Is Mr. Yu Minhong very rich?
Did New Oriental contribute to social growth back then?
Is the quality of the things selected by the East acceptable?
Even during the epidemic, Mr. Yu was able to return all the money and donate teaching aids and desks, which is a "name" and what Mr. Yu deserves.
Turning the tables against the wind
Dongfang Selection's original headwind reversal was like making a living for a group of teachers, and it was more like an attempt by a careerist's keen sense of smell. It's just that the warmth burst out of a living individual infects the audience who are also individuals, and our brains naturally like stories and fantasies made out of nothing. On the surface, we think that the colleagues represented by Dongfang Xiaosun are dissatisfied with the inversion of wages and the internal income gap, but in fact, the essence is that the boundary of Dongfang's management system has been touched.
Like the smoke of the past, the upside down that I have personally experienced
In 2016, as a tourism e-commerce, the unit price of island outbound tourism products was high, and a single order was basically four or five thousand yuan. One time before the payday (about the link where the financial sister made the salary list to the boss of each sector for confirmation), I was called to the office by the vice president for a wild fire, and I was still muttering in my heart why is this?!It turned out that there was an upside down.
There are 2 sisters in the team who are responsible for platform operation and sales (one is to join the company after graduation, first did 2 months of peer sales, and then turned to work with me to do OTA pioneering;The other is that in 2016, I interviewed a girl who had done offline sales), just entered the peak season on the eve of the basic salary + commission, immediately over 10,000, I remember that at that time my salary just reached a fixed 6k+ team performance commission. I am also very angry with the vice president theory, the commission rules are formulated, and the team members are also normal hard work, why can't they get income according to the rules?(I'm even complacent that they can get higher returns than offline by following the business line I'm responsible for.)
Entering the management position, the cognitive perspective changes
Later, I followed the big boss brother organization management post to learn organizational system and management knowledge, and I can get a glimpse of one or two from the management perspective behind it (although most of the courses look at the employee version.) At that time, the upside-down thing stood at the management level and thought about it, the risk was indeed very high, because it was a multi-platform operation at that time, and the whole team pulled up from 2015 through online, online and offline and returned to pure online and entered a period of stable growth
From the perspective of traditional management, what we have been looking for is for this machine to run as orderly as possible, and what we are looking for is for the growth flywheel to continue to increase the weight of this machine. You don't want a part of this machine to be your huge uncertainty. At the same time, in terms of organizational system design, the salary needs to be rigorously designed, with the aim of excavating and exerting the maximum value of manpower (this value will ensure competitiveness, but it will also be benchmarked against the value of the position and the conventional market value of the same industry and position), so as to achieve the big goal of the enterprise. (This is also the management law in the context of the era of the first generation of leverage, the labor leverage).
The third generation of leverage, met the first generation of management
Dong Yuhui's talent may be nothing more than a tool for profit in the eyes of workplace managers, and the dialogue between tools and people is not an equal perspective in itself. Dong Yuhui's burst of value on the Oriental Selection Platform, do you say it is a simple labor leverage?Of course not!
In the Internet era, the efficiency of information distribution has broken through the space and time limitations of labor leverage and capital leverage, and can be quickly leveraged and expanded. At this time, you say that you want to use the method of labor era management, and want to try to control the non-expansion of this leverage effect, which is a fool's dream, and the result is obvious: the dimensions are different, keep your own leverage, and move towards a new world;Or reduce the dimension and return to the leverage space of labor.
Workers are unable to keep trading all the time, so they have to reduce the frequency of transactions
When people join the organization, they actually give up many trading opportunities and frequencies in themselves and society, and we think that our ideals can be projected and combined with the vision of the organization. But the reality is just wishful thinking on the part of many people in the workplace, and the trading rights that they should have have are lost, which is then transformed into dimensionality reduction and restrained internal transactions. A group of people's external trading opportunities contribute to the organization, and at this time, the ideals and dreams of individuals are also converged into the dreams of the organization.
In order to reduce transaction costs, individuals choose to join the organization, and the organization completes real-time transactions with external parties, and the transactions of individuals are delayed. This is a real thing that has been happening in society, where the collaborative network is diverse and complex, and the pursuit of ultimate efficiency due to a high degree of freedom. If there is no organizational form of the company, everyone has to directly connect with the needs of society, which is extremely complex and cannot maximize the productive utility of individuals and society. (But isn't that what the three generations of leverage do?)Dong Yuhui has created three generations of levers in the context of the times with his own strength, but he is still deep in the system of the first and second generations).
Individuals choose to join the organization, and the freedom of transaction is put into a basket like an egg, which has a higher, better and better degree of freedom in the market and social cooperation. Individuals make transactions with organizations, and this transaction does not happen all the time, and there are transactions, salary changes, and job changes when the individual joins the organization, but these transactions are usually delayed.
Is there a deal in the day-to-day work itself in the organization?
Of course there is, but at this time, the transactions are internalized, and these transactions are no longer as you and the organization did when you first traded, and the subject matter is your labor, brainpower, and influence in exchange for a certain return. The transactions in the process are more of the previous transactions of this group of people, a group of people working with each other + a goal (the vision depicted) to drive the group of people to roll. The transaction in the process may be that I have improved my personal ability through work experience, and gained the importance of the organizational collaboration network, and through the accumulation of these transactions, I will return to the original transaction dialogue to obtain a relatively delayed position and benefit from the renegotiation dialogue.
It is not uncommon for us to see that in order to advance the project goals, there will be many individuals who volunteer to work overtime, rack their brains to plan plans, and in addition to fame and fortune, they are driven by a sense of responsibility and achievement to continue to invest in the goals of the group, team, and organization. You see, there is a change in trading here, it comes back to oneself, the recognition of others, the satisfaction of a sense of accomplishment.
As a result, I often think that a person who joins an organization in order to reduce transaction costs is forced to reduce the frequency of his own transactions, only to be covered by various other exchanges in the process, and these transactions are ultimately directed to the goals of the organization. In this way, a person's transaction costs are not necessarily much lower, and at the same time, a person's time and opportunity costs are also invested.
If you want to have an attitude, remember "want, want", think clearly about what you want, take what you want.