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How Far Is The Trouble From Us?

2009/4/21 17:06:00 42012

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A university in Beijing is preparing to recruit 1 school newspaper editors from the graduating Postgraduates of the society. More than 1000 resumes have been received to solve the household registration problem.

After screening, 3 people were qualified, but 1 of them had scars on their faces.

Mr. Ho, who is responsible for recruitment, thinks that people with scarring should be recruited for the reason that such a person can stay.

Due to the low treatment of the school, the only requirement to attract applicants is hukou. Before that, the recruitment of other departments of the school was not unusual.

Miss Ho's view has attracted opposition among his colleagues.

Some colleagues said: in the current employment market situation, the editor of the university newspaper should have been a very decent job. Besides, it can solve the household registration problem. It can be said that it is highly competitive and can hire a more handsome or pretty girl.

Hearing this story, Ms. Wang Lin, an expert of the Beijing Bureau of the International Labour Organization, said that "decent work" is exactly what they are trying to do in China, but the meaning is not "which work is more respectable", but to make everyone, especially the disadvantaged group, "work honorably".

Wang Lin told her a true story of a friend who opened a company in the United States: the friend recruited the office clerk, who met the basic conditions 3, but 1 of them were huge.

As a result, Wang Lin's friends left fat.

Asked the reason, my friend said, if he does not use this fat man, he may go to court to tell me "discrimination", and I will probably lose.

It is said that in the United States, the case of "job discrimination" will be very troublesome. The media and the public will put him to death. The goodwill of the company will go down. No one wants to work for such a company. No one will do business with such a company.

In the two stories above, there are two job seekers who are also physically defective. They are all likely to be employed on the grounds that they are:

A university in Beijing: such a person may be less competitive in employment. If we use it, we may retain it.

Mr. Ho's subtext has been proved by his colleagues: we have discrimination against people with physical defects.

A company in the United States: because of physical defects, it should be given priority or there may be trouble.

The subtext is: God, let's not get into the trouble of "job discrimination"!

How far is the United States from us?

How far away are the troubles that American companies are unwilling to incur?

It can be said that thousands of miles of ocean can be said to be just a pool of water.

Domestic media have been keen to report "the first case of sexual harassment", "the first case of hepatitis B discrimination", "the first case of height discrimination". Although the employers have not yet heard how much trouble they have encountered, China has always been a "spark that can start a prairie fire". When the public opinion and the lawsuit are growing geometrically, employers may want to remedy them again.

Many Chinese companies are interested in learning the management methods of the Fortune 500 companies, and WAL-MART, which ranks first in the Fortune 500, has been in charge of lawsuits for several years.

According to the New York Times report, according to an internal self-examination report 3 years ago by WAL-MART, statistics of 1 weeks of punch card records occurred in 1371 shops of WAL-MART, 1371 students worked too late, 60767 missed work breaks, and 15705 lunches were still working.

WAL-MART was therefore accused of violating the United States child labour law and the local laws governing work break and lunch time.

It is worth mentioning that WAL-MART is the largest employer in the world, and has 1 million employees in the US.

Overtime?

This may not be a good thing for domestic companies at the moment.

But what will happen to your staff tomorrow?

Chinese enterprises have learned from the GE and other big companies that "last resort is eliminated". They like to relish "cruel goodness". Let's look at a true story compiled from the US media.

I worked in a fortune 100 company for 15 years.

The company used all kinds of mandatory ranking and elimination methods.

My department is very small, with only 20 salesmen at most.

The other 4 departments have 3500 sales and marketing staff.

After a variety of losses and integration, our department has turned into 10 people.

Over the years, my performance record has been over target, increased profits and increased customer level, but I have often been rated as B minus or C plus.

I think this is because I am not like the bragging star employees.

Though they failed, they were brilliant and brilliant, so the company would evaluate them as A.

Then I found a chance to turn myself around.

In a supply chain reorganization project, I played a very important role and got an objective evaluation.

Because I properly manage the company's largest customer in China, and increase the penetration of products.

The sales and profits I created were 25% higher than those of my retired A plus star.

So I got the B.

Editor in chief: Du Jun