你发现了吗？有时候高薪福利未必能换来员工的忠诚，但一句真诚的"你做得超棒"就能让TA全力以赴。这背后 藏着什么法则？ 从17世纪霍布斯在《利维坦》中写下"趋利避害是人性本质"，到弗洛伊德用"生死本能"解构人类行为，人类对动 机的探索从未停歇。但直到行为经济学之父丹尼尔·卡尼曼提出"前景理论"，我们才真正读懂：职场中的激励， 从来不是简单的"胡萝卜加大棒"。 现在，动机理论已经进化成企业管理的"科学激励理论"——无论是提升员工留任率，还是构建高绩效团队，理 解这些理论的本质与适用场景，已成为组织竞争力的关键。 本文节选自《30天精读MBA》，有删减。荐读之。 《30天精读MBA》 作 者 ： [ 英 ] 科 林 · 巴 罗 出版时间：2 0 2 5年1月 出版社： 中信出版集团 作为学术研究的一个对象，动机研究算是一门相对较新的"科学"。17世纪的英国哲学家托马斯·霍布斯提 出， 理解人性的根本目的在于进行自利性的合 作 。他认为动机可以概括为围绕痛苦或享乐做出的各种选 择。 西格蒙德·弗洛伊德同样言简意赅地指出，人类只有两种基本需求： 生的本能和死的本能 。正是这些观点动 摇了历史悠久的"胡萝卜加大棒"动机法 ...

Group 1 - The article highlights the global debut of the AI catheter shaping robot at the OCIN2025 conference, showcasing advancements in intelligent diagnosis and treatment for cerebrovascular diseases [3][6] - The AI catheter shaping robot, developed in collaboration with leading medical teams, has received China's first "AI + treatment" Class III medical device registration certificate [5] - The robot's live surgery demonstration allowed experts to observe its ability to automatically shape catheters and navigate complex vascular paths, emphasizing the innovation in cerebrovascular intervention surgery [6] Group 2 - Lingyi Biotech presented significant clinical progress on gene therapy drugs for Wilson's disease and Gaucher disease type I at the ASGCT2025 conference, indicating important scientific and clinical implications [8] - Huayi Lekan introduced a novel gene therapy candidate for phenylketonuria (PKU) at ASGCT2025, which utilizes an innovative mechanism to silence mutated PAH genes and restore normal function [11][12] - New gene editing therapy GEN6050X for Duchenne muscular dystrophy (DMD) showed promising biomarker data, suggesting its potential to enhance cardiac function and overall patient outcomes [14] Group 3 - Xibiman Biotech announced early clinical results for C-CAR168, a novel CAR-T therapy targeting refractory lupus nephritis, indicating significant progress in treating autoimmune diseases [15] - The NyokAssist® artificial heart device demonstrated encouraging preliminary results at the ISHLT2025 conference, showcasing its design and low complication rates [18] - Shizai Biotech received approval for clinical trials of a new drug for amyotrophic lateral sclerosis (ALS), marking a significant step in addressing one of the "five major incurable diseases" [20] Group 4 - The establishment of a key laboratory for recombinant protein synthesis in Beijing, co-founded by Yuanwei Technology and Tsinghua University, aims to tackle challenges in the industrial application of synthetic biology [22][24] - Haowei Medical completed the first patient enrollment for a clinical trial of absorbable embolization microspheres for symptomatic uterine fibroids, marking a milestone in interventional treatment in China [26] - Sequoia China has invested in over 200 high-growth medical health companies, with more than 45 successfully completing IPOs across various stock markets [27][28]

