Reflections after reading "Focus on the Struggler"

After reading a certain work, I believe you will have many thoughts in your heart. It is time to take time to write down your thoughts after reading it. Are you at a loss for what you think after reading it? Below are sample essays (selected 3 essays) that I have compiled for you after reading "Putting Strivers First". You are welcome to share them. Thoughts after reading "Strivers First" 1

Opening the book "Strivers First", the opening page is such a thrilling declaration, and Ren Zhengfei's persistence and determination are revealed between the lines. Ren Zhengfei proposed it and he did it. After 30 years of arduous struggle, Huawei has grown from a sales agency that produces user switches to one of the top 100 global enterprises, the top 10 global electronic technology companies, and the top 3 economic giants in the global communications industry.

Huawei’s success is no accident or luck. Accurate profit-driven and reasonable value distribution, supplemented by a positive and vigorous cultural system, have enabled Huawei to win brilliant victories one after another in the commercial and economic battles.

"Strivers First" uses hundreds of thousands of pages and thousands of quotes by Ren Zhengfei to elaborate on Huawei's core values, which are customer-centered and striver-oriented. This core value of long-term hard work actually also applies to our Cheetah Motors. "Pioneering and innovative" means being customer-centered, "truth-seeking" means being striver-oriented, and "dedication" means long-term hard work. As long as we adhere to the correct core values, we will definitely be able to make Cheetah Motors bigger and stronger.

My main job is to recruit, to recruit outstanding talents for the company who recognize the corporate culture of Cheetah Motors. Whether it is recruiting technical backbones, management elites, or front-line grassroots workers, we should follow the screening process based on moral character. people. Insist on choosing virtuous and talented people. Only by recognizing the entrepreneurial spirit and fighting spirit of Cheetah Motors can we be truly qualified for our jobs. Huawei ranks first in the country in recruiting outstanding fresh graduates from Tsinghua University and Peking University. Among them, 182 students from Tsinghua University and 122 from Peking University were hired. This number is more than the second to fifth places combined. Such a brilliant result It is accumulated through years of hard work. In the future, I will take the time to learn more about the human resource management concepts of an excellent company like Huawei, and continue to improve my abilities to serve the company.

Look back on the past and look forward to the future. Compared with Changfeng Cheetah's road to revival, we have only crossed a small step, and there are more challenges waiting ahead. I believe that as long as we remain true to our original aspirations, keep our mission in mind, adhere to our ideals, and put strivers first, one day, Cheetah Motors will be able to achieve more and greater achievements. Thoughts after reading "Putting Strivers First" 2

"Putting Strivers First" is an internal training textbook organized and compiled by Huawei, the world's leading communications equipment company, and it has a lot of accidental encounters.

Tracing back to its roots, Huawei's strong growth stems from its core competitiveness, which in turn stems from its core values, namely: customer-centered and striver-oriented. Ren Zhengfei, President of Huawei, said: "Enterprises must develop a group of wolves. Wolves have three major characteristics: first, a keen sense of smell; second, an unyielding and unyielding offensive spirit; third, group struggle." I think this "group struggle" is also It may be called "wolf culture", which is very important, and it has the meaning of "when we unite as one, we can move mountains". An enterprise or a group can survive and become stronger in a difficult environment and increasingly fierce competition only if the majority of employees work together and work hard.

The striver-oriented corporate culture has been transformed into a major spirit and strong soft power of Huawei. For a striver-oriented corporate culture, the first thing to define is: what kind of employees are the strivers of the enterprise, or what is the standard for measuring struggle.

Huawei believes that creating value for customers is called struggle. If you cannot create value for customers, no matter how hard you work, it is not struggle. Any small labor that creates value for customers and the efforts made to enrich and improve oneself during the labor process are all called struggles. Otherwise, no matter how hard and tiring it is, it cannot be called a struggle. Being striver-oriented not only refers to workers, but also includes investors. Investors are also strivers, and they must also bear the responsibilities and risks of investment. The new strivers include the above two types of people, and the two have the same goals. . At Huawei, a breakthrough point of view is that labor, knowledge, capital and entrepreneurs jointly create all the value of the enterprise.

