企业名称海南煜宴酒店管理有限公司法定代表人许东注册资本1000万人民币国标行业住宿和餐饮业>住 宿业>一般旅馆地址海南省海口市美兰区蓝天街道国兴大道3号互联网金融大厦A座30层3003A-822号企 业类型有限责任公司（自然人投资或控股的法人独资）营业期限2026-1-9至无固定期限登记机关海南省 市场监督管理局 天眼查显示，近日，海南煜宴酒店管理有限公司成立，法定代表人为许东，注册资本1000万人民币，由 海南煜涵宴投资有限公司全资持股。 序号股东名称持股比例1海南煜涵宴投资有限公司100% 经营范围含许可经营项目：旅游业务（许可经营项目凭许可证件经营）一般经营项目：酒店管理；餐饮 管理；企业管理；小微型客车租赁经营服务；网络技术服务；技术服务、技术开发、技术咨询、技术交 流、技术转让、技术推广；信息技术咨询服务；业务培训（不含教育培训、职业技能培训等需取得许可 的培训）；商业综合体管理服务（经营范围中的一般经营项目依法自主开展经营活动，通过国家企业信 用信息公示系统（海南）向社会公示） 来源：市场资讯 ...

当地时间12月28日，IBM公司现任董事长兼首席执行官阿尔温德·克里希纳通过一封发送给全体员工的 内部邮件，正式通报了前董事长兼首席执行官路易斯·郭士纳逝世的消息。郭士纳于12月27日去世，享 年83岁。 同时，郭士纳推行了一系列旨在削减成本、重塑文化的改革。他大幅裁员、出售非核心资产以优化财务 状况，并改革薪酬体系，将员工报酬与公司整体绩效挂钩。他发起了著名的"热烈拥抱"计划，要求高级 经理必须亲自拜访核心客户，并将"市场是一切行动的原动力"作为首要原则传达给全球员工。 改革成效显著。1994年，IBM实现了进入90年代以来的首次盈利，达到30亿美元。在其九年任期内，公 司市值从接手时的约290亿美元增长至上千亿美元。郭士纳于2002年卸任，此后他将这段转型经历撰写 成《谁说大象不能跳舞？》一书，成为企业管理领域的经典著作。 郭士纳的领导力影响深远，其管理理念也超越了IBM本身。AMD董事长兼首席执行官苏姿丰曾担任其 技术助理，她将这段经历形容为"世界上最好的MBA"。华为创始人任正非在1997年拜访IBM后，深受 启发，随后华为大规模引进了IBM的管理体系进行变革。苏姿丰在社交媒体上发文悼念称："能有机会 ...

面对严峻形势，郭士纳推行了一系列激进改革：一方面大幅削减运营成本、出售非核心资产以回笼资 金；另一方面果断否决拆分提案，力主维持公司整体性并推进业务多元化转型。他打破IBM长期存在的 层级森严官僚文化，通过电子邮件直接与全球20余万员工沟通战略思路，同时确立"客户第一"的核心理 念，破天荒邀请200家核心客户高管座谈，直面企业服务短板。其中最关键的战略调整，是推动IBM从 传统硬件制造向高附加值的商业服务升级，让服务业务逐步成为公司效益增长的核心引擎。 当地时间12月28日，IBM董事长兼CEO克里希纳（Arvind Krishna）发布公司全员信称，1993年至2002 年担任IBM董事长兼CEO的郭士纳（Lou Gerstner）于当地时间27日去世，享年83岁。 郭士纳被广泛视为是带领IBM走出破产危机的功臣。他推动公司战略向商业服务领域转型，同时通过削 减开支、出售资产和股票回购等举措优化公司财务状况。 郭士纳的职业生涯堪称商业领域的传奇典范。1993年4月，毫无计算机行业背景的郭士纳"空降"IBM， 成为这家"蓝色巨人"历史上首位非内部晋升的掌舵人。彼时的IBM正深陷发展困局，1992年已亏损50亿 ...

