近日，康洋集团"第七十九期《运营之道》之2025年康洋集团企业文化落地大会"圆满落幕。康洋集团创始人冯启勇亲自主持，公司全体500余名员工齐聚 一堂，共同见证了康洋企业文化体系迎来一次承前启后、焕新升级的重要里程碑。 康洋的文化必须与时俱进，紧随社会与公司的发展步伐，不断自我完善。在此思想指引下，大会正式发布最新企业文化体系，为康洋未来的发展树立了清 晰的文化航标： 企业使命：在追求全体员工物质和精神两方面幸福的同时，造福社会，服务民生！ 企业愿景：员工幸福、客户感动、社会尊敬、行业第一。 核心价值观：敬业、感恩、忠孝、诚信。 企业目标：物质精神富足，尊享幸福人生。 大会伊始，冯董明确点出：企业文化就是生产力。 最高境界的管理就是，用企业文化指导经营，让文化变成企业全员的行动标准。 工作作风：无论如何，达成目标。 交期获得信赖，品牌成就未来。 人才战略：工作突出得高薪，创新降成拿奖金。勤学奉献获成长，德才出众定升迁。 企业优势：顶尖行业人才，独家铅锂技术。超前管理模式，利他企业文化。 六项精进： 1、付出不亚于任何人的努力 2、要谦虚，不要骄傲 3、要每天反省 4、活着就要感谢 5、积善行、思利他 6、不要有 ...

不知道你是否经历过这样的情形： 早上一上班，员工站成一圈，集体大喊口号"我们是最棒的！我们是最棒的！我们是最棒的！"（棒不棒不知道，但是"土"是一定的） 有些公司给员工开早会，一大早就因为队形不齐把员工训得跟一帮孙子似的，好满足自己刚刚上位的"领导瘾"。 还有那些动不动让全员学习诵读传统文化的，自己经典没读几篇字还认不全，以一种很滑稽的形式让员工去学…… 这些令人尬到"脚趾抠地"的场景，正在不少公司上演。 真正的企业文化是什么？ 它不是挂在墙上的标语，不是早会上的口号，更不是强制性的集体活动。 这些令人尴尬的文化推行方式，通常源于几个关键问题： 认知落差：小企业往往难以吸引顶尖人才，员工认知水平参差不齐。当老板将自己从高价课程中学来的"高深"理念强行灌输给全员时，认知鸿沟便会产生。 员工不理解、不认同，只能机械配合，尴尬由此而生。 急功近利：许多管理者希望企业文化能立竿见影地提高员工积极性、增强团队凝聚力。这种急迫心态导致他们选择最简单直接的方式——形式化的集体活 动，却忽略了企业文化需要时间沉淀、需要认同培养的基本规律。 生搬硬套：不同规模、不同行业、不同发展阶段的企业，需要不同的文化土壤。一些企业盲目模仿 ...

近日，有网友曝光，在广西钦州，一家公司于门头内悬挂了"进入厂区，请自觉放弃一切自由"的大字标语。 图：该公司门头所示标语，来源：潇湘晨报 | 图： | | --- | 广西恒逸新材料有限公司为恒逸石化子公司 据潇湘晨报报道，12月2日，该公司工作人员就此事回应记者时表示 "这件事可以咨询当地警方"。 当记者进一步追问详情时，该工作人员却回应称："不要网上有什么事就找到我们，跟你有什么关系，多此一举，有什么事情找公安去，吃饱了撑着是不 是，干点正事，作为人。" 值得关注的是，12月2日，在钦州港派出所介入协调后，涉事公司已将上述标语撤下。钦州港综合执法局工作人员表示，他们原本只能要求企业进行整 改，如今企业已主动撤掉标语，后续暂无需再采取其他措施。 此事一经曝光便迅速引发网友广泛关注，不少网友纷纷表示，该标语是在"限制人身自由"，属于不良"企业文化"的表现。 图：部分网友评论，来源：新京报评论相关文章评论 区 据悉，这家工厂的背后主体是广西恒逸新材料有限公司。根据恒逸石化（000703.SZ）发布的2025年半年报显示，广西恒逸新材料有限公司正是该上市公 司的全资子公司。 图：疑似已撤换的门头标语，来源： 截至 ...

