What are the high pay positioning advantages and disadvantages?

Enterprise take high salary localization strategy, there are two major advantages, first is relatively can attract more talents, followed by the stability of employees will be high, but high salary orientation strategy also have obvious defects; First is the enterprise pay cost is higher, when the enterprise the management performance decline, the inevitable will first take layoffs or a pay cut way to control costs, but layoffs or a pay cut is likely to backfire-want to eliminate employees stay down, and want to keep employees but departure; The second, a high salary is positioning, this part of the costs must reflect the enterprise the product price, it will affect the enterprise market share. So, keep an eye out for would be found that average salaries in the industry leading level in the enterprise, if not monopoly industry, so the enterprise products are largely the high-grade brand in the industry, because a premium brand will often be able to have more premium, can solve that part of the higher pay cost.

In addition to a few industry leading enterprises can bear absolute full high salary positioning, most enterprise cannot take this strategy, but this does not mean to deny high salary strategy to find a reason, but rather to take a more scientific mixed compensation strategy: to core position to take high salary positioning, for non-core post take moderate or above the average salary positioning, strong position to alternative, take medium low salary positioning. That makes it more scientific and more economic.

Salary level just affect the enterprise personnel attractive necessary condition and not sufficient conditions, to improve the staff's average quality and skill, and to attract more outstanding talents to join in, only high salary positioning is far from enough.

Talk about the enterprise's salary positioning the difference between high and low advantages and disadvantages

First of all: talk about why relatively high salary said enterprise, in fact the human cost is not the overall than those of enterprise high relative base salary?

The overall human cost about enterprise, most people will think of first salary, bonus, social security, the human cost explicit, but neglecting the recruitment, staff replacement cost, cost of training costs, and the personnel quality not beautiful result of low labor productivity in the "high cost rate". This is like buying a car, in addition to the naked car number plates, and total price of the insurance expenses, etc have cost, but also the most important long-term maintenance cost, and gasoline, parking, the use of cost. But most firms tend to focus on the "has cost" human (namely salary level), and to ignore the human "use cost" (the recruitment, staff replacement cost, training costs, including in order to make a staff to the basic requirements for post shall pay wrong operation, low efficiency of the price and related training input).

For example, the enterprise cost 2000 yuan for a "cheap" sales representative, but to pay for other costs to make the sales representatives to qualify or excellent level and share the cost down overall cost 4000 yuan may be higher than for a "expensive" sales representative for the cost. The learning and growth needs to pay the price, or the cost of higher pay cost is to show, or is the extra training to reduce the learning or labor productivity, the cost of wrong operation, in short, no matter any enterprise, and its overall human cost shall follow similar "of the law of conservation of energy" some rules-don't just disappear or produce cost, but turn into another kind of form.

Therefore, if the enterprise is able to all human cost statistics caliber, you'll find that looks low labor cost actually not low; And the industry's leading multinational company, although personnel salary is high, but in fact the human cost rate is not high, even more than many local counterparts low. But the industry's leading multinational companies do not fully rely on high salary to attract talent, and they are the most worth of local business place of study, is their extreme pay great attention to the talents cultivating through a set of powerful mechanism of talents training, systematic and comprehensive study of new employees training, let just graduated college students in a year or more short time grow up for outstanding talents, and at the same time, higher than the average level of the offer of compensation, the high investment yield talent strategy, its market position to the consolidation of ascension and rose to vital role.

This paper conception is to clarify the human cost is misreading and not preach the role of high pay, and at the same time, also want to cause the attention of local enterprises, this is the line we want to express views.

Next: talk about high pay what location advantages and disadvantages?

Enterprise take high salary localization strategy, there are two major advantages, first is relatively can attract more talents, followed by the stability of employees will be high, but high salary orientation strategy also have obvious defects; First is the enterprise pay cost is higher, when the enterprise the management performance decline, the inevitable will first take layoffs or a pay cut way to control costs, but layoffs or a pay cut is likely to backfire-want to eliminate employees stay down, and want to keep employees but departure; The second, a high salary is positioning, this part of the costs must reflect the enterprise the product price, it will affect the enterprise market share. So, keep an eye out for would be found that average salaries in the industry leading level in the enterprise, if not monopoly industry, so the enterprise products are largely the high-grade brand in the industry, because a premium brand will often be able to have more premium, can solve that part of the higher pay cost.

