企业价值观

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那家因为员工举报而清零15天年假的公司,有点怪
3 6 Ke· 2025-10-10 11:10
节前有个新闻,深圳某公司因台风放假耽误了工期,公司要求员工在27日(周六)当天补班一天,结果被员工投诉至劳动部门。 公司感觉到了背刺,在取消补班的同时,并顺手取消了全体员工法定假期之外的圣诞节、万圣节休假以及14天年假也取消了。 从目前的信息来看,网上大部分言论都是支持公司,反对员工的。 但是坦率说,这事情有点怪。我看到有部分网友指出,所谓的14天年假,其中有7天是法定春节假日,剩下7天才是年假。 但抛开这些细节不说,依然会让人感觉很怪。 我遇到过很多福利很好的公司,早年我自己在人力资源咨询公司,应届生入职就有15天年假,工作每满1年再加1天。此外还有12年带薪病假。圣诞节也会 放一天假,甚至2014年团队搞世界杯竞猜,还给了半天看球假…… 但即便给了很多假期,一旦因为那件事需要员工回来周末来上班的时候,那就一定会按照法定的加班费给钱。 之前我拜访科技独角兽企业Canva的时候,Canva的HR伙伴们也提到了他们有一种接近1个月的长假,给到工作满5年的老员工,让员工享受生活。 但越是福利好,愿意给员工超额年假的企业,越是不会纠结于1天的加班工资,冒着被劳动局警示+员工反感的风险,问员工讨一天补班回来。 可能是 ...
辞退跛脚员工引争议,得力集团致歉:情况属实,将整改
Nan Fang Du Shi Bao· 2025-09-30 17:42
得力集团辞退跛脚员工引发争议,多个话题登上微博热搜榜,9月30日下午,得力集团通过微博发布致歉声明称,事件发生后,公司第一时间成立专项小 组进行全面调查。经核实,该员工反映的情况基本属实。得力集团郑重向该事件员工致以诚挚歉意。 致歉声明 各位关注此事的朋友、社会各界同仁: 昨日,网络上出现关于"因玻脚入职当天被辞退"的相关内容,引发了广泛 关注。对此,我司高度重视,深表愧疚,在此郑重向该事件员工致以诚挚歉意! 事件发生后,公司第一时间成立专项小组进行全面调查。经核实,该员工反 映的情况基本属实。集团执行总裁已第一时间向当事人致以最诚恳的道歉,指定 总裁办主任直接与当事人沟通,并于今日上午飞往当事人所在地,期望代表公司 当面致歉,真诚沟通,倾听诉求,以务实的态度获得当事人的谅解。 6 @信力集团 得力集团称,集团执行总裁已第一时间向当事人致以最诚恳的道歉,指定总裁办主任直接与当事人沟通,并于30日上午飞往当事人所在地,期望代表公司 当面致歉,真诚沟通,倾听诉求,以务实的态度获得当事人的谅解。 得力集团进一步表示,此次事件,暴露了其在价值观践行与内部管理机制上存在不足。为彻底纠正问题、改良文化,其将立即采取以下整 ...