Core Viewpoint - The incident involving a controversial sign at a company in Qinzhou, Guangxi, has raised concerns about corporate culture and personal freedom, leading to public backlash and subsequent removal of the sign by the company [2][3][5]. Company Overview - The company involved is Guangxi Hengyi New Materials Co., Ltd., a wholly-owned subsidiary of Hengyi Petrochemical (000703.SZ) [7]. - As of mid-2025, Guangxi Hengyi New Materials has a registered capital of 3.955 billion yuan and is primarily engaged in the manufacturing of chemical fiber products [7]. Incident Details - The sign that sparked controversy read "Please consciously give up all freedom upon entering the factory," which was perceived as a restriction on personal freedom [2][5]. - Following public outcry, the sign was removed after intervention from local authorities, with the company stating that any inquiries should be directed to the police [3][8]. Corporate Response - In response to the incident, Hengyi Group replaced the controversial sign with a new message emphasizing safety and collective participation [8][10]. - The company has highlighted its technical and integrated advantages in its ongoing projects, including a significant production facility for caprolactam and polyamide, which is expected to enhance collaboration with its Brunei refining project [11]. Financial Performance - Hengyi Petrochemical reported a revenue of approximately 83.885 billion yuan for the first three quarters of 2025, reflecting a year-on-year decrease of 11.53%, while net profit attributable to shareholders was about 231 million yuan, showing a slight increase of 0.08% [9].

12月2日，，由中国企业联合会、中国企业家协会主办的第十六届全国企业文化年会在青岛举行。"伟大 公司的成功，往往源于背后强大的文化。"海信集团董事长贾少谦表示，中国企业已经具备以文化软实 力走向全球的硬实力，坚信对质量的敬畏和坚守，在喧嚣背后守住良心的企业，才是中国高质量发展的 底气和未来。 贾少谦表示，文化是一个企业最底层的经营逻辑和发展动力，只有文化无法复制，只有文化能创造出永 恒的差异性。海信在不断跨越周期的实践中一再笃定，企业文化是海信拥有稳健驾驭能力的核心，是一 代代海信人砥砺前行的动力，更是海信面对困难和混沌时的终极解答，是不确定性中的最大确定性。 当天，备受瞩目的"第十六届全国企业文化成果"揭晓，海信集团《以东方管理文化驱动企业全球化发 展》案例荣获特等奖最高荣誉。该奖项是在企业自愿申报及各地方企联、行业协会、有关企业集团推荐 的基础上，经过了初审、复审和终审等严格程序评定出来的。以特等成果为代表的13项企业文化成果， 充分彰显了各自的企业文化建设特色及内涵。 （文章来源：中国新闻网） 结合海信56年的发展历史，贾少谦介绍了推动海信从优秀走向卓越的四个关键文化：视质量为生命的质 量文化、敢为天下 ...

Core Viewpoint - The incident involving a company in Guangxi Qinzhou displaying a controversial sign has sparked widespread public concern regarding corporate culture and personal freedom [2][5]. Company Overview - The company involved is Guangxi Hengyi New Materials Co., Ltd., a wholly-owned subsidiary of Hengyi Petrochemical (000703.SZ) [5][6]. - As of mid-2025, Guangxi Hengyi New Materials Co., Ltd. has a registered capital of 3.955 billion yuan, primarily engaged in chemical fiber product manufacturing [6]. Incident Details - The sign stating "Please voluntarily give up all freedom upon entering the factory" was removed after intervention from local authorities [3][5]. - The company initially responded dismissively to inquiries about the sign, suggesting that concerns should be directed to the police [3]. Corporate Response - Following the incident, the company replaced the controversial sign with a new one emphasizing safety and prevention [7][9]. - Hengyi Petrochemical's recent performance report indicated a revenue of approximately 83.885 billion yuan for the first three quarters of 2025, a year-on-year decrease of 11.53%, while net profit slightly increased by 0.08% to about 231 million yuan [8]. Project Development - Guangxi Hengyi New Materials Co., Ltd. is currently advancing a project for an integrated production line with an annual capacity of 120,000 tons of caprolactam and polyamide, which has recently entered trial production [8][10]. - The project is expected to leverage technical and structural advantages, enhancing collaboration between China's and ASEAN's petrochemical industries [10]. Market Performance - On December 3, Hengyi Petrochemical's stock closed at 8.45 yuan per share, reflecting a 2.92% increase, with a market capitalization of approximately 30.44 billion yuan [13].

炒股就看金麒麟分析师研报，权威，专业，及时，全面，助您挖掘潜力主题机会！ "进入厂区请放弃一切自由"，龙头企业现雷人标语 来源：中国新闻周刊 近日，有网友曝光，在广西钦州，一家公司于门头内悬挂了"进入厂区，请自觉放弃一切自由"的大字标 语。 图：该公司门头所示标语，来源：潇湘晨报 据潇湘晨报报道，12月2日，该公司工作人员就此事回应记者时表示 "这件事可以咨询当地警方"。 当记者进一步追问详情时，该工作人员却回应称："不要网上有什么事就找到我们，跟你有什么关系， 多此一举，有什么事情找公安去，吃饱了撑着是不是，干点正事，作为人。" 值得关注的是，12月2日，在钦州港派出所介入协调后，涉事公司已将上述标语撤下。钦州港综合执法 局工作人员表示，他们原本只能要求企业进行整改，如今企业已主动撤掉标语，后续暂无需再采取其他 措施。 此事一经曝光便迅速引发网友广泛关注，不少网友纷纷表示，该标语是在"限制人身自由"，属于不 良"企业文化"的表现。 图：部分网友评论，来源：新京报评论相关文章评论区 据悉，这家工厂的背后主体是广西恒逸新材料有限公司。根据恒逸石化（000703.SZ）发布的2025年半 年报显示，广西恒逸新材料 ...