In addition to a few industry leading enterprises can bear absolute full high salary positioning, most enterprise cannot take this strategy, but this does not mean to deny high salary strategy to find a reason, but rather to take a more scientific mixed compensation strategy: to core position to take high salary positioning, for non-core post take moderate or above the average salary positioning, strong position to alternative, take medium low salary positioning. That makes it more scientific and more economic.

Salary level just affect the enterprise personnel attractive necessary condition and not sufficient conditions, to improve the staff's average quality and skill, and to attract more outstanding talents to join in, only high salary positioning is far from enough.

Again: talk about low pay what location advantages and disadvantages.

Enterprise take low salary localization strategy, the only advantage is its human cost is low, relative to the human cost is more flexible. However, low salary orientation strategy has not satisfy the current mainstream trend, because the current China's economy is transformation, depend on low labor costs to cost advantage model of development has come to an end.

Low salary positioning has many shortcomings, first is difficult to attract talents; Second, because pay is low, the staff of the enterprise loyalty and satisfaction is low, and the production of products, the quality of service provided by nor may be high; Third, the promotion enterprise's overall competitiveness against.

In addition, if want to in the human cost statistics caliber words, take low pay cost of enterprise strategy, actually happened is not low labor costs overall, so, even if is the enterprise wants to take the low salary localization strategy, also can't in all the sequence of the low strategy, but according to sequence and the importance of job position, targeted Settings, take mixed strategy.

Finally: tell me about why the average wage rise in China enterprise that is good news?

Whether made in China or Chinese create, is inseparable from the excellent labor and core talents, can say talent is the root of the enterprise development. From the historical development rule look, the current Chinese business circles, similar to the 90 s South Korea and Japan in the 70 s, have the experience of average wage labor from low to high this development process. And now China, just from the low labor in average wage labor to high average wage of phase change, labor intensive industry also has started to lag behind the Midwest, and the area to Vietnam, the Philippines and less developed countries transfer.

No matter whether is the enterprise would like to, must face rising labor costs, excellent industrial workers scarce reality, the speaking of the enterprise, is more of a challenge than it is a chance-was forced to higher content of technology of industry transformation of opportunities. We all know, the foreign trade type, OEM enterprises vulnerable to exchange rate and international economic situation, the influence of never which country can rely on trade industry or processing industry can power, has to depend on the precise manufacturing, high-tech industry to achieve the rich countries to the work of the strong international status, and therefore, today's China labor average wage rise, is actually persecution from the development of enterprises have to past model, thereby to industrial upgrade, to high added value, high technology content industry to move forward.

Any a big social change, the driving force is often not the endogenous factor from, but from an exogenous factors; China enterprise industry upgrade, since can't rely on entrepreneurs to realize the introspection, can only rely on the labor of average wage rise to achieve.

The boss can be training

The child is too heavy-handed, the kindergarten all the toys as yourself, don't let the other kids play, parents have a responsibility; The husband is too great man's doctrine, size housework entirely no matter and the home as 24 hours of a customer service apartment hotel, the wife have responsibility; The boss did not smell and customs, often give employees to a midnight fierce bell, or of employee weekend default for working days, employees also have certain responsibilities.

Many bosses bad temper is used by staff came out.

I met a hotel of the public relations manager, she was looking so bad, even with cheek red is just like a fever. For those days exhibition, conference constantly, many big shots in the presidential suite in succession. She is busy working days to 12 o 'clock at night, early in the morning to run to come over the weekend, and hold a flower wearing high heels, and stood at the door when the hostess. But the same thing happened in another hotel on public relations manager, but get completely different treatment. When she learned that a Saturday after prime minister in the hotel, arranged a hand came to meet, their expression rest. The hotel's general manager, they had also criticised for her. At her insistence, she and general manager of a tacit understanding this: if you have a VIP check in, when working day three colleagues can together public relations department to meet, if encounter weekend, on duty of that meet the can. She said to me: "it is my custom to do for the boss. If every guest to all three of us, we all have to meet together dead tired."

The rules were people make. In a rigid rules and regulations besides, do and don't do, and how to do that, have a lot of elastic range. The boss of course all hope every detail perfection. But every detail exactly how much work need to put in the time and the workload, they may not clear, also don't need to know that. Then how to make work investment of the highest cost-effective, and can let oneself work life balance of reasonable, is staff should be made clear. Get it, we have to go and boss. Communication, to get the boss understanding: originally to my request, you so tired! Believe me, you don't mistake that you don't make it very clear, your boss will know that you would be so tired, they'll never know only the drawbacks of things where, and for your input and pay ignores it.

