During this period, 996 has become a hot topic, and the heads of Alibaba, Jingdong and other enterprises have expressed their views on 996. The so-called 996 refers to working from 9:00 a.m. to 9:00 p.m. for six days a week, which represents the overtime culture prevailing in Chinese Internet enterprises. How to treat work and rest, struggle and overtime culture, employee rights and corporate governance has aroused extensive discussion in the whole society.
Before conducting rational analysis, we need to clarify a misunderstanding at the value level, that is, the controversy over 996 is not that we dont want to struggle and do not want to work. Today, from individuals who dream of changing their destiny, to enterprises that are moving forward under the pressure of economic downturn, to our nation, which is undergoing a revival sprint, we still need the spirit of struggle and hard work. No one knows the truth of no pains, no gains. But advocating struggle and labor is not equal to compulsory overtime. Hard work is a struggle, and skillful work is also a struggle; prolonging working hours is a struggle, and improving efficiency is also a struggle. Therefore, instead of labeling the employees against 1996 as idle and not struggling, they should face up to their real demands.
Faced with the downward pressure of the economy, many enterprises are facing the test of survival. The anxiety of enterprises is understandable, but the way to alleviate anxiety is not to let employees work more overtime. Compulsory implementation of 996 will not only solve the problem of principal-agent in enterprise management, but also contribute to the persistent illness of foreign workers. From the point of view of entrepreneurs and entrepreneurs, their extreme struggle spirit is valuable, but considering the different positions of ordinary employees, the compulsory inculcation of overtime culture in 1996 not only reflects the arrogance of business managers, but also is not practical and unfair. In fact, this involves the core issue of enterprise management: how can we maximize the motivation of employees? It is certainly the easiest way to use overtime as an incentive, but obviously it is not the most effective way. The discussion initiated in 1996 is an opportunity to reflect on the corporate culture and management mechanism of the Internet.
Economics and management studies show that labor supply is not always proportional to salary and income, because when salary and income increase to a certain extent, people will be more willing to enjoy leisure time under high income. With Chinas per capita GDP approaching about $10,000, people have a higher demand for a good life, no longer working hard to earn money during the period of food and clothing, but need to get more value outside work, find interest, accompany family members, and find meaning. As China gradually shifts from high-speed growth to high-quality development, and the Internet industry gradually enters the second half of the market, which pays more attention to product quality, corporate governance also needs to establish a result-oriented, efficiency-oriented, more civilized, efficient and humanized time arrangement. In fact, a more flexible working mechanism can stimulate employeesspontaneous enthusiasm for work better than the compulsory 996, which can also enable enterprises to better tap the potential of human resources.
Therefore, the correct way to open the topic of 996 is not to struggle, but to fight better. Our country is still in the stage of development and still needs to struggle, but we also need to realize that peoples good life has a broader connotation, so as to better improve corporate governance and design incentive mechanisms. We dont want to make an exclusive choice between work and other valuable things, but to make employees work better on the basis of taking into account. Our enterprises should not only rely on the sweat of employees, but also stimulate their inspiration; not only to make employees work harder, but also to stimulate employees to work more efficiently; not only to rely on the incentive of overtime wages, but also to let the company of family members, physical health, full meaning become rewards for work. Only those enterprises that can balance well can adapt to the changes of the times and achieve sustainable competitiveness.
Some people call Chinas economic miracle industrious revolution. It is the Chinese peoples diligence and struggle that makes the impossibility possible and promotes China to complete the industrialization process that developed countries have gone through for hundreds of years in decades. Struggle and struggle will continue to be the theme of our fast-moving society. The discussion in 1996 reveals that the vitality of China in the future will come from working happily, so that all sources of innovation and creation can flow fully.
Source of this article: Wang Fengzhi_NT2541, responsible editor of Peoples Network-Peoples Daily