来源：http://www.cnu.com.cn/digital/202507/106144.html 欧盟的反制措施将对全球经济格局产生深远影响。随着关税壁垒的升高，欧盟与美国之间的经济脱钩趋势愈发明显，德国等国开始将生产线转移至其他国家 以规避关税。同时，美国的农业州，如肯塔基州的波本威士忌产业，将面临巨大的市场萎缩风险。然而，在这一动荡之中，欧盟与中国的合作关系却日益紧 密。尽管中欧之间仍存在一些根本性分歧，但在气候变化和绿色技术等领域的合作共识，为双方开辟了新的合作领域。 在内外压力交织的背景下，欧盟决定对美国实施报复性关税，这既是对美国长期关税政策的直接回应，也是欧盟战略调整的重要一环。然而，这一决策并非 一帆风顺。欧盟内部，尤其是匈牙利等国家，由于高度依赖俄罗斯能源，对美国的制裁表示担忧，害怕此举会进一步加剧与美国的紧张关系。为此，德国和 法国等核心国家通过补偿机制来争取匈牙利的支持，展现了欧盟在面对外部挑战时的团结与灵活应对。 近期，欧盟高层正式通过了一项针对美国的报复性关税计划，该计划的总价值高达930亿欧元，主要目标锁定在美国的波音飞机、汽车产业以及农产品等多 个关键经济领域。这一决定正值欧 ...

【导读】又一家外资公募基金公司换帅，安联基金董事长变更 | 代任高级管理人员职务 | 重量长 | | --- | --- | | 代任高级管理人员姓名 | 沈良 | | 任职日期 | 2025年7月25日 | | 过往从业经历 | 沈良先生,现任安联基金管理有限公司董事、总经理 | | | 法定代表人,于2021年1月加入安联投资。曾任中 | | | 宏人寿保险有限公司投资总监,摩根士丹利亚洲有限 | | | 公司首席行政官(亚太区),摩根士丹利华鑫基金管 | | | 理有限公司副总经理,摩根士丹利亚洲有限公司亚太 | | | 区运营部首席运营官(C00),深圳市世纪点金投资咨 | | | 询管理有限公司执行董事、法定代表人,融通国际资 | | | 产管理有限公司副总裁,美世(中国)有限公司中国 | | | 区财富管理业务负责人,美世投资管理(上海)有限 | | | 公司总经理,安联环球投资亚太有限公司董事总经 | | | 理、中国资产管理业务兼公募基金管理业务(筹备) | | | 负责人,安联寰通资产管理(上海)有限公司(现更 | | | 名为安联寰通管理咨询(上海)有限公司)董事、副 | | | 董事长、 ...

Core Viewpoint - Procter & Gamble (P&G) announced plans to cut approximately 7,000 non-production jobs globally over the next two years, representing 15% of such positions, as part of a restructuring effort to address performance challenges [1][13] Group 1: Talent Loss - P&G has experienced a significant outflow of high-level management talent in China over the past decade, with several core executives leaving the company [1][5] - Notable departures include former sales presidents and high-ranking executives who have moved to competitors or other industries, indicating a trend of talent migration from P&G [2][4] - The phenomenon of "P&G alumni" is prevalent, with many former executives taking on prominent roles in various sectors, including e-commerce and new consumer brands [6][5] Group 2: Market Position and Strategy - P&G's revenue growth in China has slowed significantly, with traditional product categories facing increased competition and rising costs, diminishing the company's attractiveness to talent [7][9] - The company's global strategic adjustments have not aligned well with local market changes, leading to a perception of limited decision-making autonomy for local executives [9][11] - P&G's conservative talent incentive mechanisms have become less competitive compared to local companies, which offer more attractive compensation packages and growth opportunities [11][12] Group 3: Organizational Culture - P&G's traditional organizational culture, characterized by meticulous planning and a slower pace of innovation, contrasts sharply with the fast-paced, iterative culture of the internet and new consumer sectors [12][13] - The company's rigid structure may hinder its ability to adapt quickly to market changes, prompting former employees to seek more dynamic environments [12][13] Group 4: Future Outlook - P&G's drastic restructuring efforts, including significant layoffs and brand portfolio reductions, reflect the company's struggle to maintain its market position in an evolving consumer landscape [1][13] - The shift towards digital and niche brands has challenged P&G's historical dominance, as smaller, agile companies leverage e-commerce and social media to connect with younger consumers [13]