Core Viewpoint - The recent controversy surrounding the nickname system at Three Squirrels has sparked discussions about corporate culture and employee identity, with the company clarifying that the practice is voluntary and aimed at enhancing brand identity and team cohesion [2][3] Group 1: Company Culture - Three Squirrels has implemented a nickname system where employees adopt names starting with "Squirrel," such as "Squirrel Daddy" and "Mouse Love Talent," to foster a sense of community and brand identity [2] - The company stated that these nicknames are primarily for internal communication, with real names still used on business cards and in official contexts [2] - Employees reportedly choose their own nicknames, which can be creative, and the company retains these names for future employees if there are duplicates [2] Group 2: Financial Performance - Three Squirrels is currently facing financial pressure, with a reported revenue of 7.759 billion yuan for the first three quarters of 2025, reflecting a year-on-year growth of 8.22% [3] - However, the company's net profit has significantly declined by 52.91%, amounting to 161 million yuan [3] - Increased sales expenses exceeding 300 million yuan, along with rising management and R&D costs, have contributed to the financial strain [3] Group 3: Public Perception and Legal Considerations - The nickname controversy has led to public scrutiny regarding the balance between corporate management focus and brand image [3] - Legal experts have noted that as long as the nickname system is not mandatory and does not infringe on name rights, it is not illegal, but companies should be cautious of any implicit pressure it may create [2]

Group 1 - The article discusses the difficulty of understanding the investment strategies of successful investors like Duan Yongping, emphasizing that simply mimicking their actions is not effective [4][5][6] - It highlights the distinction between copying "techniques" and "philosophies" in investing, noting that Duan's unique experiences shape his investment philosophy [8][9] - Duan Yongping's success is attributed to his deep understanding of business, gained from his entrepreneurial background, which allows him to analyze companies more effectively than others [12][14] Group 2 - The article explains that true understanding in investing varies among individuals, with Duan Yongping having a limited number of successful investments compared to others like Peter Lynch [24][26] - It emphasizes that understanding does not equate to precise market timing but involves recognizing opportunity costs and making informed decisions based on personal comfort with investments [31][32] - The importance of maintaining rationality during market fluctuations is highlighted, with Duan's approach focusing on investing in companies he understands [36][38] Group 3 - The article suggests that not understanding certain investment strategies does not preclude profitability, as ordinary investors can still find success through simpler methods like investing in the S&P 500 [47][48] - It warns against short-term trading, describing it as a zero-sum game and advocating for long-term investment strategies that are easier to replicate [49][50] - The article concludes that asset allocation can be a more suitable approach for most investors, allowing for diversification and risk management [58][59]

Core Viewpoint - The article discusses the recent controversy surrounding the internal naming culture at Three Squirrels, highlighting the importance of consumer trust and brand management in response to public opinion events [2][5]. Group 1: Incident Overview - A recent post by a netizen claimed that employees at Three Squirrels are required to adopt a "mouse" themed nickname upon joining, which sparked widespread attention [2]. - Three Squirrels clarified that the "mouse name" is a non-mandatory aspect of their corporate culture, allowing employees to choose their nicknames freely without any negative consequences for opting out [2][6]. Group 2: Company Response - The founder and CEO of Three Squirrels, Zhang Liaoyuan, emphasized that any employee culture that aligns with the company's values and is accepted by employees is beneficial [2][6]. - The company addressed consumer concerns regarding a return process where the return recipient was labeled "Return Mouse," explaining that this is part of their internal culture and not intended to offend [2][5]. Group 3: Public Perception and Management - The incident illustrates how internal corporate culture can attract public scrutiny, leading to questions about employee respect and management style [5]. - Three Squirrels adopted a transparent approach in handling the situation, clarifying the voluntary nature of the nickname system and showcasing that even executives use similar nicknames, which helps mitigate public skepticism [6][7]. Group 4: Consumer Engagement - The company utilized social media to invite consumers to engage with and understand their corporate culture, transforming public criticism into an opportunity for brand explanation [7]. - The humorous and light-hearted nature of the corporate culture resonates well with the target consumer demographic, enhancing brand perception through effective public relations strategies [7].