But communication must have skills.

A company headquarters is visiting boss China division. E-mail conveys the schedule is arrived in Shanghai on Saturday morning. China commanded the whole company boss immediately weekends, the embattled. Suddenly complained of boiling. At this time, he's not obedient secretary clever to tip: don't ask him to return to letter on Saturday whether Shanghai have private purpose? Need not to need us to help him find a local guide? A word reminded China's CEO. Soon receive headquarters reply: on Saturday and Sunday, to deal with other matters, on Monday morning to the company for the meeting.

An E-mail, save the double cease day.

I can only say that the CEO is a revolution in China the said, for many years with the wasted effort to climb to today's position step by step, but does not understand, actually don't have to be so hard, a CEO. In the "smart", his secretary than he had potential. Mr. CEO makes the mistake of, he thought the weekends obligatory, but didn't know that his boss whether to need one day time pour jet lag, or accompany a wife around China's foreign trade store. Can say, the China CEO doesn't "training" the boss, and his hard work are also asked for it.

A lot of things is such a catch in it. Sometimes you unconscious do one thing, maybe is added to your head around. A meeting, marketing staff xiao li out of kindness to everyone a person end for a glass of water. But since then, the boss is habitually smile to xiao li: "the trouble you for everyone to end a glass of water?" Step wrong, wrong step.

A secretary is very will deal with such trifles. She never give her boss pour the coffee. I do not know how the case, there are times that she called her boss to the conference room, let her under the eyes of a cup of coffee in. She thought about this, end in a cup of coffee, quickly go out with pride. See the boss sipping a small mouth, a face of a rather sour face immediately. So this is a cup of four times as much as the concentration of black coffee, traditional Chinese medicine also than bitter. Afterwards the secretary a face of innocence to say to the owner: "I really can't cook coffee, I'm not your life secretary." From now on the job pushing out clean.

Management knowledge: single CEO love adventure

 The new research could make people look at corporate America again head straight. Last week, the United States the National Bureau of Economic Research (National Bureau of Economic Research) released a report that work, CEO of the company by a single management risk is higher than the stock that the CEO of the company married management.

A study by the University of Pennsylvania (Wharton School, University of Pennsylvania 's Wharton School) two professors, the survey of 1500 companies and its chief executive officer of the marital status. Two, the professors found by a single CEO and married CEO management company in the company do exist differences in behavior. Single CEO management companies tend to put more money in the research and development, acquisitions and other faster expansion of the size of the business investment, but the probability of failure is also higher. The result is the volatility of the stock price more big.

Single CEO more adventurous why? To this, the study the marital Status and Risk Managers view "(Status, Marriage and Managers' Attitudes to Risk) some have been vague. Two co-author Nick lai Rosa panov and pavel haute-savoie think, it certainly and about dating. Single people willing to take more risk, improve "spouse quality". Rosa panov said: "even in CEO, relative position among in marriage seems to be important." Rosa panov says, likely choose single nature more love adventure, but he thinks that this is not the answer. He doesn't think he the statistical results of the science and technology by the impact of the company, technology companies often have more investment in research and a younger CEO. He said, all industries and regions are the same, the CEO of validation of the survey results, although different regions of the divorce laws can increase in some areas of the proposed marriage risk (if people want to protect their wealth words).

Rosa panov to Oracle (Oracle) larry ellison and Microsoft (Microsoft) Steve ballmer for example. Ellison of his career in many cases are in a single state (Rosa panov said: "he divorced marry again and get married and divorced, repeated several times."), and he had many large-scale acquisitions, character aggressive. But Mr Ballmer in his career most of the time are married state, outside criticism of him is he didn't put Microsoft large cash reserves more take a.

Overall, the survey company about 20% in by a single CEO management. Rosa panov unable to account for single women CEO and single men between CEO there. Because the number of samples CEO women not enough, lack of statistical significance.

So, this investigation significance? First of all want to ask why the two Wharton professor concerned about the date of the ceos life or the marriage life. Rosa panov says, the issues involved in the influence of the company CEO size, and it involves whether CEO pay too high for. Rosa panov says his research shows, ceos, or more specifically their private life (to) do have influence, the impact would have probably too big. The board of directors should play a role, reduce CEO because is in pursuit of a or sexy, or wisdom in the company of the spouses of the risk-taking. But obviously, the board of directors and do it.

