Group 1 - The article discusses the generational shift in workplace expectations, highlighting that younger employees prioritize emotional value and self-actualization over traditional job security and financial compensation [6][8][10] - It contrasts the management styles of older leaders like Dong Mingzhu with the needs of younger workers, suggesting that older management often fails to recognize the importance of emotional support and respect in the workplace [4][8][10] - The article emphasizes that companies must adapt to the changing values of younger generations to retain talent, as many young workers are willing to leave jobs that do not meet their emotional and self-fulfillment needs [6][7][10] Group 2 - Dong Mingzhu's leadership style is criticized for being outdated, as she focuses on basic needs rather than the higher-level needs of respect and self-actualization that younger employees seek [8][10] - The article suggests that companies like Gree need to establish a compelling vision and demonstrate the ability to solve product issues to engage younger employees effectively [10] - It points out that the lack of innovation and excitement in the home appliance industry may hinder companies like Gree from attracting and retaining young talent [10]