上任一年,雀巢CEO因“办公室恋情”被解雇
Jing Ji Guan Cha Bao· 2025-09-02 11:46
Core Viewpoint - Nestlé's CEO Laurent Freixe was dismissed due to a violation of the company's code of conduct, specifically an undisclosed relationship with a subordinate, raising concerns about ethics and trust in the company [1][2] Group 1: Company Response and Leadership Change - The board quickly appointed Philipp Navratil as the new CEO, emphasizing the importance of Nestlé's values and governance as foundational to the company [2] - Freixe's tenure saw a 17% decline in Nestlé's stock price, contrasting with a 5% drop for competitor Unilever, indicating a loss of investor confidence [2] - The swift leadership change is part of a strategy to regain public trust and shift the narrative from "violation" to "rebirth" [2][4] Group 2: Challenges and Strategic Implications - Nestlé has changed CEOs twice in the past three years, raising concerns about the company's strategic execution and long-term stability [3] - Navratil's extensive experience within Nestlé, including key roles in various markets and brands, positions him as a leader capable of driving the company's narrative of responsibility, inclusivity, and innovation [3][4] - The company faces the challenge of rebuilding its narrative to assure consumers and investors that its long-term strategy remains intact despite leadership changes [4]
阿里离职员工发万字长文:我的5点思考
3 6 Ke· 2025-06-13 06:25
Core Insights - The article discusses a lengthy resignation letter from a former Alibaba employee, Yuan An, highlighting the decline of the company's core values and the shift from a customer-first approach to a performance-first mentality [1][4][5]. Group 1: Company Culture and Values - Yuan An emphasizes that the company's core values have weakened over time, with a shift in focus from dreams and integrity to KPIs, salaries, and stock options [4][5]. - The deterioration of values leads to a lack of clarity in strategy, ineffective systems, and a disheartened workforce, ultimately resulting in various organizational issues [5][6]. - The importance of maintaining and implementing core values consistently is stressed, suggesting that leadership must regularly reflect on their adherence to these values [6][7]. Group 2: Recruitment and Cultural Fit - The article warns against the dilution of company culture as employee numbers grow, noting that a rapid increase in staff can lead to cultural collapse rather than mere dilution [8][9]. - It advocates for strict recruitment practices to ensure that new hires align with the company's culture and values, suggesting that only those who have integrated into the culture should be allowed to recruit others [12][13]. - The notion of "external talent" is critiqued, as hiring high-profile individuals from larger companies may not yield the expected results due to their lack of understanding of the new company's culture [14][15][16]. Group 3: Organizational Health and Adaptability - The article introduces the concept of "organizational rigidity," which can occur as companies grow, leading to issues such as departmental silos, bureaucratic processes, and a lack of innovation [17][19]. - Regular organizational assessments are recommended to identify and address these issues, ensuring that the company remains agile and responsive to changes [19][20]. - Companies are advised to maintain strategic focus and avoid the temptation of short-term gains, which can undermine long-term sustainability and innovation [20][22][25]. Group 4: Leadership and Decision-Making - The need for leaders to possess a strong sense of determination and clarity in decision-making is emphasized, particularly in challenging times [26][27]. - The article suggests that many companies fail not due to external competition but because they lose sight of their core mission and values [24][27]. - Maintaining a balance between doing the right things and executing them correctly is crucial for long-term success [27].
沃尔沃袁小林:以价值观为根基,构建全面安全体系
Zhong Guo Jing Ji Wang· 2025-06-05 01:12
Core Viewpoint - The automotive industry is increasingly emphasizing "safety" as a core value amidst growing competition in the new energy intelligent connected vehicle market, aligning with Volvo's long-standing commitment to safety [1][3]. Group 1: Volvo's Safety Philosophy - Volvo has maintained safety as its brand's core for 98 years, continuously pushing for higher industry safety standards [3]. - The company aims to establish a comprehensive safety system that integrates various technologies based on real traffic safety needs, rather than merely focusing on parameters [5][6]. - Volvo's approach to safety is likened to the difference between a Michelin-star chef and a street vendor, emphasizing the importance of systemic capability over mere ingredient quality [5]. Group 2: Strategic Positioning and Market Dynamics - The essence of a car manufacturer is to act as an integrator of supplier technologies, ensuring alignment with brand standards [6]. - In times of industry prosperity, differences between companies may be minimal, but during downturns, true value and strategic determination are tested [6]. - Volvo prioritizes long-term brand sustainability over short-term gains, viewing challenges as opportunities for growth [6]. Group 3: Balancing Quality and Quantity - Volvo refuses to treat safety as an optional feature, ensuring that all models have equal safety configurations without high-priced add-ons [8]. - The company believes that quality is essential for survival, and compromising on safety would equate to the brand's demise [8]. - Achieving a balance between quality and quantity is crucial, with a focus on sustainable business practices rather than merely increasing sales through price reductions [9]. Group 4: Commitment to Universal Safety Values - Volvo aims to promote safety as a universal value across the industry, advocating for a human-centered approach that respects life [10]. - The company emphasizes that all its actions are consistent with its long-standing commitment to safety, hoping to influence a broader audience [10].