Huawei also believes that most people only pay attention to physical hard work and do not pay attention to mental hard work. In fact, whether they are emperors and generals in ancient times, or today's scientists, entrepreneurs, or even self-employed individuals who are good at business, most of their success is due to their emphasis on spiritual hard work. Because compared to physical hard work, mental hard work is harder to understand, but its value is huge. I strongly agree with this point of view. Physical hard work only requires hard work and quick legs, but mental hard work requires a strong will and even the endurance of humiliation.

Based on strivers, the key lies in how the company evaluates the value created by employees and how to motivate employees to achieve greater potential. Huawei has a keen insight that the reason why companies can create huge value is due to human resources, so it has established a scientific system to objectively and fairly evaluate the value contributions of internal personnel and how to allocate the value created and residual value of the company.

Ren Zhengfei said: "If you are a striver, we will give you stocks and bonuses. We cannot do the opposite and fight for bonuses and stocks. If this is the case, values ??will go backwards."

Taking strivers as our priority This is not to deceive people or do false work, but to make a real statement. It has been learned and referenced by many well-known enterprises at home and abroad, and has become a characteristic corporate culture and mainstream culture. I'm wondering, can the corporate culture of "struggle-oriented" be grafted into the prosecutorial culture and become an integral part of the prosecutorial culture? The company's service target is consumers, and its goal is to allow consumers to obtain more reasonable value. The procuratorial organs serve the people, and their goal is to satisfy the people and give them a greater sense of gain. To achieve this goal, every prosecutor must be a striver.

In today’s society, the vast majority of people lack nothing, including food, clothing, housing, cars, a decent life, and good health. But many people They all lack one thing: spirit.

Without spiritual struggle, work will not be done well. For example, the quality of our case handling is unsatisfactory every time we inspect it, and there are basically some flaws in details. Perfecting the details doesn't take much physical effort, it mainly requires mental slack. Mental laziness is more deadly than physical laziness. It is the root cause of all problems.

We want every comrade to become a physical and spiritual struggler. I think this has both organizational and personal factors. In addition to strengthening educational assistance, the organization must also create a better platform for comrades, so that comrades have no worries, so that everyone can go into battle with ease, and a more scientific incentive mechanism must be established "based on strivers". At the same time, individuals must pay more attention to cultivating their sentiments, taking dedication as their own responsibility, truly staying true to their original aspirations, and establishing the purpose of serving the people wholeheartedly. Only in this way can they be spiritually sublimated.

Everything is easier said than done. We still have a long way to go. As the saying goes: "Nine times out of ten things in life will be unsatisfactory." In life, difficulties and pressure are normal, and happiness is only short-lived, but we must have the courage to face difficulties and pressure gracefully. Thoughts after reading "Strugglers Oriented" 3

After reading some of Mr. Zhang's expositions about "strugglers", I was deeply touched. I just joined the company not long ago and am a newcomer, but I strongly feel that the company's corporate culture is different from other companies. Last year, when I just came out of school, I didn’t have much thought, burden, or experience, and I didn’t know what I wanted. The companies I joined before didn't give you too much training on company culture, so I never understood what the company's culture was or what the company's background was, so I would just enter the company and try without thinking too much. Although at first I felt that it was good to join a new company, it was only superficial. After a while, I realized that it was not a company I wanted to stay in for a long time. The management of a company ignores you, lacks enthusiasm for work, and does not have much communication and cooperation among colleagues. This makes me feel that such a company has no passion at all.

20xx is the beginning of my new year. I found Yuyitong Technology Co., Ltd. I didn't know much about this company at first, but when I entered the company on the day of the interview, I felt the atmosphere of the company. Departments are in the same office, making it easier for colleagues to communicate and collaborate. At that time, I had the urge to stay in this company. In the end I actually stayed with this company.