在企业家群体中，论胸襟之博大，气度之非凡，任正非无疑是让人佩服的。 人的气质是可以感知的，我们平常跟不同的人打交道，往往几句话就晓得对方的性情、胆识等心理素质。 所谓气度即气魄与度量，任正非创业之初敢于冒险，敢于破釜沉舟，将鸡蛋放在一个篮子里，把活下去的希望全部集中到一点上，大力投入研发，这不是一 般创业者可以做到的。 做事业就是要"敢赌"，不怕失败，当然前提是有远见卓识和深度思考，不是随便、盲目的下注。 不过本文主要想讲一讲度量的问题。 跟一个创业者交流，他说自己就很委屈，"我明明是为员工好，但员工根本不领情，哪怕事实证明他错了，他也不知道认错……" 其实很多人做管理都遇到过这样的问题，对此有的老板就是简单粗暴，看不惯的就辞退，有的老板则想着怎么改变对方，但做起来又很累。 公司在规模小的时候还好说，毕竟人少就简单，容易达成统一意见，但要是数十人、数百人、数千人呢？必然是有很多不认同、乃至反对你且反对错了的 人。 对于这些人你能怎么办？团结就是力量，"我们要团结所有人，要团结一切可以团结的人，包括曾反对过你，而且反错了的人。大家本是同根生，都是背井 离乡人，应以博大的胸怀处理周边关系。" 扪心自问，哪个老板有 ...

亲爱的各位同修，大家好！ 首先欢迎大家来到第四届方太文化论坛现场或通过直播收看本次论坛。 在去年的论坛上，我讲了企业落地中华优秀传统文化的方法，一共有十个步骤。但一些企业家可能会有 疑问：很多企业只用西方管理，企业也发展得很好，我们为什么要落地中华优秀传统文化？这个问题非 常重要，所以，今天我就来谈一谈"为什么"的问题。即"企业为什么要落地中华优秀传统文化(以下或简 称'传统文化')"。 我对这个问题的思考始于二十多年前，当时国内的商学院基本只传授西方管理，同时，又常常能看到西 方管理在中国企业"水土不服"的讨论。我2000年读EMBA，学习西方管理。2001年接触日本式管理，注 意到日本企业通过本土文化与西方管理的融合，展现出了很强的生命力。当时我有了一个直觉式的判 断：二三十年以后，中国企业的管理必将是把五千年中华文化与现代西方管理的深度结合。后来读德鲁 克的书时，也被德鲁克的观点所印证：如果管理没有成功地把一个国家、一个民族的具体文化传统运用 起来，那么就不大可能实现自己的社区和经济发展。 2004年，没有任何传统文化基础的我开始学习传统文化，我被传统文化的博大精深深深地吸引。2008年 开始导入到公司 ...

Core Viewpoint - The article critiques the dehumanizing management practices at Guangxi Hengyi New Materials Co., highlighting a disturbing corporate culture that prioritizes efficiency over individual dignity and rights [1][3][4] Group 1: Corporate Culture and Management Practices - The slogan at the entrance of the factory reflects a chilling mindset that reduces employees to mere production tools, stripping them of their social identity and rights [1][3] - The management's response to media scrutiny reveals a dismissive attitude towards employee rights and public oversight, indicating a rigid and arrogant management culture [2][3] - The company, a wholly-owned subsidiary of the publicly listed Hengyi Petrochemical, is expected to uphold higher governance standards and social responsibility, raising concerns about its ethical foundations [3] Group 2: Employee Rights and Dignity - The article emphasizes that true freedom in the workplace involves respecting individual rights and fostering creativity, rather than imposing restrictions that undermine personal autonomy [3][4] - The criticism of the slogan is framed as a necessary reevaluation of corporate values, warning against the normalization of rights suspension in specific environments [3][4] - The removal of the slogan should serve as a wake-up call for corporate leaders to prioritize respect and trust, as depriving employees of freedom does not lead to sustainable safety or efficiency [4]

