Have you ever been forced to make concessions, or even forced to give up your ideas and rights for a small matter?When we are in the context of the sauce jar culture in the workplace, can we stick to our principles and bottom line?Recently, a Douyin Internet celebrity named Dong Yuhui was forced to leave because of a conflict with the company on "small composition", but behind this is the embodiment of sauce jar culture. In the workplace, we often face some awkward situations. For example, in order to win the favor of our bosses, we have to cater to their ideas, even if it goes against our own values;For example, in some companies, leaders don't like to listen to other people's opinions, and even see people who disagree as a sign of disloyalty, which makes people feel helpless. These are all manifestations of the sauce jar culture in the workplace. In this seemingly open era, our thinking and behavior are confined to a small sauce vat, unable to think and express our thoughts freely. Faced with this situation, how should we deal with it?First of all, we should stick to our own principles and bottom line, have our own ideas, speak out bravely, do not compromise easily, and do not give up our rights and interests in order to win the favor of the leaders.
Secondly, we should actively look for people to talk to, so that we are no longer alone. Of course, it is more important to continue to learn Xi and improve one's abilities, so that you can be invincible in the workplace. Workplace sauce culture is an outdated mindset that deprives people of individuality, creativity, and opportunity, which not only has an impact on personal growth, but also has a negative impact on the growth of the business. Therefore, we must break this shackle and make our thinking and behavior more free and open, so as to make the workplace a better place. From the Dong Yuhui incident, we can see that the harm of workplace sauce jar culture is very great. Only when everyone can stick to their own principles and bottom line, and actively promote the change of workplace culture, can the workplace become more free and open, so that everyone can get more opportunities and grow in their careers. In the workplace, some people are always praised and become the stars of the company, while others are ignored or even besieged. This phenomenon is especially common in the Chinese workplace. Dong Yuhui is an example of this, his performance in Dongfang Selection Company is excellent, the total amount of goods sold exceeds 10 billion yuan, and his personal traffic accounts for 80% of the entire company.
However, while CEO Sun Dongxu was full of praise for them, he used the name of the collective to contain and suppress him. Why is Dong Yuhui's personal performance so good, but he has not received the recognition and support he deserves?How does this unfairness in the workplace come about?Let's break them down one by one. First, injustice in the workplace often stems from an imbalance of power. CEO Sun Dongxu was worried that Dong Yuhui's rapid growth would pose a threat to his position, so he used the name of the collective to limit his development. Such behaviour is motivated by personal selfishness and abuse of power, not by fairness and justice. Secondly, Sun Dongxu diverted his attention through Dong Yuhui's annual salary. He claimed that Dong Yuhui earned tens of millions of dollars a year, trying to convince everyone that he had not treated Dong Yuhui badly, and used his hatred of the rich to divert criticism of himself. This practice is very vicious, not only making Dong Yuhui the target of public criticism, but also arousing other people's doubts and dissatisfaction. Thirdly, Dong Yuhui's high income does not mean that he has a voice within the company. Although he is a salesperson, he has little to no say in decision-making and corporate affairs. This led to his inability to express his opinions and ideas within the company and gave others the opportunity to be jealous and attack him.
In the end, Dong Yuhui's problem is that he only cares about his work, and ignores the grasp of power. If he had a certain amount of power and influence, other employees would not have dared to openly point out that the article was created collectively under the "small composition". This shows that in addition to hard work, it is also very important to have power in the workplace. Now the question arises, how do we address injustice in the workplace?First of all, the company should establish an unbiased evaluation system that not only focuses on the performance of the individual, but also takes into account the contribution of the team. Second, leaders should focus on nurturing and discovering more talent, rather than pinning all their hopes on one person. At the same time, employees should also increase their power and influence, not only by working hard, but also by learning to seize opportunities and express their views and ideas. Finally, inequity in the workplace needs more attention and attention. Only when everyone is aware of the problem and works together to solve it can the workplace become fairer and more equitable.
References: 1The turmoil within New Oriental has once again attracted the attention of the market. As a leader in the industry, New Oriental has always been the vane of the industry, and this dispute also makes people have to think about the internal management of the enterprise. Is it to acquiesce to excessive competition among employees, or to respect the innovation and thinking of employees?In this turmoil, the battle between Dong Yuhui and Sun Dongxu has become the focus of attention. Dong Yuhui's rebroadcast behavior caused dissatisfaction within Dongfang Selection and became the fuse that detonated the dispute. In such a situation, how should the leaders of New Oriental make decisions?On the one hand, as the founder of the company, Dong Yuhui has made great contributions to the development of New Oriental and is also an important asset of the company. However, its rebroadcast behavior has made Dongfang Selection dissatisfied with it.
At this time, how should the leaders of New Oriental choose?Perhaps, it is a good plan to cut the two of them and form a subsidiary for Dong Yuhui. In this way, Dong Yuhui can independently build his own team and also have greater autonomy in management. At the same time, New Oriental Group still plays the role of manager and continues to own this golden signboard. Such a plan can not only allow New Oriental to maintain its brand advantages, but also allow Dong Yuhui to have more room to play. Of course, such a scheme is not foolproof. New Oriental Group needs to do a good job in management and supervision to ensure the normal operation and production of its subsidiaries, and at the same time, it also needs to maintain close cooperation with subsidiaries to ensure the development of the entire enterprise. Only in this way can the business maintain a virtuous circle. In enterprise management, there are often different values and ways of thinking, which is also the main source of internal disputes. However, internal strife is not necessarily a bad thing. As long as managers can handle it properly and bring different voices together, it will also bring a lot of benefits to the enterprise.
Finally, it is believed that the leaders of New Oriental Group can properly handle the internal struggles, so that the company can better play its advantages in the future development and make greater contributions to the country's education.