The story of sofa-what is the value of talent in contribution?

The story of sofa-what is the value of talent in contribution? This article welcomes reprint, print, distribution, etc., but cannot be used for commercial purposes, at any time must keep the full text complete, and the statement reproduced narcissistic butterfly blog (http://blog.csdn.net/lanphaday), thank you. I bought a 3000-piece sofa from Lian Hua butterfly (Lai Yong-hao). I went to B's house the next day and found that B's home had an identical sofa, which was a little old. During the chat, I learned that B's mother had taken over from the country. The old mother was not used to it. She stayed at home and sat down on the sofa for a long time, so the sofa soon became old. A came out from B's home. The more I thought about it, the less I thought about it. I was busy during the day and busy at night. When I sat down on the sofa, it was not an hour a day. I suffered a loss! I ran to the furniture store and asked my boss, "Someone buys your sofa for 10 hours a day, and you sell 3000 yuan. I bought your sofa for only one hour a day, how can I buy 3000 RMB? You must reduce the price !" Everyone will think that classmate A is silly? It is a pity that there are so many fools and they are by our side! Not only are there many cost-sensitive SMEs, but even in many large enterprises, when employees raise their salaries, the boss (or HR) will make a comment: "Come and come, how much contribution have you made to the company over the past year? ...... (A few thousand words are omitted here) based on your contribution, we cannot raise your salary ." Listen, this is like a's saying: "The sofa is sitting for 10 hours every day, contributing 100% RMB. It is worth 3000 RMB. If it is sitting for 1 hour every day, the contribution is 10% RMB, I can only pay three hundred yuan at most!" The furniture store will never sell sofa for 300 yuan, because the price of sofa is determined by the market. If an enterprise simply evaluates the salary of an employee based on the contribution, it stands on the opposite side of the employee because the employee understands that his/her price (salary) is determined by the market. As long as other companies offer the desired price, they will surely go high. Many multinational companies offer employees a salary increase of 10%-20% every year. This is the number of market appreciation (basically in line with objective rules) of an employee who has been working in the company for one year ). Why do people prefer foreign companies? It is easier for foreign companies to gain humanistic care and respect for employees. In other words, it is easier to express their own values. On the other hand, if the employee's salary is determined based entirely on the contribution, it will inevitably lead to the expectation of employees entering the company's main business department, which is determined by the values of people going to the heights. If most employees enter the main business department, it is often a bad thing for the company. This means that other departments, such as customer service, O & M, and training, have become weak links of the company, competitors will sooner or later open gaps from these weak links, making it difficult for the company to continue. Multinational companies such as Microsoft and IBM have been raising a large number of "idle people". Their job is to study technologies, services, or environments that seem unrelated to their main business. When I visited Microsoft's Asia Research Institute in April, I was lucky enough to see several research results, which aroused the sincere admiration and warm applause of visitors. However, these "high-tech" results will not be productized, it cannot bring direct economic benefits to Microsoft. Later, I saw on the Internet that none of the 100 results of these studies would be productized. Almost all of them were born in the laboratory and died in the laboratory. According to our sofa theory, most researchers do not contribute, and they should not raise salaries and enjoy bonuses year by year. However, these discarded technologies are the source of true competitiveness for companies such as Microsoft and IBM. If Microsoft is also a "sofa theory", I am afraid it will be a long time ago? China's employees are well known for their high mobility. This does not blame us, but those who speak only about "contribution" and ignore the objective laws of the market and value. Do you want to retain your employees? To maintain enterprise competitiveness? Learn Shi Yuzhu, dare to give high salaries to employees!