Core Points - The general manager of Guangdong Mengchuang Zhiyuan New Materials Technology Co., Ltd. and QD Tile brand, Ou Jian, passed away on November 30, 2025, at the age of 44 due to illness [1][4][5] - Ou Jian joined the Mona Lisa Group in April 2005 and became the general manager of Guangdong Mengchuang Zhiyuan in 2018, contributing significantly to the company's development [4][8] - His leadership was marked by a strategic vision that helped QD Tile grow into a well-known brand in the industry, focusing on a differentiated and light fashion brand positioning [11] Company Overview - QD Tile is a brand under the Mona Lisa Group, which was established in 1992 and is a high-tech listed ceramic enterprise that integrates research and development, creative design, professional production, and marketing [11] - The company has been focusing on the young consumer demographic since its listing in 2017, positioning itself as a light fashion brand [11] - As of December 2, 2025, the total market value of the Mona Lisa Group is 5.756 billion CNY [11]

Group 1 - Xiamen Yunshan Yinrong Enterprise Management Co., Ltd. has been established with a registered capital of 10 million RMB, fully owned by Yunshan Financial Co., Ltd. [1] - The legal representative of the new company is Xiao Yaning [1] - The business scope includes enterprise management, consulting services, asset management, financial consulting, and various technology and software development services [1] Group 2 - The company is classified under the national standard industry of leasing and business services, specifically in comprehensive management services [1] - The registered address is located at Room 231, 2nd Floor, No. 27 Jiyuan Road, Jimei District, Xiamen [1] - The company is a limited liability company with a business term set until December 1, 2025, with no fixed expiration date thereafter [1]

Core Viewpoint - The company believes in trusting employees while recognizing the need for oversight to prevent misconduct, emphasizing that the majority of employees are honest and motivated to work well [1][4][7]. Group 1: Trust and Management Philosophy - The company maintains that a culture of trust is essential for employee retention and efficiency, arguing that suspicion leads to high management costs and low morale [1][4]. - It acknowledges the challenge of discerning employee intentions, especially in fast-growing startups, and suggests a balance between trust and oversight [4][9]. - The company advocates for a systematic approach to selecting capable leaders while continuing to empower employees, rather than retracting authority due to the actions of a few [4][7]. Group 2: Employee Relations and Legal Framework - The company anticipates an increase in litigation between employees and employers, viewing this as a positive development that could lead to more equitable labor relations [5]. - It emphasizes the importance of a fair compensation system that rewards honest labor and knowledge, indicating that management failures can lead to exploitation [7][9]. Group 3: Continuous Improvement and Cultural Adaptation - The company recognizes that effective management requires ongoing adaptation and learning from both successes and failures, highlighting the need for cultural integration of best practices from various sources [7][10]. - It identifies laziness and opportunism as significant challenges in management, advocating for persistent cultural and managerial improvements [8][9].

Core Viewpoint - The snack brand "Dian Er Wa" issued an apology after being accused of frequently posting inappropriate content, including cat abuse memes and disrespectful comments towards women, on its social media platforms [1][3]. Group 1: Company Response - "Dian Er Wa" acknowledged the complaints received from multiple users regarding inappropriate comments and videos on its Bilibili and Xiaohongshu accounts, which included references to "extreme beauty" and cat abuse memes [1][3]. - The company stated that it began new media promotions in 2025 to connect with younger audiences, but the execution led to backlash due to the inappropriate content shared by its social media team [3]. - In response, the company promptly removed the offending videos and comments, criticized and punished the responsible employees, and initiated immediate account rectification [3]. Group 2: Company Background - "Dian Er Wa" primarily sells snacks such as potato chips and flower cakes, and is registered under Kunming Anjin Trading Co., Ltd., which was established in 2013 with a registered capital of 500,000 RMB [6]. - The company’s operations include domestic trade agency, food sales (pre-packaged), and internet sales, among other activities [6]. - The brand had recently announced the upcoming launch of a product called "Haqimi Spicy Braised Snacks," claiming it was inspired by a love for cats and aimed at meeting customer demand [6].