Outgoing CEO left three envelopes

You must know the three envelopes executives of the story? A retired CEO to his successor, three a coded number of envelopes. "If you had feel able to solve the problem, the problems in submitted to the board, first open the envelope. Please believe me." He told her.

After less than four months, the company's sales appeared unexpectedly to sharply reduce. The new CEO to feel hopeless desk, took out the first envelope, open on see, top write: "blame your former."

So, in and analysts call, she clever but strongly accused his predecessor is sharply reduce sales of root. Wall Street and the media to her outspoken made a good response. Restore its sales, this problem to solve.

About a year later, when the company an important global products had to recall, sales fell again. The CEO soon opened the second envelope: "restructuring."

Restructuring done quickly, and to revive.

The next year, both sales and profits growth. A major merger completed successfully. The company stock prices soared. But, a had not anticipated personal crisis are a threat to the board of directors, the CEO of support. She went into the office, tore the third envelope: "prepare to three envelopes.

In addition to GuanErYiXiao beyond, you of three envelopes where? You will prepare for his successor, what kind of information? However, a better situation is: when you get a promotion, waiting for you is what kind of letters? (you have been promoted, isn't it?)

If now you must write a memo 300 words, for tomorrow you will take over the position, then, what would you say? Are you more information that work, talk about your role, talk to your colleagues and subordinate? Or say you face the challenge of...... Or write about yourself?

Well, now we give it some code: put your memo content posted on the company's online inline makes you feel feel at ease? Or know their own "three envelopes" of content will be made public and forced to rewrite?

Next, we weigh the question: if possible, you will see who is "three envelopes"? Colleagues? Do you want to work that person? In your work environment, "three envelopes transparency" on people and the interaction between expectations may what influence?

As people jobs and more and more responsibility, succession problem has become more challenging, the unpleasant reality lead to the emergence of the problem. Now, almost everyone's work is more, bear responsibilities too much. In such an environment, succession planning is becoming increasingly important. However, I see what it is, people greatly underestimated this reality. In the job evaluation and professional ability of development on the input side, people to individual and its performance degree of concern, much higher than the role of to them and to the attention of the responsibilities of the constant change. So do very bad? Of course not. But to the individual, but the emphasis for the leader and managers better spread their "invisible knowledge" (tacitknowledge, also known as the "implicit knowledge", it is to point to exist in individual employees and enterprise all levels within the organization to standardization, couldn't tell and imitate, not easy exchange and sharing, not easy also be copied or steal, not yet coding and engage in all kinds of tacit knowledge, as well as through the flow and sharing from enterprise external effective way of the gain of tacit knowledge-translators note) made extra difficulty, brought the additional responsibilities, and the recessive knowledge then makes them more effective to play its own part. Explore and explain how to grow in your work, and described the significance of the work of enterprise is one thing, and to organize the exploration and interpretation, make it a potential successor may help guide the guidelines are completely is another thing. For example, the facts show that the entry process executives position--whether internal promotion, or from outside the organization-has been even more difficult than before.

Forbes published in 2010 the world's ten largest failure President rankings

2010/12/14/0:10 source: global times-the web authors: wang xin will
Forbes magazine in recently released "in 2010 the world's ten largest failure President list". In this list, British petroleum (BP) President Tony-Heywood because to gulf of Mexico oil leak event handling misconduct, almost no suspense to rank high on the list. That list only Chinese changchun gold and the President of the pharmaceutical company JinLei, criterion because the United States illegally marketing doping and to be came in fourth.

Forbes article said, two years ago, the director of the $50 billion PangShi fraud Bernard-Douglas husband was put in prison, his existence for "the behavior of the head company on earth can be bad, to what extent" set up the benchmarks. But this year with the economic situation go well, company ceos behavior than before finally "decent some". The Forbes global executives in accordance with in public or the public words and deeds, elected the annual 10 big "disastrous" President.

In this list released the list are the only Chinese, the group is changchun gold the President of the pharmaceutical company JinLei. Forbes said, JinLei use the company's brand "gold increasing (Jintropin), with the Internet marketing" human growth hormone. In the United States and his drug sales activities did not won the federal food and drug administration for approval. In October, JinLei illegally in the United States to marketing "human growth hormone" of the accused guilty. The decision is, JinLei and the company has confiscated $4.5 million worth of assets, and his company will also to the anti-doping sports sponsorship $3 million, is disastrous. Above JinLei behavior let in fourth place in the list.

