws one after another, reflecting more protection and care. Nowadays, the management philosophy emphasizes the "human" factor and the establishment of a harmonious working environment. In reality, China's employment environment remains harsh.
Aside from first-tier cities, many small and medium-sized enterprises still focus on production performance, and long-term employees are facing the hidden worry of a large number of layoffs. Especially in the Internet industry, young people often take on overtime work for job hopping opportunities, which will inevitably affect their physical and mental health in the long run. A fair and reasonable system needs to encourage and reward employees who contribute more.
Whether a company is good or not depends not only on whether the system design is fair, but more importantly, whether a brand pays enough "human touch". In today's highly information-circulating society, a little inappropriate word may also cause a crisis of public opinion, which in turn affects the image and development of the enterprise. Managers should guide the corporate culture with a virtuous demeanor, rather than relying only on the system to restrain it.
If an enterprise wants to go far in the long run, it needs to reflect the importance and care of every employee. From the point of view of pure fairness and size, the principles that Xuan Jing talks about are not inappropriate. However, in today's social environment, managers still need to be cautious and strategic when expressing themselves in public. To build a harmonious corporate culture, it is necessary to balance the two factors of system and feelings.
Only by having both can the company truly become the "home" of its employees, and at the same time achieve its own sustainable development. Analyzing a problem from a rational perspective does not mean being biased, and it is most important to exchange opinions from different positions on the premise of mutual respect. This will also be the general duty of managers and the media on public topics.
Both fairness and emotion need to be taken into account, and finding a balance is the truth of seeking truth from facts. From the point of view of pure fairness and size, the principles that Xuan Jing talks about are not inappropriate. However, in today's social environment, managers still need to be cautious and strategic when expressing themselves in public. To build a harmonious corporate culture, it is necessary to balance the two factors of system and feelings.
Only by having both can the company truly become the "home" of its employees, and at the same time achieve its own sustainable development. As a barometer of the times, public opinion also promotes the progress of management concepts to a certain extent. In a highly open information environment, the public is more likely to adopt a punitive attitude. This is an external factor for the company that cannot be ignored.
Managers should consider the overall image and long-term interests of the company when expressing their personal positions, and avoid using overly aggressive or extreme wording, so as not to cause unnecessary controversy. The expression and exchange of dissenting opinions is also important. We should not be too demanding of others, but it is the social responsibility of managers to listen to different points of view in a rational and respectful manner in the process of expression.
Management concepts need to evolve with the times, and the public needs to be more inclusive. It is only through rational communication that different positions can learn from each other and find a relatively balanced answer.