谁能提供几篇关于任正非的英文报道？
All staff have considered that if one day decline in sales, profit decline even bankruptcy, how do we do? Our company has been at peace for a long time, in times of peace or of too many officials, this could be our disaster. Titanic is in the midst of cheers from the sea. But I believe that this day will surely come. In the face of such a future, how are we going to deal with, we have not thought about. We are proud of a lot of blind employees, blindly optimistic, if thought about too few people who may come soon. Time of peace, not alarmist.
I went to visit Germany, to see the resumption of Germany after the Second World War is a fast, and very moved at that time. They were workers unite to put down wages, there is no increase in wages, so as to speed up economic construction, so the post-war German economic growth soon. If Huawei is really coming of the crisis is not a staff wages by half, we rely on a little cabbage, pumpkin life, will be able to visit? Or we will cut half of the people will be able to save the company. If this is on the line, then the danger is not dangerous. This is because of a danger in the past, we can gradually pay back up. Or sales growth, people will be forced to cut back, please. Nothing in this crisis. If the two are at the same time, can not save the company has not thought about.
10 years every day I think about is the failure to successfully turn a blind eye, and there is no sense of honor, pride, but rather a sense of crisis. This is the only way to survive is probably 10 years. We have to think together how to live, perhaps in order to keep some lived longer. This is the failure of the day will surely come, we have to prepare for, this is my unwavering from the view that this is the law of history.
Under the present circumstances, I think our company from top to bottom, not really aware of the crisis, when the crisis came, we may be caught unprepared for. Do we have been insensitive, it is not the minds of this crisis is no longer the string is not no self-criticism or the ability to have a few. In that case, if a crisis on all sides, then we really may be nothing can help. We can only say that "you do not strike, we would not be ready to go to work, fast machines, but also at the provincial electricity." If we can not study a crisis of the methods and measures to deal with, we can not Continuing to live.
This points the past three years the management of the per capita benefits are talking about the issue. Do not grasp the per capita growth in benefits, management will not progress. Therefore, an enterprise the most important and the core is the pursuit of long-term and sustained growth in per capita benefits. Of course, this is not just the current financial indicators of per capita contribution, but also includes the potential for per capita growth. Large enterprises should not, nor is it strong, strong short-term, but have continued to live with the ability to adapt. We have a staff wrote, "can improve it? Can improve it? "Only by constantly improving, we hope. Huawei, however the number of employees in their duties to improve, the number of people in the study can be improved. Our cadres to report on his work report that all indicators are indicators of per capita benefits. Indicators lowering the per capita benefits, we firmly down wages. If you can not even accept lower wages, I think you have no need to stay in the struggle for Huawei. A leading sector has not made any mistakes, but per capita growth does not benefit, he should step down. Another sector leadership committed some mistakes, of course, is not a moral wrong, it is bold, daring to assume responsibility for lack of experience and errors, while the per capita growth in benefits, he should be taken seriously. If he committed an error, was discussed by the group, after a mistake corrected in a timely manner, he should be promoted. Cadres at all levels, to prevent excessively prudent and avoiding error has been promoted to the cadre. In a system, the per capita benefits of the growth indicators are not in a row, then the main sector with the leadership of the cadres of departments, should all resign. This is because they are?
In the current circumstances, we must be vigilant in peace time, we must see that the crisis may have. As we all know, there is a one of the world's first class, really great, but down on last year, said down, the blink of an eye on the company nearly collapsed. Of course, they have a good basic research, there is good technical reserves, they can stage a comeback. The largest decline in the past two years about two years will be the world's leading. Huawei and what is it? We do not have a solid foundation for other people, if Huawei no good management, then the collapse of the real, in the future will be nothing left, can no longer be resurrected.
Huawei old cry wolf, more than a shout, we do not believe some of the. However, the wolf will really come. This year we want to start a broad discussion of the crisis, what crisis Huawei to discuss your department have any crisis, do you have any of the sections of the crisis, you process what's the point of crisis. Can improve it? Can improve it? Can raise the per capita effective? If the discussion clear, that we might die, on the continuation of our lives. How to improve management efficiency, we have managed to write a number of points, they can not point to some improvement in your work, if a little improvement, we will forward.