The paper also says, BP chief executive Tony-oil leak in the gulf of Mexico Heywood events, for people to show his "amazing heartless", which made him doubt to rank high on the list. Oil is in serious, Heywood had told the guardian, a British newspaper, said, the gulf of Mexico is "very broad ocean", the pollution of the impact on the environment described as "very, very limited". On a entitled "the today show" of the programs of Heywood unexpectedly says wants to "return to your life", and to build his avowedly rushed down the company of catastrophe brushed aside. Based on the above behavior, Heywood became President in 2010 failed the deserved first name.

On the Forbes list of another failure President eight, were forged to submit an expense account records and make the company the damaged HP CEO mark-head, for fraud in prison global calls President before the communication timothy-HeFu, to show off his high salary employees Enmax Canada company President Gary-horton, in order to defraud the securities trading do false account of American oil company President estrada lille-small Hawkins, Owen suspected of securities fraud Locateplus survey of company President is strong-la torre pull, at home by the call girl frequent exposure Lyon real estate company President Michael Lyon, organization situation of nothing and without the world wrestling entertainment as the total charge Linda-McMahon, in a television interview irony of President before the HP opponent hair style-fee Mr, carly fiorina.

CEO scene infinite, but "the bigger the ability, the greater the responsibility". Say the wrong thing, the wrong man, to do the wrong thing, CEO bad times also have no. To the end of the year, look at 2010 what are the CEO unlucky?

The first ten carly-fee that Obama, hewlett-packard company before the close HP chief executive, presently for California senator candidate

Carly-fee that Obama, in a TV interview during rehearsal, was a live out of the receiver caught mock running against Barbara boxer hairstyle-burke (" oh god, what is that there is a hair style? Overnight taste! "). Fees are likely to end up in the's total have to lose the election, but the words she didn't go to really good.

The ninth Linda-McMahon, the world wrestling entertainment congress close Connecticut governor candidate

Linda-mike fearfully once rule the world wrestling entertainment conference, she admitted that not clear to give employees the hair salary WWE is below the minimum hourly wage, she even Connecticut minimum hourly how much it provisions do not know. She also lose the campaign.

8 Michael Lyon, Lyon real estate company shut down California city of Lyon Isaac sliding door more real estate company CEO

Mike. In Lyon and second wife dozen divorce case flopped about when to chicken feathers within one, make the fbi to he have an interest. Lyon in his residence allegedly in secret video of other people. August this year the United States announced the procuratorial organs after a 16 months of investigation, the conclusion is insufficient evidence. But sarkozy, sliding door sheriff and local prosecutors office bricks, determination took the federal government's file, himself an investigation to determine whether he is breaking the law of the state's what. Lyon announced in late August of the office for his father founded the company in 1946, the top management, November he was arrested, allegedly was found in the home more than women with secret produced the sex tape, and at least one person is high-end prostitutes. Lyon at present bail out.

Seventh place strong-la torre pull, Locateplus research service company

The company to provide customers with access all kinds of public data services, such as real estate information and phone call records, etc. Earlier this month the chief executive officer of the company (now resignation) strong. La torre alleged pull in securities fraud and to the auditing personnel and the securities and exchange commission provide false documents, malignant theft and other charges. The prosecution says, and he la torre's former chief financial officer of planning several cases of fraud conspiracy, the purpose is the human empty to add the company's earnings. This is the most extraordinary of scrapes charges is a 1985 years of died the identity of the dead to concoct out two living dead, a Locateplus for work as competent business, another play two people control a company funders. Two of the defendants is not the first time in court. Natural, was found guilty in before we can only assume that they or innocent, but it is only such a sigh, charges and content will be enough to let us to treat them as the list of big heat to man.

Sixth, ace of Owen small lille. Hawkins, PetroAmerica

This October, the federal government accused estrada lille-Michael Owen. Hawkins securities fraud, accused the PetroAmerica company chief executive deliberately to investors sell unregistered securities, and the auxiliary and abetted sell unregistered stock behavior. Federal prosecutors also accused Hawkins guilty of "aggravating points, transfer accounts with behavior (aggravatedcurrencystructuring, note, is a kind of money laundering)", involving hiding large extraction of cash, supervision department submits deceitful reports. Hawkins refused to a guilty plea any charges.