Core Insights - The article emphasizes the importance of "emotional value" in modern workplace management, suggesting that it significantly influences team cohesion, execution, and long-term development [4][5][6]. Group 1: Emotional Value in Management - Emotional value is a crucial soft skill that impacts team dynamics and organizational effectiveness, often more than rigid structures or authority [4]. - The "Hawthorne Effect" illustrates that workers' productivity is driven by feeling valued and recognized rather than just physical working conditions [5][6]. Group 2: Communication Strategies - Effective communication can shape the emotional landscape of a team. Positive language can enhance team morale, while negative language can diminish it [7]. - Two methods for fostering a positive emotional environment include: - Positive feedback formula: "Specific behavior + Value impact + Personal recognition" [7][8]. - Crisis communication strategy: Prioritize empathy before problem-solving to alleviate anxiety and strengthen team cohesion [9][10]. Group 3: Goal Management - Providing a sense of meaning in work can drive action and enhance team motivation. Clear connections between individual goals and organizational vision are essential [11][12]. - Three effective practices include: - Explaining the relationship between goals and personal/organizational vision [12][13]. - Clarifying each member's unique contributions to foster a sense of value [13][14]. - Painting a picture of success to inspire team members [14]. Group 4: Conflict Resolution - Transforming conflict into constructive dialogue is vital for team harmony. This can be achieved through a three-step emotional buffering method: - Accepting emotions to create a conducive atmosphere [17]. - Shifting focus from confrontation to problem-solving [18]. - Rebuilding consensus through actionable plans [19]. Group 5: Long-term Motivation - Building an "emotional bank account" through positive interactions can enhance team loyalty and resilience [20]. - Strategies for constructing emotional accounts include: - Remembering key personal details about team members [20][21]. - Engaging in deep conversations outside of work contexts [22][23]. - Publicly recognizing individual contributions to foster a positive team environment [24]. Conclusion - In an increasingly digital and automated management landscape, the human element remains crucial. Leaders who can provide emotional value will foster more efficient and loyal teams, blending technical acumen with emotional intelligence to drive creativity and productivity [25].

Core Insights - The article discusses the potential of AI Agents, emphasizing their evolution from tools to colleagues in business applications and future organizational changes [2][10][15]. Group 1: AI Day Overview - The AI Day event, themed "AI Agents: From Copilot to Colleague," gathered over 200 CEOs and tech executives to explore AI Agents' commercial applications and technological advancements [2]. - New benchmarking tool xbench was introduced to address the evaluation of AI capabilities and their practical utility in real-world scenarios [7][8]. Group 2: xbench Tool Features - xbench aims to redefine AI capability assessment with a dual-track evaluation system: AGI track for basic AI capabilities and Profession Aligned for practical business applications [8]. - The tool incorporates a long-lasting evaluation system that transforms fluctuating scores into a monotonic growth curve, allowing for clearer tracking of AI capability development [8]. Group 3: AI Agent Evolution - Key characteristics of AI Agents include generalization, enabling them to perform tasks beyond traditional models, and the integration of model intelligence, expert knowledge, and user feedback [10][11]. - The discussion highlighted the importance of economic value and production costs in AI Agent projects, with a focus on abstracting production methods for scalability [10]. Group 4: Future Organizational Changes - The rise of AI Agents is likened to the mobile internet boom, with optimistic funding sentiments in early-stage companies [15]. - Future enterprises may trend towards smaller, flatter organizational structures, enhancing employee efficiency but increasing management complexity [16]. Group 5: Insights from Industry Leaders - Google Cloud and AWS representatives shared insights on AI strategies, emphasizing the need for companies to redefine their value propositions in the evolving tech landscape [18][19]. - The importance of continuous interaction with users and maintaining brand identity in the AI era was also discussed, highlighting the need for precise audience engagement [15].

红杉中国合伙人周逵在开场致辞中，从AI技术进化、AI产品特征、AI公司特征、AI商业模式以及未来智能 公司的竞争态势和结果等多个维度，分享了他对AI当下发展与未来走向的思考和见解。他表示，AI是人类 技术进步的新里程碑， "具身"的含义好似给现实生活的各类存在都能带上"大脑"的机会。他说："无论 是'硬'的机器人还是软的'Agent'，共同特点都是在获得信息同时有进一步交付的能力。企业选择Leval 2还是 Leval 4的智能目标，导致的智能能力和商业结果大不相同。"他尤其期待看到"世界模型"的重要进展，期待 下一个AI智能的Aha Moment出现。 Genesis创始人及CEO周衔和红杉中国合伙人公元进行了连线对话。周衔表示，具身人工智能技术的发展， 大概率不会出现陡然的转折点。人们或许会目睹机器人逐步渗透进一些To B的应用场景，在这一阶段，它 暂时无需与人类开展复杂的交互。随着技术的经年打磨与渐次升级，其能力将得到稳步提升，逐步迈向家 庭领域，成为人们日常生活中的得力助手。若持乐观态度，机器人技术有望在约3年左右实现关键性突破， 迎来真正意义上的商业化转折。 红杉中国合伙人郑庆生在演讲中表示，目前， ...

