When I was a freshman in college I watched the film Gua Sha Treatment for the first time, now I am a junior student and I come back to review the movie from a multicultural aspect, I have many different feelings after watching the film again.
At the beginning of the film, XuDatong is given an award and later he delivers a speech. What makes me impressed most is in his speech he says “one day I will become one of you, a truly successful American, today this award proved that America is a true land of opportunity and I am the living proof of that.” At that moment Xu thinks he has realized his American Dream totally with his lovingly wife and adorable son. However, I think it is ironical that to make a speech like that and I assume it is made on purpose to hind a clue for the story's development. How many non—American people have such a beautiful American dream? One of my classmate studies in American now and before he went aboard he told me his American dream is he can stand at the top of the New York. To be honest, I also dream that one day I can get the Green Card living there happily and successfully maybe working at the Wall Street. When Xu gets the award he thinks he entirely melted in the melting pot neglecting the multicultural obstruct, later the plot goes against the way he thinks. And later Quinlan asked Xu'why you be the scapegoat of your father?' Xu answers 'because he is Chinese.' Then maybe Xu knows that there is always a wide gap between Chinese and American cultures.
The second scene is Xu hit his son Denis because Denis hit the son of xu's boss, at the middle of the film xu tells his boss that he hit his own son is only to show his respect to his boss John Quinlan, that time Quinlan feels puzzled “what a Chinese logic”,yes, American can never understand such a logic full of Chinese characteristic, because they respect everyone including the children, they won't beat a child to please the boss, and there is no such a conception of degree between employee and employer, they feel everyone is equal, which is quite different from china.
Connected to the second scene, the third difference I want to analyze is the care for the children. In America, people pay more attention to the right of children which can be seen from the law—leaving children alone at home is illegal, while in China it is so common that almost everyone may experience such loneliness. And Children Welfare Agency does work in America which shows the importance Americans attach to children's right. What's more, I remember a line 'No one won the case, especially the child.' In my opinion, it also manifests the universal concern from the American public to the children.
The fourth aspect is following the procedure, in the film, more than there times, the people focus on the rule, the law, the procedure. At the Christmas Eve Xu wants to return back to his home pretending as a Santa Claus, what a pity, the security recognizes him and persuades 'you are always a good tenement, never causes troubles for me.' And another scene is at the end of the film , the judge says 'I have to follow the procedure.' However, in China people always have to ask for a favor to do something, and later you have to pay back the favor,for myself, I prefer the American style, strict to the procedure.
The fifth and the last point is the humors, Quinlan says 'you can't fall, your health security is the company paid.' 'Datong, welcome home, maybe next time, you can come from the front door.' 'dady, why you come from the window' ' because we don't have a chimney.' I really adore this distinguished American humor, especially in dangerous situations, which is quite rare in China.
That's my whole reaction to Gua Sha Treatment.
一直被动执行而非“创新思考”的一个群体能否影响企业的创新?是否应要求中层管理人员进行创新?答案是肯定的。如果中层人员与创新过程脱节,那么他们获得的晋升机会也会较少,这样也会增加“转投”对手企业麾下的风险,还会导致客户需求增加时的组织灵活性下降。
因此,中层管理人员不应只被视为干活的人,以下是鼓励中层人员为企业创新的三种方式。
在数字时代,哪些人是中层管理人员?销售总监、房地产分析师、门店经理、商品经销经理、客服主管和总经理。这些人处于副总裁和直接面对顾客的员工之间,他们的作用常常受到忽视。他们的角色一直是“做”和“执行”企业高层制定的计划和策略。但他们也被要求发展新的技能并与多个团队的同事进行协调,因而他们善于协作和沟通。中层管理人员代表各企业必不可少的一部分,践行着高层的策略。安永全球有限公司(前安永会计师事务所)首席人才发展官艾莉森?胡克指出,“没有他们的响应性,企业便会分崩离析。”
中层管理人员通常负责监督企业流程并监管人员,在过去几年中他们见证了企业员工队伍的缩减。由于站在管理第一线,相比其他级别的管理人员,中层管理人员受大萧条造成的裁员较少,但与其他群体相比,他们对工作的投入度却下降更多。一家餐饮服务企业的工程师评论道,中层管理人员的“工作比过去复杂得多”,他们需要监督技术流程、进行数据分析并提高工作效率。
我们总认为改变要么自上而下,要么自下而上。但弗吉尼亚大学教授和文化高等研究院执行理事詹姆斯?戴维森?亨特表示,成功调动企业的中层人员才会真正激发改变。通过调动中层人员,领导者可以持久地改变思维和行为。当自上而中地进行改变时,企业的创新势头便达到了最大。
切勿只设计高层领导参与的创新策略。思考一下如何让中层人员成为带来创新和改变的新锐资源。
书中提到的核心观念在于,变革不是战略远景,也不是改良系统,更不是建立文化,而是改变人的行为,在科特看来效果远远好于通过分析去影响人的思维和判断。
对于这一点我十分赞同,随着移动互联网时代的到来,人们越来越注重用户体验,而用户体验的核心是效率。记读书笔记也是一样,我时常能发现某本书里面的`某段句子写的很好,想把它记下来,可是却忍受不了慢吞吞的低效抄写模式。这时如果你能做出一款产品通过我的的行为来提高我记笔记的效率,那它无疑就是成功的。
你可以说这是一种聒噪,你也可以说这是效率为上。无论如何,我希望一个更高效的解决方案。于是在重读《变革之心》时,我选择了“涂书笔记”。它把我记笔记的行为从抄写改成了拍照——通过手机给书中的文字拍张照,然后“涂”出要记录的部分,最后文字会被自动识别保存供你添加笔记。
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