The fifth Gary-horton, Enmax company

Earlier this month, Canada Enmax energy suppliers of chief executive Gary. Horton sent to all the employees for a five pages of E-mail, for his high salary do defense, also criticized the media grossly exaggerated he held in his home on the party. In the letter midstream paranoid horton warning tone under the material shall not be revealed to the media. Of course, this will have another company insiders to media blasting material.

Fourth JinLei, changchun gold "pharmaceutical company

In October, the Chinese pharmaceutical enterprise changchun gold of the JinLei general manager of the illegal marketing the human growth hormone hormone accused confessed. The verdict is, JinLei and the company to be confiscated value $4.5 million of assets, will also to the anti-doping sports sponsorship $3 million. JinLei use gold "brand" increasing (Jintropin), with the Internet marketing human growth hormone. His us drug sales activities did not get the federal food and drug administration approved, and the provisions of the United States only through a doctor's prescription to get legal these products.

 

How to best made by CEO?

Must have the innovation spirit and open field of vision, the respect for management rule

In the CEO in class, have the evergreen tree, also has new economy rapidly emerging new generation. Some have been withdrawn from the stage, some are setbacks and WoXinChangDan. Whatever success and failures, honor and disgrace, this class is at different times in different ways to promote Chinese enterprise's development and progress, they may be victims, also may be experiment, but these won't be moved to the us box of chocolate reverence.

The two dimensions of the evaluation of the CEO

In evaluating a CEO excellent, mostly because his enterprise is excellent, not the success of an enterprise is no CEO of success. The excellent CEO must have what qualities? We can from two dimensions to know: one is to China's national conditions of cognition, and the second is to the enterprise management knowledge.

The situation of to cognitive, must first understand the history and social characteristics. China's social governance structure, the value of social follow rules and was very different from western, Chinese society of the massive and complex let many excellent international enterprise at a loss, but Chinese entrepreneurs but it can understand and use this change and its opportunities brought. This is why the "best buy" in the Chinese market is on the verge of dying, and country and su ning but it can rapid expansion, to share the feast; This is why ten years ago was the Volvo laughed at LiShuFu refrigerator factory director, after ten years with the acquisition of the car factory founded the Volvo.

Next to know China market characteristics. Baidu's success, alibaba's success is because and strong international competitors, and they know more about China market, more willing to service the Chinese state of mind to design their own products, and won the market, to win the company and personal success.

Enterprise management to the cognitive, include whether innovation spirit, whether the rule, whether it has the respect of the open field of vision three elements.

The first thing is to have entrepreneur spirit of innovation. The state-owned enterprises need to break the system innovation, the strengthening of the corporation need management innovation, the development of Chinese enterprises need more technology innovation. To have the innovation thinking, made the battery WangChuanFu success in the car industry, tube eat tubes of the industry chain eke out her drink NingGaoNing integration. Industry to upgrade, development mode to reform, these need innovative consciousness and innovative thinking to guide.

Second, we should respect the management rules. Respect management rules could mean you know, the transformation of the subversion of the existing habits, change the cost structure, or even give up successful in the past. But when we see lenovo's strategic management mode, on the talent cultivation mechanism vanke, li ning brand of rapid construction and channel expansion, will feel respect management law of China for ceos is not only correct to do things, more means they and the success of the distance.

The third is to have a broad field of vision. China's successful enterprise ceos have an important common in strategic level is a higher awareness. Wanda 10 years ago to take the lead in the real estate and business square to see the integration of value, copy all the way to the great river north and south; Consolidated group investment strategy is early step insight into the development of the industry trend, seizes the commanding heights. Open vision allows these enterprise ceos step ahead, this step is the end of the first circuit into line that step.

In the challenges of achievements

Chinese companies are in high speed development smooth transition to change, the principle of development, the pattern, the way to change all face. Therefore, every CEO are faced with the following three challenges.

To do the big from do. Over the past 30 years, especially in the past 15 years, the CEO of China are the most used to face is how to make the enterprise scale, how in a growing market fully enjoy dividend growth. So we see more, street enterprise into a home appliance giant, township enterprises into the world factory, once depression of the state-owned enterprises become the international top 500 nie rebirth.