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从“海底捞”看企业文化的“糖衣炮弹”

http://en.jybest.cn  21英语网  佚名  2015-10-14    

 

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Stifling corporate culture

从“海底捞”看企业文化的“糖衣炮弹”

导读:海底捞以其强大的服务令网友追捧,而在这些无微不至的服务背后隐藏的是一家公司的企业文化 (corporate culture)与管理。下面就让我们探寻一下那些深藏在企业文化背后那些事儿。

放大这张图片

海底捞

深藏在企业文化背后那些事儿

Yang Yongfa had waited tables for seven hours. But he instinctively switched on his big smile when another customer walked in.

杨永发(音译)在餐桌旁招待客人已有7个小时的时间了。但是当下一位客人走进来时他仍然下意识的露出热情的笑脸。

Nightshift drags on until three in the morning. But Yang still cleans and sets tables in a robot-like manner.

夜班拖到凌晨三点。但杨永发仍然机械般地清理桌子,摆好餐具。

The restaurant where Yang works is the much-hyped hot-pot chain Haidilao. Its famed customer service is legendary among Internet users.

杨永发工作的餐馆就是被大肆宣传的海底捞火锅连锁店。该店以服务周到著称,已成为众多网友心中的神话。

They go sight-seeing to Haidilao to watch devoted employees at work.

网友们前往海底捞,围观那些尽心工作的餐厅员工。

A family-like culture and military-style management are behind the employees’ commitment. But some HR experts say that a strong corporate culture doesn’t suit everyone.

在员工们无私奉献的背后,是家一般的企业文化以及军事化管理。但一些人力资源专家说强大的企业文化并不适合所有人。

Asked about his boundless energy, Yang, 23, a grad of Yan’an University, attributes it to the company’s parental care for its employees and opportunities for promotion.

当被问及为何总有使不完的干劲时,毕业于延安大学,现年23岁的杨永发将其归功于公司给予员工们父母般的关怀以及晋升机会。

Haidilao offers Internet-connected apartments with a housekeeping service, an education fund and attractive severance pay among its perks to motivate employees.

为激励员工,海底捞提供配有网络的管家服务式宿舍、教育基金及可观的离职金等作为额外福利。

More and more companies are stamping their corporate ethos on employees’ minds by caring for them like children.

有越来越多的公司用像对待孩子一般无微不至照顾员工这种方式,将企业精神深深地印在员工心中。

Google pampers its employees by offering them massage armchairs and billiard tables at work.

谷歌公司十分宠爱员工,工作中为他们提供按摩椅和台球桌。

Perks are effective in boosting employees’morale and molding them to become the type of staff the company wants.

这些额外福利有效地激励了员工的士气,并成功地将他们塑造成公司所需要的人才类型。

Yang can repeat the tenets on his pre-job training brochure word for word: “Careful, patient, considerate, enthusiastic”.

杨永发能够逐字背诵出岗前培训手册上的信条:细致,耐心,周到,热情。

“The housing price in Beijing is daunting, but our dorms are well-decorated apartments. The boss treats me well, and I should treat my customers well too,” said Yang.

杨永发说道:“北京的房价令人望而生畏,但我们的宿舍装修得很好。老板对我们很好,所以我也应该对顾客好。”

However, these caring companies are not necessarily easy-going managers, according to Chen Xi, career consultant from Zhaopin.com.

来自智联招聘网的职业顾问陈曦(音译)却表示,这些体贴员工的公司并非宽容随和的管理者。

“Instead, for many of these companies, the incentives are used to balance their strict rules and regulations,” said Chen.

他说:“相反,对于其中的多数公司而言,这些激励措施被用来平衡严格的规章制度的。”

Guidelines for Haidilao waiters cover trivial matters. A waiter is required to change a customer’s hot towel no less than four times and no more than six times (if the customer has no special requirements).

海底捞的服务准则中包含了众多琐碎细节。如果客人没有特殊要求,一名服务员必须为客人至少4次、至多6次的热毛巾。

Chen added: “Young people attracted by tempting incentives may not be prepared for this. It’s difficult for them to fit into the workplace.”

陈曦补充道:“那些被诱人福利吸引来的年轻人也许并没有做好准备。他们很难适应工作岗位。”

Besides, Chen doesn’t think it a good idea for youngsters to be molded by management models to become clones.

除此此外,陈曦认为这种把员工打造成企业需求人才的“克隆”式管理模式不利于年轻人的成长。

He said: “College grads confused about their career paths may feel secure doing the same as their colleagues.”

他说:“做着和同事一样的工作,这或许会使得那些处于职业生涯困惑期的大学毕业生们稍感安心。”

“But those with strong characters and clear career goals need more space to give their personalities full play.”

“但是那些个性强烈、有清晰职业目标的同学们则需要更多的空间去全面展示个性。”

Shen Ying, not her real name,23, has worked at a Japanese trade company in Shanghai for about a year. In Shen’s company, all employees wear suits like ladies and gentlemen.

23岁的沈颖(化名)在上海一家日本贸易公司工作已有一年时间了。在她供职的公司里,所有的员工都要像淑女和绅士一般,身着正装。

They say “Excuse me” frequently and are modest and prudent at work.

工作中,他们常常说“抱歉,对不起”,态度谦逊,举止审慎。

Shen found it difficult to fit this stereotype at the beginning. She is direct and casual in speech and demeanor in her private life.

起初,沈颖难以适应这种固定的模式。私下里,她是一个言谈举止直接随意的人。

But Shen has learned to hide her personality in the workplace and act like her colleagues. “Japanese companies advocate a low-profile for employees. Being different from your colleagues is an employee’s biggest fear,” said Shen.

现在,她已经学会在工作场合隐藏自己的个性,表现得和同事们一样。“日企提倡雇员为人低调。职员们最担心自己跟同事不同。”

Google seems like a dream employer to some young people. It offers staff carrots in the form of beautiful offices and flexible working time. But it doesn’t wave a stick to force employees to work according to strict rules.

谷歌公司似乎是一些年轻人的理想雇主。尽管它为员工提供舒适的工作环境和灵活的工作时间等好处,但公司却不使用“大棒”政策来强制员工按照严格的制度工作。

However, Chen Xi warns that the workload is just as heavy in offices which look like homes. “Why would you go home when you can have meals, take exercise and enjoy fun in the office? You may be kept working the entire day without realizing it,” said Chen.

但是陈曦提醒道,即便办公室如家一般舒适,但工作量还是一样繁重。他表示:“当在办公室里能就餐、做运动和玩乐,为什么还要回家呢?你也许整天都在工作却毫不自知。”

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