女子应聘被嫌丑,公司回复“不用管”错上加错
Xin Jing Bao· 2025-05-17 10:35
Core Viewpoint - The incident highlights a severe lack of professionalism and respect in the hiring process, reflecting poorly on the company's culture and values [3][4][5] Group 1: Company Behavior - The company involved in the incident responded to a job applicant with an inappropriate comment about their appearance, indicating a disregard for basic workplace ethics [3][4] - The company's representative dismissed the incident, suggesting a culture where employee misconduct is not taken seriously and public scrutiny is ignored [3][4] - Such behavior is indicative of a broader issue within certain companies that fail to uphold respect and dignity in their interactions with job seekers [4][5] Group 2: Industry Implications - The incident is part of a troubling trend where job seekers face humiliation from potential employers, which can damage the overall reputation of the hiring industry [4][5] - There is a call for stricter regulations and oversight from labor authorities to ensure that companies adhere to respectful hiring practices and are held accountable for their actions [5] - The expectation from society is for all workers to be treated with equality and respect, urging companies to recognize and respond to this sentiment to avoid damaging their image and business prospects [5]
壹快评|雷总还记得亲自制定的小米价值观吗?
第一财经· 2025-05-17 04:19
Core Viewpoint - The article discusses the recent public relations crisis faced by Xiaomi and its CEO Lei Jun following a tragic accident involving one of their vehicles, highlighting the need for companies to balance marketing with safety and responsibility [2][4][5]. Group 1: Incident Overview - Lei Jun's recent remarks about the March accident that resulted in three fatalities reveal a disconnect between the company's marketing focus and public expectations regarding safety [2][4]. - The accident has led to significant public scrutiny and criticism, forcing Xiaomi to confront the reality of its responsibilities as a major player in the automotive industry [2][4]. Group 2: Marketing vs. Responsibility - Xiaomi's marketing-driven approach has been successful in the past, but the recent incident has exposed the dangers of prioritizing marketing over product quality and user safety [4][5]. - The company's image as a "hardcore technology" brand is at risk due to the negative publicity surrounding the accident and the perceived insensitivity of its marketing strategies [5]. Group 3: Public Reaction and Company Response - Public reaction to the accident has been intense, with many expressing disappointment in Xiaomi's handling of the situation and its focus on the company's reputation rather than the victims [3][5]. - Lei Jun's comments during an internal speech, which were leaked, have been interpreted as prioritizing the company's image over the gravity of the accident, leading to further backlash [3][5]. Group 4: Future Considerations - The article suggests that Xiaomi needs to revisit its core values, particularly the principles of sincerity and passion, to regain public trust and ensure that marketing efforts do not overshadow product safety [6].
壹快评|雷总还记得亲自制定的小米价值观吗?
Di Yi Cai Jing· 2025-05-17 02:42
Core Viewpoint - The recent internal speech by Xiaomi's CEO Lei Jun has sparked significant public backlash following a tragic accident involving the company's vehicle, highlighting the need for a balance between marketing and product safety [1][2][3][4] Group 1: Incident and Public Reaction - The accident in March, which resulted in three fatalities, has led to intense scrutiny and criticism of Xiaomi, revealing the high expectations the public has for the company [1][2] - Lei Jun acknowledged the unexpected severity of the public's reaction, indicating a shift in perception of Xiaomi from a startup to a major industry player with greater responsibilities [1][2] - The incident has been described as a public relations crisis for Xiaomi, with the company's focus seemingly shifting from product safety to concerns about its reputation [2][3] Group 2: Marketing Strategy and Company Image - Xiaomi's marketing-driven approach has been criticized for overshadowing essential aspects such as research, quality, and corporate values [2][4] - The company's initial success in the automotive sector was driven by aggressive marketing, but increasing concerns about vehicle design and safety have emerged as more cars hit the road [3] - The recent negative publicity has led to a deterioration of Lei Jun's "tech-savvy" image and Xiaomi's reputation as a "hardcore tech" company, suggesting that excessive focus on marketing can backfire [4] Group 3: Corporate Values and Future Direction - The company is urged to align its marketing efforts with core values, emphasizing product safety and user well-being over promotional objectives [4] - There is a call for Xiaomi to revisit its stated values, particularly the principles of sincerity and passion, to regain public trust and ensure responsible corporate behavior [4]