Hu Xijin: There is nothing wrong with Executiveslove of work, forcing employees to break the law in 996

category:Internet
 Hu Xijin: There is nothing wrong with Executiveslove of work, forcing employees to break the law in 996


Netease Technologies News April 13, todays Global Times editor-in-chief Hu Xijin commented on the 996 working system (9 a.m. - 9 p.m. off work, 6 days a week). Hu Xijin said that company leaders and executives can work as hard as they can because they have real options, they can work overtime out of interest and a strong sense of career. For employees, the company should not require them to devote the same loyalty and dedication to the company as the person in charge. He said that public opinion had a positive impact on the criticism of 1996.

Yesterday, Ma Yun mentioned in the internal communication that it is a great blessing to be able to make 996. Many companies and many people think 996 has no chance. But then on Weibo, Ma Yun again voiced that he did not defend 996, but paid tribute to the strugglers. Ma Yun said, Any company should not, nor can it force employees 996; Alibaba has always advocated, serious life, happy work! But young people themselves should understand that happiness is a struggle! Not to defend 996, but to salute the strugglers!! ____________

Then Liu Qiangdong published a circle of friends, saying that Jingdong will never force employees to 995 or 996, but every Jingdong must have the spirit of struggle! And he said, Those who fool around are not my brothers! I am responsible for the 180,000 families behind the 180,000 brothers, or I have no choice but to leave behind the 1% of the people who fool around! __________

Hu Xijin said that Ma Yun and Liu Qiangdong were talking about their true feelings. Every entrepreneur must have fought harder or even struggled than 996. The company will die for nine years, and some of them will fight for their lives. They believe in such extreme struggle, and their career success strengthens their outlook on life. Moreover, objectively speaking, Chinas society moving forward needs some people like them, as well as the spirit of daring to fight and bet their bodies.

However, 996 can not become a universal call in the workplace. If the competitiveness of a large company is based on the general 996 working system of employees, it should not be, contrary to the basic spirit of the Labor Law.

Following is Hu Xijins microblog:

Lao Hu said 996 a week ago. After some big business men made public their comments, some people called for me to make a follow-up comment.

I think Ma Yun and Liu Qiangdong are talking about their true feelings. Every entrepreneur must have fought harder or even struggled than 996. The company will die for nine years, and some of them will fight for their lives. They believe in such extreme struggle, and their career success strengthens their outlook on life. Moreover, objectively speaking, Chinas society moving forward needs some people like them, as well as the spirit of daring to fight and bet their bodies.

However, 996 can not become a universal call in the workplace, and even within the company, especially within mature large companies, should not become the value orientation of management to vigorously promote. If the competitiveness of a large company is based on the general 996 working system of employees, it should not be, contrary to the basic spirit of the Labor Law. Of course, it is necessary and necessary for some backbone to form high-intensity overtime work in special period and facing special tasks, but this requirement can not be oriented to the whole team, nor can it be used as the main source of the companys market vitality.

Company leaders and executives can work as hard as they can because they have real options and they can work overtime out of interest and a strong sense of career. But employees are in different positions, and the company should not require them to give the same loyalty and dedication to the company and the person in charge, because they are closely linked to the companys interests and get different pay from the person in charge and the executive. If the company asks them to do that, I think its neither fair nor practical.

I personally believe that the criticism of 1996 in the public opinion field has its positive significance, which is also the new understanding and pursuit of a better life for people whose GDP per capita has reached about 10,000 US dollars. In fact, Chinas high-quality development includes the improvement of work efficiency, with a more civilized and humane labor schedule. I believe that many large companies will face the real pressure of elite employees to reduce their willingness to work overtime for a long time. The culture of the times, which relies solely on brothers to work hard together and support the companys spirit, has actually been shaken.

I think that China is in the transitional period of history when it will not be rich or strong. The whole country and some excellent groups in our society are still facing a lot of hard battles to fight. China is far from being able to compete with developed countries in terms of welfare, but creating better living conditions and quality for workers has become one of the important connotations of the countrys progress. At this time, attention to the phenomenon of 996 is absolutely a progress, but this discussion can not be absolute, on-line, it depends partly on the compulsory norms of the Labor Law, and partly on the market to regulate, especially when this problem is most prominent in Chinas excellent Internet enterprises. Peoples awareness of the right to rest is constantly awakening. This pressure and the dual role of the Labor Law will bring about some changes. Which company can achieve a better balance between adapting to this trend and maintaining the companys spirit, and I believe its competitiveness will be more solid and sustainable. Update: The diligence and hard work of entrepreneurs are respectable, but the companys top management should not require employees to dedicate the same loyalty and dedication to the company as they do. Objectively speaking, senior management and ordinary employees have different interests and income levels with the company, and their feelings towards 1996 are also different. Mature companies should strive for a balance between maintaining the companys spirit and respecting employeesright to rest. I believe this is the general trend of corporate culture construction in the future. Source: Responsible Editor of Netease Science and Technology Report: Wang Fengzhi_NT2541

I think that China is in the transitional period of history when it will not be rich or strong. The whole country and some excellent groups in our society are still facing a lot of hard battles to fight. China is far from being able to compete with developed countries in terms of welfare, but creating better living conditions and quality for workers has become one of the important connotations of the countrys progress. At this time, attention to the phenomenon of 996 is absolutely a progress, but this discussion can not be absolute, on-line, it depends partly on the compulsory norms of the Labor Law, and partly on the market to regulate, especially when this problem is most prominent in Chinas excellent Internet enterprises.

Peoples awareness of the right to rest is constantly awakening. This pressure and the dual role of the Labor Law will bring about some changes. Which company can achieve a better balance between adapting to this trend and maintaining the companys spirit, and I believe its competitiveness will be more solid and sustainable.

To update:

The diligence and struggle of entrepreneurs are respectable, but the companys top management should not require employees to dedicate the same loyalty and dedication to the company as they do. Objectively speaking, senior management and ordinary employees have different interests and income levels with the company, and their feelings towards 1996 are also different. Mature companies should strive for a balance between maintaining the companys spirit and respecting employeesright to rest. I believe this is the general trend of corporate culture construction in the future.