First, balanced development, that is, grasping a short piece of wood
How can we survive. Comrades, you have to think about it, if every year you have the 15 percent increase in per capita output, you might just keep the same salary or may decline slightly. Electronics prices drop more than a year only 15 percent now. We are selling more and more, but profits less and less, if we do not do that, we may not retain his job today, let alone pay up. We can not rely on endless overtime, so we must improve our management. To improve the management, we must improve our emphasis on that piece of wood as soon as possible. All departments and units, the process is necessary to grasp the leadership of the main weaknesses. To adhere to the balanced development so as to continuously strengthen the process-oriented and time-management system construction, in line with the company as a whole to enhance the core competitiveness of the conditions, optimize your work to raise the contribution rate. Why should we resolve this short plank? The company from top to bottom all attach importance to R & D, marketing, but does not tally great importance to the system, the central transceiver systems, the cashier system, order system ... ... and many other systems, which are not of great importance to the system is short of wood, have done better in front, After Di ⒉ pregnant small-minded so-� Qianrengweihuan umbrella R flea � � have gangrene Huan ㄒ � � ⑵ distraction Chenghuaimuhe light Lansiqiudan � Cheng bad head Jilaoqiudan � beat Conggusoubi flattery swindle Ju harsh � Tuijiaoxieshang � a possible target in archery Rexiexingsong Diyechangxie ⒋ Conglufujie Γ � � Conglumuhe such as Wanwengqiuzheng � Congluguilu ü � � � Sushantangfa � Yi shot � � sink danger of invasion Yi N pupa hard time when you share a burning health ⒅ � � � bad kitchen has lots ⒉ Central straw � � Ken Yu Jun-Hwan thorn contribute to a feast on the occasion choke 6 kohlrabi important � copy?
R & D services with relatively speaking, the same level of service with a more R & D engineers may be integrated capacity to deal with some of the strong. So if we do not agree with after-sales service system, this system is not always the best people to the composition. Not by the good people, is the high cost of the organization. Because he was flying machine repair in the past, a trip to repair bad, bad repair in the past to fly, to fly in the past and good repair. We pay all the sponsors for Civil Aviation. If we can fix one, not even in the past, with long-range guidance can be repaired, we will save a number of cost-ah! Therefore, we would like to emphasize a balanced development can not stick to one side. For example, our old company made the wrong goods, the goods made abroad also made a come back, the wrong freight charges, non-interest loans to total cost of it? Therefore, to establish a balanced evaluation system in order to make the company a short plank of wood into long, will be more barrels of water.
We have over the past few years a lot of research products, but IBM and many Western companies to come to visit our company when we have to waste a great joke, because we studied a lot of good things that can not be sold, which is actually a waste. We do not care about the building of the system will cause waste of resources. To reduce short wood casks, it is necessary to establish a balanced system of values, it is necessary to emphasize the company as a whole to enhance the core competitiveness.
Second, the matter of responsibility, and responsibility of the people is the essential difference, is an expansion system is a system of convergence.
Why do we want to stress to the process-oriented and time-based system it? Now the process on the operation of the cadres, they used everything request to the higher authorities. This is wrong, there are already provisions into practice, or things do not have to ask, should go through it quickly. Implementation of the process, is in charge of things, and this is a matter of responsibility. Always ask, who is responsible for the system, which is the convergence. If we want to reduce unnecessary confirmation of things, to reduce unnecessary management, the important aspect of the company or how high to run it? We now have considerable authority, considerable preparation, as well as in waste, and then sorting them into the garbage and clean up, some manufacturing jobs. To create these complex documents, engage in a number of complex procedures and unnecessary statements, documents, to support a number of unnecessary support of the cadres. Cadres can not produce value-added behavior. We must effectively monitor the conditions, make every effort to streamline the body. Secretary of the right to the management of routine processing, manager of the main exception, as well as the importance of clear discrimination routine to deal with the incident. The more routine and less managers, the lower the cost. Must be prepared to reduce our preparation of the body is too large. Under the same conditions, the cadres is the better, of course, can not get a no less. Therefore, we must unswervingly should be part of the cadres assigned to directly produce value-added jobs go. The evaluation agencies should be direct service points for it to the authorities and wages, bonuses linked to scores of organizations?
Marketing is the incompetence of the authorities. The daily paper, like snowflakes, such as Feia, on a daily basis to the Office of the statements, the statements today, tomorrow, to statements that it is incompetent cadres. Office every month to fill in all the data of a table, put the database, the data on the authorities to find the database. Beginning tomorrow, the market surplus to the Department of cadres of the group to form a database of all the data can only team to have to not want to offices, the Office of the points should be conveyed to the authorities asked us not to be playing so good, Let them eat that loss, or else they will not see this point and will not serve you, you have to make a strong fight. Large agencies must swelling. In this process of change will touch on the interests of many people will encounter many contradictions, leading cadres should play an exemplary role. Some people have the courage to take responsibility, afraid to take responsibility when people will not be able to cadres. When the engineers are also very proud them.
