Group 1 - The core message emphasizes the importance of having a clear set of values in a rapidly changing technological landscape, as individuals can easily be swayed by external influences if they lack self-awareness [5][6][8] - Eric Schmidt highlights the necessity of self-reflection, suggesting that individuals should regularly assess their goals and values to maintain direction in their lives [9][14] - He discusses the concept of life stages, where individuals accumulate resources in their youth, build influence in mid-life, and focus on giving back to society later on, indicating that values evolve over time [10][11][13] Group 2 - Schmidt points out the generational shift in work habits, noting that the rise of services like Uber has changed perceptions of efficiency and productivity [18][19][20] - He expresses concern over the loss of attention control in the digital age, where social media competes for user attention, often leading to negative emotional responses [24][26][28] - The discussion includes the impact of "disposable algorithms" that prioritize immediate engagement over sustained focus, resulting in a fragmented attention span [30][32][36] Group 3 - Schmidt stresses the need for critical thinking in education, arguing that future workplaces will require individuals who can think independently and solve problems rather than just follow instructions [39][42] - He warns that traditional programming jobs may be automated, but emphasizes the importance of understanding and innovating with AI tools [43][44] - The need for interdisciplinary education is highlighted, where future professionals must bridge gaps between fields, such as medicine and AI [45][46][47] Group 4 - Leadership must adapt to rapid changes, with Schmidt advocating for term limits in leadership positions to ensure organizational vitality [49][52][53] - He introduces the concept of "cross-stage leadership," where leaders must transition roles as they progress through different life stages [55][56] - The ethical responsibilities of leaders in the age of AI are underscored, emphasizing the need for clear value frameworks and accountability [59][60] Group 5 - Schmidt raises concerns about the future of decision-making in a world increasingly influenced by AI, suggesting that individuals may unknowingly relinquish their autonomy [62][66][68] - He warns of the risks associated with AI development, particularly the potential for future generations to inhabit a world they did not help design [69][70] - The importance of involving younger generations in shaping the future is emphasized, as it is crucial for sustainable societal development [71][72][73]

Core Viewpoint - The article reflects on the transformation of Alibaba from a mission-driven company focused on societal impact to one that prioritizes KPIs, salaries, and stock options, raising concerns about the sustainability of its original mission and vision [1][6][7]. Group 1: Historical Success Factors - Alibaba's success was attributed to four main factors: the era's trends, Jack Ma's vision, strong values, and institutional support [13]. - The economic growth from 1999 to 2024 saw GDP increase from $1 trillion to $18 trillion, creating vast opportunities [14]. - The internet user base grew from 8.9 million in 1999 to nearly 1 billion by 2020, facilitating the rise of mobile internet and numerous applications [15]. - Strategic decisions such as the establishment of Taobao, Alipay, and Alibaba Cloud were pivotal in capturing market opportunities [17][18]. Group 2: Signs of Decline - Since 2017, Alibaba has shown signs of fatigue, with internet user growth rates declining to single digits and strategic acquisitions largely failing [20][22]. - Notable failed acquisitions include Koubei, Ele.me, and Lazada, which did not yield the expected market impact [22][28][29]. - Internal innovation has been scarce since 2015, with successful new ventures primarily linked to existing e-commerce operations [32]. Group 3: Internal Issues - There is a consensus among employees about increasing internal issues since 2017, categorized into three areas: people, finance, and operations [35]. - The company has seen a rise in external hires who may not align with Alibaba's culture, leading to short-term thinking and a lack of historical context [37][38]. - Performance metrics have become overly focused on short-term results, undermining long-term strategic thinking [42]. Group 4: Cultural Erosion - The company's core values have weakened, with a shift from customer-first to boss-first mentality, impacting teamwork and collaboration [62][64]. - The culture of embracing change has led to strategic ambiguity and a lack of continuity in business direction [68][69]. - Trust and integrity have diminished, with a rise in unethical practices becoming normalized within the organization [72][73]. Group 5: Recommendations for Improvement - The company should restore its core values and implement transparent performance evaluations to foster a healthier organizational culture [97]. - HR needs to refocus on employee support and cultural integrity rather than solely on performance metrics [81][86]. - A reduction in redundant roles and business lines is necessary to streamline operations and enhance efficiency [98].

Core Viewpoint - The article reflects on the transformation of Alibaba from a "value-driven idealistic organization" to a "short-term KPI-driven bureaucratic organization," attributing this shift to failures in both values and systems, and proposes a "seven-step remedy" to restore culture, systems, and combat effectiveness [1][2]. Group 1: Position and Initial Intent - The author voluntarily resigned with good performance and no grievances against supervisors, aiming to provide feedback to the company [2]. - Initially attracted by the mission of "making it easy to do business anywhere," the author notes a decline in respect and internal morale over time [2][3]. Group 2: Past Successes - Alibaba's past success is attributed to four pillars: macroeconomic trends, strategic vision from Jack Ma, value-driven team selection, and institutional safeguards [2][3]. Group 3: Signs of Decline - Since 2017, Alibaba has experienced a slowdown in growth, with multiple acquisitions failing to maintain industry leadership [2][3]. - Internal innovation has stagnated, with few successful new initiatives since 2015, leading to low collaboration efficiency and a culture of short-termism [2][3]. Group 4: Internal Issues - Three major internal issues are identified: inflated job levels, lack of transparency in rewards and punishments, and a culture of short-termism [2][3]. - The organization has seen a rise in "wild dogs" (high performers with poor values) and "white rabbits" (low performers with good values), leading to increased distrust and collaboration costs [2][3]. Group 5: Root Causes - The failure of the slogan "people with feelings and righteousness working together on valuable things" indicates a collapse of values, leading to ineffective HR practices and a focus solely on KPIs [3][4]. Group 6: Recommendations - The proposed remedies include restoring collective values, returning HR to a service and oversight role, breaking down hierarchical cultures, and increasing transparency in performance and promotions [3][4]. Group 7: Cultural and Value Issues - The discussion highlights that cultural values often serve as a control mechanism rather than genuine motivators, especially when companies face difficulties [3][4]. Group 8: Evaluation and Maintenance Costs - As companies grow, inefficiencies and maintenance costs increase, leading to a need for ongoing cost optimization despite not lacking financial resources [3][4].