Core Viewpoint - The article emphasizes "unconventional" entrepreneurial thinking as a means to identify and seize opportunities for success, suggesting that mindset plays a crucial role in responding to impending changes [2]. Group 1: "We Can Do It" - Companies should focus on their core competencies and be open to exploring new opportunities beyond their traditional capabilities, as demonstrated by Brazilian entrepreneur Arnold Correia, who successfully ventured into satellite broadcasting despite lacking prior knowledge [3][4]. Group 2: "Problem-Oriented, Not Product-Oriented" - Entrepreneurs should prioritize solving problems rather than merely focusing on product innovation. Jonathan Thorne's development of a non-stick surgical tweezer illustrates the importance of addressing significant issues in specific medical fields rather than just enhancing existing products [5][6]. Group 3: "Focus on Specific Markets" - Identifying and addressing needs within niche markets can lead to substantial opportunities. Phil Knight and Bill Bowerman's creation of Nike stemmed from recognizing the unique requirements of long-distance runners, leading to the development of specialized running shoes [7]. Group 4: "Boldly Ask for Money" - For startups, securing cash flow is vital. Elon Musk's approach at Tesla, where he sold 100 Roadsters before production, exemplifies the effectiveness of pre-selling to generate capital for development [8][9]. Group 5: "Borrowing Resources" - Entrepreneurs can leverage existing resources to minimize initial investment. Tristram and Rebecca Mayhew's Go Ape company successfully partnered with the Forestry Commission to utilize their parks for adventure courses, demonstrating the potential of collaborative resource sharing [10].

Core Viewpoint - The article discusses the launch of a new AI benchmark testing tool called xbench by Sequoia China, aimed at creating a more scientific and effective evaluation system for AI capabilities, particularly in real-world applications [1][2]. Group 1: xbench Overview - xbench employs a dual-track evaluation system that constructs a multidimensional dataset to track both the theoretical limits of AI models and the practical value of AI agents in real-world scenarios [2][3]. - The tool features an Evergreen Evaluation mechanism, ensuring continuous updates to testing content to maintain relevance and timeliness [2][3]. Group 2: Evaluation Methodology - The initial release includes two core assessment sets: xbench-ScienceQA for scientific question answering and xbench-DeepSearch for deep search capabilities, with comprehensive rankings of major products in these fields [3][19]. - The evaluation methodology focuses on aligning assessments with real-world applications, particularly in recruitment and marketing sectors, to establish clear business value [3][12]. Group 3: Historical Context and Development - xbench has been used internally by Sequoia China for over two years to track and evaluate foundational model capabilities, with significant improvements observed in model performance over time [5][7]. - The tool's question bank has undergone multiple updates to reflect increasing complexity and relevance to real-world tasks, demonstrating rapid advancements in AI model capabilities [5][7]. Group 4: Future Directions - The article emphasizes the need for innovative task settings and evaluation methods that align with practical applications, moving beyond traditional assessment frameworks [8][22]. - Future evaluations will focus on dynamic, real-world tasks that reflect the evolving needs of various professional fields, with an emphasis on collaboration with industry experts to refine assessment criteria [24][27]. Group 5: Long-term Evaluation Strategy - The Evergreen Evaluation approach aims to mitigate issues of question leakage and overfitting by maintaining a dynamic and continuously updated assessment pool [11][30]. - The article outlines a vision for ongoing assessments that adapt to the rapid evolution of AI technologies and their applications in diverse professional contexts [30][35].

而且，动态设计中也涉及大量叙事元素。 当视觉叙事与图形元素、策略性文案及艺术指导完美融合时，能 达到最佳的动态效果，从而打动受众。 让我们从一些案例开始看起，了解 动态设计可以放在哪些触点： 如今，视频贴片广告、社交媒体流广告、APP开屏广告、网页用户界面、微互动设计、数字广告牌、户外屏幕 ——一切都在动！ 屏幕无处不在，在线内容也呈井喷式增长。品牌纷纷调整策略，在坚守传统渠道的同时，积极拥抱数字化触 点。从沉浸式的品牌体验到流媒体和广播内容，动态设计已然成为很多行业的标配。在一个"大屏幕看着，小屏 幕刷着"已是常态的世界里，让内容不动才是奇怪的事情。 现在，让我们聚焦于品牌的"动态设计" （Motion Design，有时亦称"动效设计"） ，聊聊如何创造出能真正打动受 众的动态效果。 动态设计是一种通过动画技术让设计 （甚至更广义的"品牌"） "生动"起来的艺术与工艺。 "动态设计"的目的是持续且有效地传递信息，强化项目的概念和视觉语言——通常是为了鼓励用户采取行 动。其对象包括品牌标志 、 符号、字体、图片、视频片段、插画、图标——任何传递信息的视觉元素都可 以成为设计的切入点。 需要考虑的动态设计触点 ...