In their work, we must dare to responsible, so that the process accelerated. Excessively prudent and avoiding error of the people must be clear. Huawei to the interests of the staff very good, so some people say not to lose this seat, do not throw away the benefits. Those who want their own security interests, we should he be removed from office, he has been a stumbling block to reform. In the last year, if there is no improvement in behavior or even an error not committed, there is no work for improvement, can not he be removed from office on the spot. His department did not raise the per capita benefits, he will not be able to become a section chief. He said he did not make mistakes, ah, you can not make mistakes when you cadres? Some people never made a mistake, because he did not do a thing. And some people in the work of some mistakes, but he managed a large department per capita benefits, I think we should use this cadre. Neither of mistakes, and there was no improvement of cadres on the spot can be removed from office.
Third, self-critical, ideological, moral character, quality, innovation and skills of a good tool
We must implement a self-critical as the center of transformation and optimization of the activities of the organization. Self-criticism is not as critical and critical, nor is it as comprehensive and in the negative criticism, but for the optimization and construction and criticism. The overall goal is to enhance the core competitiveness of the company as a whole. Why would like to emphasize that self-criticism? We advocate self-criticism, but not to promote mutual criticism, criticism as well take appropriate if the criticism is very strong smell of gunpowder, they easily lead to conflicts between the teams. The criticism of his own, it will not be under their own hard on their own would be lenient. Jimaodanzi use lightly about playing than not play, play more than a few years, has been tempered into a steel you will. Self-criticism not only of personal self-critical, organizations have their own self-criticism. Through self-criticism, the backbone of all levels should strive to shape their own, gradually moving towards professionalism, internationalization. Only self-criticism seriously, in practice, in order to acquire advanced, and optimize their own. Self-criticism that the company is a good way of personal progress, still can not grasp the arms of staff, at all levels should not hope for them to the promotion. Two years later, still can not grasp and use of the weapons to reduce the use of cadres. In-service office of the cadres should never stop fighting, more than aggressive. Officials should have the professionalism, dedication and sense of responsibility, sense of mission. We are ordinary employees do not require dedication, they should pay their own labor
, To obtain a reasonable return. Only to have dedicated staff who request them trained cadres. In addition, we have to implement strict requirements for senior cadres, cadres not to the general requirements of the implementation of martial law. Because the strict implementation of all requirements of the management of our costs are too high. He would also spend money because control of it, not fight the food we have to do less. Therefore, we are cadres of different levels have different requirements for any self-criticism can not use the weapons and cadres can not be promoted. Self-criticism from the beginning of high-ranking, high-ranking every year of democratic life and democratic life at the mention of the problem is very acute. After listening to some people that really intense internal struggle, you see them start to a very acute problem, but they do not finish and Wo Zheshou to fight it? I hope that this spirit has been down-to, the following will have to have a democratic life, we must put forward their views with each other, when each put forward their views must be gentle. I think the criticism of others should be the dinners should be painting, embroidery, to be respectful to allow moderation. Certainly not within the democratic life has become smell of the meeting, a number of high-ranking sharp, they are high quality, the more grass-roots level to be more moderate. Things can not be expected to finish first, not a year or two years may, not later than three years progress. I hope that the cadres at all levels in the organization of democratic life of self-criticism session, must grasp the scale. I think people are afraid of the pain, the pain is not too good, like painting, embroidery, letter addressed to the careful analysis to help the people of his shortcomings and put forward measures to improve, the best-gentle. I believe that as long as we continue this over?
Fourth, qualifications and virtual profits the company is promoting the rational assessment of cadres, orderly and efficient system.
We must continue to unswervingly implement the management system of qualification. In the past the only way to change the evaluation of the Mongolian state assessment. Will contribute to making, responsible people who grew up as soon as possible. Incentive mechanism should be conducive to the competitiveness of the company's core strategy in full swing, but also conducive to the core in the near future competitiveness will continue to grow.
孙舸的相关报道
◆ 张立公：《人体潜能正悄悄地走进找矿领域──孙舸人体特异功能找矿目击记》，原载南京：《地勘报》，1990年10月25日，第4版，华东有色金属地质勘察局主办．◆ ZHANG Li-Gong, The Innovation of Extrasensory Perception (PSI/ESP) into the Field of Mineral Prospecting; An Eyewitness of Gaea SUN’s Prospecting Experiments via PSI/ESP, Geological Prospecting (a monthly newspaper compiled by East China Bureau of Nonferrous Metallic Geology Survey, Nanjing, China), October 25, 1990, IV．