Core Viewpoint - The article discusses the internal challenges faced by Alibaba, highlighting a decline in its core values and culture, which has led to a phenomenon referred to as "big company disease" [1][38]. Group 1: Historical Success - Alibaba's past success is attributed to four main factors: the era's trends, Jack Ma's vision, strong values, and institutional support [4][39]. - The economic growth from 1999 to 2024, with GDP increasing from $1 trillion to $18 trillion, created significant opportunities for Alibaba [5]. - The rise of internet users from 8.9 million in 1999 to nearly 1 billion in 2020 facilitated the growth of Alibaba's business [5]. Group 2: Current Challenges - Since around 2017, Alibaba has shown signs of fatigue, with the growth rate of internet users declining to single digits [11][41]. - Many strategic acquisitions have failed, such as the purchase of Koubei and Ele.me, which did not yield the expected results [12][41]. - Internal innovation has been scarce since 2015, with few successful new business ventures outside of e-commerce-related initiatives [15][41]. Group 3: Internal Issues - There is a consensus among employees about increasing issues in three areas: people, finance, and operations [16][41]. - Recruitment practices have shifted towards hiring external talent, often leading to a lack of alignment with Alibaba's culture [17][41]. - Financial issues include grade inflation and unclear performance rewards, resulting in a lack of motivation among employees [19][41]. Group 4: Cultural Decline - The company's core values have weakened, with a shift towards prioritizing short-term results over long-term vision [28][41]. - HR has failed to uphold the company's values, focusing more on performance outcomes rather than cultural integrity [34][41]. - The middle management has become bloated, leading to ineffective decision-making and a lack of accountability [36][41]. Group 5: Recommendations for Improvement - The author suggests restoring core values, restructuring the HR system, and reforming management practices to enhance team effectiveness [38][41]. - Specific recommendations include making performance evaluations transparent, reducing redundancy, and focusing on genuine operational improvements [38][41].

Group 1: Entrepreneurial Philosophy - Entrepreneurship is a long-term battle for the future, not just for today [4][5][9] - The harsh reality of entrepreneurship is that 95 out of 100 entrepreneurs fail, and success often comes from a combination of factors beyond mere intelligence [4][6] - Entrepreneurs should focus on customer experience rather than just service, asking what value they bring to customers and society [10] Group 2: Self-Reflection and Belief - It is acceptable to doubt oneself, but one must hold firm to their beliefs and mission [11][12] - Gratitude and respect for the unknown are essential components of a successful entrepreneurial mindset [14][16] Group 3: Embracing Challenges - Entrepreneurs should view pain as a source of joy, as it is part of the journey towards fulfilling their mission [21][22] - The essence of happiness in entrepreneurship is not measured by financial success but by the impact on society and the realization of one's ideals [22][75] Group 4: Action and Opportunity - Taking action is paramount; without it, ideas remain mere fantasies [23][24] - Opportunities exist for those willing to seek them out, and complaining about circumstances is unproductive [34][36] Group 5: Values and Responsibility - Balancing self-identity with societal needs is crucial; one must choose the right path that contributes positively to society [37][39] - The size of one's responsibility correlates with the scale of their opportunities [44] Group 6: Team Dynamics - Selecting ordinary individuals who do not see themselves as elites can lead to extraordinary outcomes [49][52] - Trust within the team is the most valuable resource, and mutual support fosters a productive environment [58][60] Group 7: Integration of Work and Life - Entrepreneurship blurs the lines between work and life; true entrepreneurs find joy in this integration [64][66] - Happiness comes from recognizing and appreciating one's journey and contributions to others [70][72] Group 8: Realities of Life - The world is inherently unfair, but everyone has the same 24 hours to create their own happiness [77][81] - Happiness is a personal pursuit, and individuals should focus on self-improvement and societal contributions rather than envy [82][83]

东四十条资本 . 聚焦股权投资行业人物、事件、数据、研究、政策解读，提供专业视角和深度洞见 | 创投圈有趣的灵魂 将投中网设为"星标⭐"，第一时间收获最新推送 以下文章来源于东四十条资本 ，作者董师傅 价值观哪去了？ 作者丨董师傅 来源丨东四十条资本 各位好，findme更新一期。刚才看见傅盛发视频支持朱啸虎，推荐大家看看，里边有几句话讲得挺好的，就是机器人公司把"做人形"，"具身智能"当成 任务了，不做就混不下去，但实际的场景，没有人做啊，连瓶水都拿不稳，估值炒这么高，有啥好处呢？ 我忽然想起来去年投中年会他俩那个panel，结束的时候我说明年甭管混得好是不好，两位都回来坐坐，咱再聊一期，他俩也答应了，但眼看4.16号今年 大会要开了，阴差阳错可能凑不成局，可惜了的。 但这话题远远没完。我今天再谈它，主要是觉得，"人形机器人的泡沫"它是"真问题"，就是跟所谓"假问题"相对的"真问题"，从商业价值还是公共价值 上，它都值得大谈特谈，但很多人基于社会角色，认为VC不配谈这种问题。 你看投中网评论区就知道了。遍地是喷子，有一个很蠢的说法，就是认为朱啸虎是做投资的，即便你笃定你说的是真话，你也没权利说。这话非常操 ...