The 2-month internship gave me an understanding of this company. Yiliu has seven values: honor your parents, be honest and trustworthy, be united and friendly, put customers first, suffer losses as blessings, never be satisfied, and live in the present. These short 28 words allowed me to see everything contained in it. People around you, including your parents, friends, colleagues, customers and yourself, have all made some norms to restrain yourself on how you should treat these things. Parents give us life, train us to grow up, and send us to school to learn knowledge. Now that we are working in the company, we must be grateful and grateful. Think about it, since the company leaders put "honor your parents" at the top of their values, it means that the leaders also care about their parents and have been advocating it. If you think of your parents and the people around you, then Yiliu's values ??have slowly taken root in your heart, and there will be a force pushing you to work hard and vow to stay in Yiliu and become a group of struggling people. A member of it.

I remember that when training on corporate culture, Mr. Huang said: The company has developed in the past few years. When Yiliu just started a few years ago, it was hard for the employees who entered the company; in recent years, Yiliu has been in a In the development stage, employees who enter the company are lucky and do not need to experience the difficulties at the beginning; in a few years, Yiliu will be in a stable stage, and employees who enter the company may not have as much room for development as those who enter the company at this moment. . Speaking of opportunities, when I entered the company, I had opportunities for development. I immediately felt motivated to stay in the company and work hard to advance and retreat together.

In his explanation of "strugglers", Mr. Zhang wrote about the interpretation of "strugglers": first, those who have made necessary contributions to the forward development of the entire society; second, those who can do what they want. The industries and customers we serve create real value; third, through our own efforts and dedication, we can achieve personal achievements and receive generous returns.

The three levels of meaning, from big aspects to small aspects, are inseparable from your own efforts, and you must realize your own value step by step in a down-to-earth manner. This is my general understanding of the three levels of meaning.

In addition, I am reflecting on the five requirements of Yiliu "strugglers". Have I fulfilled these five requirements? Can I become a "struggler" of Yiliu?

First, Yiliu’s “strugglers” should first of all be absolutely identified with and loyal to Yiliu’s cause, and practice Yiliu’s seven values. At this stage, I am working hard to implement Yiliu's seven values. I also want to stay in the company and be loyal to the company. No matter what difficulties I encounter, I will never be the same as when I first started working, where I would quit and quit at every turn. Now I understand that the idea of ??"just don't do it if it doesn't go well" is indeed immature and is an escape. In Yiliu, only by recognizing and being loyal to Yiliu's cause can we continue to practice Yiliu's seven values ??and create our own maximum value.

The second point is that the "strugglers" of Yiliu must be passionate about their work and have a sense of responsibility and mission for the development of Yiliu. At this moment, I feel that this is not good enough. I still complain about my work and don’t think too much about what I should do to better promote the development of the company. Sometimes when encountering tedious work, I always lose patience, say this is not good and that is not good, completely lose passion, and do not want to continue. Next, I think I should change my ideas, always maintain a positive attitude toward work and life, and love for the work I do at Yiliu, and think carefully about solutions when encountering problems. This will allow you to work better.

The third point is to maximize the value of your position and adhere to a "result-oriented" acting style. To be honest, I really don't understand this. Perhaps it means that each of us needs to have a goal of our own, and keep moving forward towards this goal, keep working hard, and finally achieve the goal. This is my understanding, "result-oriented" is also "goal-oriented".

The fourth point is that the "strugglers" of Yiliu should always have a sense of crisis and continue to improve at work. I have always felt that in terms of vigilance, I am still very weak. At work, I don’t feel the slightest sense of crisis about my current job. Don’t worry about not doing your job well one day, there will always be someone who can do it better than you. Therefore, at work, you must constantly innovate and not be replaced by others, so that you can get better and better. The same goes for the company. As a member of the company, each of our employees must have a sense of crisis and a spirit of innovation to prevent competitors from surpassing us.

The fifth point is that the "strugglers" of Yiliu should have the spirit of research, learning and continuous innovation. I think this point is similar to the fourth point above. Both require awareness of the crisis first, and only then can we find solutions and continue to research, learn, and innovate.

Taking the five-point "struggler" requirements as a guide, always push yourself, strive to be yourself, make yourself a real "struggler" of Yiliu, and practice the seven values ????of Yiliu . In the end, I worked hard to change from a "person without background" to a "person with background".