Core Viewpoint - The article emphasizes the importance of biodiversity and the urgent need for its protection, highlighting the interconnectedness of human fate and the survival of diverse species on Earth [2][7]. Group 1: Evolution of Life's Colors - The early Earth was predominantly brown, gray, and green, but has evolved into a vibrant world filled with colors due to various evolutionary processes [2][5]. - The evolution of vision played a crucial role in this color explosion, with the development of trichromatic vision around 541 million years ago coinciding with the Cambrian explosion, allowing organisms to better navigate their environments [4][5]. Group 2: Color Revolution in Flora and Fauna - The first color revolution was led by plants, which evolved colorful fruits and flowers approximately 300 to 377 million years ago to attract animals for seed dispersal and pollination [5][6]. - Animal color evolution began around 140 million years ago, with bright colors serving as survival signals for mating, deterring predators, or establishing dominance [5][6]. Group 3: Genetic Diversity and Endangered Species - The loss of genetic diversity is accelerating globally, particularly among birds and mammals, due to habitat destruction, disease, and human activities [10][11]. - A study involving 57 scientists from 20 countries assessed genetic diversity changes in 622 species over 30 years, revealing alarming trends but also highlighting the potential for effective conservation strategies [10][11]. Group 4: Strategies for Conservation - Five key strategies to maintain or restore genetic diversity in endangered species include: 1. **Population Supplementation**: Introducing new individuals to existing populations has shown significant positive effects on genetic diversity, especially in birds [11]. 2. **Population Control**: Removing individuals can sometimes enhance population health by reducing resource competition [12]. 3. **Ecosystem Restoration**: Restoring habitats can help maintain and even increase genetic diversity over time [13]. 4. **Control of Invasive Species**: Managing invasive species can aid in the recovery of endangered populations by reducing competition [14]. 5. **Conservation Translocation**: Establishing populations in new areas or reintroducing them to former habitats can be effective if managed properly [15]. Group 5: Individual Actions for Biodiversity - Individuals can contribute to biodiversity conservation through simple actions such as creating diverse gardens, protecting traditional crop varieties, participating in community conservation efforts, and being responsible in nature [17][18].

Core Viewpoint - The article emphasizes the importance of human resource management from an organizational perspective rather than just a human resources function, highlighting that selecting the right people is paramount for long-term success [2]. Group 1: Importance of Employee Selection - Research indicates that the performance difference between top employees and average employees is significantly larger than expected, with top performers in various industries outperforming their peers by substantial margins [3]. - Choosing the wrong employees can lead to inefficiencies in subsequent HR functions like training and retention, making it crucial to select the right individuals from the outset [3]. Group 2: Investment Focus - Companies should shift their investment focus from training to recruitment, as the costs associated with hiring the wrong person can be much higher than those incurred during training [4]. Group 3: Five Rules for Improving Selection Probability - **Rule 1: Define Key Selection Criteria** Companies should clearly outline the essential characteristics they seek in candidates, as exemplified by Amazon's focus on practicality, ownership, and resilience [6]. - **Rule 2: Conduct Proper Assessments** Effective selection tools include cognitive ability tests, work sample tests, and structured situational interviews, while relying solely on personality assessments may not yield reliable results [8]. - **Rule 3: Implement Scientific Interviews** Structured situational interviews, which follow the STAR principle, are shown to be the most effective method for assessing candidates [10]. - **Rule 4: Emphasize Probation Periods and Background Checks** Utilizing probation periods allows companies to evaluate candidates in real work situations, and thorough background checks are essential, especially for higher-level positions [12]. - **Rule 5: Have the Courage to Replace Unsuitable Employees** Companies should be prepared to part ways with employees who do not meet expectations, as maintaining a harmonious relationship relies on mutual suitability [14][16].