如果《长安的荔枝》发生在现代职场

Core Viewpoint - The article discusses the unrealistic demands placed by leaders in both ancient and modern workplaces, highlighting the potential pitfalls of such practices and the consequences for both employees and employers [1][12][27]. Group 1: Unrealistic Tasks in Leadership - Leaders often assign unrealistic tasks due to their inability to discern genuine limitations from excuses [3][4]. - The pressure to meet these demands is intended to stimulate employee potential, but it can lead to negative outcomes [5][25]. - The modern workplace allows for greater employee mobility, making it easier for individuals to leave when faced with unreasonable expectations [28]. Group 2: Historical Context and Modern Implications - There are significant differences between ancient bureaucratic systems and modern corporate environments, which affect how tasks and responsibilities are managed [10][12]. - The principles that governed state-owned enterprises in the past do not apply to contemporary internet companies, where risk-taking and innovation are crucial [11][12]. Group 3: Consequences of Unrealistic Expectations - Employees may resort to deception to meet unrealistic demands, leading to a disconnect between reported progress and actual outcomes [20][21]. - The article illustrates this through a narrative about a character, Li Shande, who manipulates the system to avoid accountability while fulfilling impossible tasks [34][39]. Group 4: The Dark Side of Task Management - The story of a "dark version" of Li Shande reveals how individuals can exploit their positions to create personal gain while appearing to fulfill their duties [30][34]. - Strategies employed include forming alliances with local officials, leveraging tax exemptions, and creating a façade of success to mislead superiors [36][40]. Group 5: Conclusion - The article concludes that the practice of extreme pressure to achieve results is outdated and ineffective in the current talent-driven market [27][28]. - It emphasizes the need for leaders to adapt their management styles to avoid creating environments where employees feel compelled to deceive [25][26].