D.卡尔顿 罗西
D. Carlton Rossi

Dawujituan


                                                   


                                                        Talk to the Fist                                 




Sun Dawu is the founder of Hebei Dawujituan and is currently a member of Dawujituan Board of Supervisors. He is Senior Researcher of China Agricultural University Institute of Peasant Issues; as well as, a Special Researcher at the Private Economic Research Institute.





                       Kiowa Trail

We came up the trail from Texas
in the spring of '74,

and bedded our herd on the short grass
beyond the railroad.

We cleaned our guns and washed our necks
and dusted our hats for town,

riding fifteen strong to the hitching rail
and standing fifteen strong to the bar.


Louis L'Amour


Louis L'Amour, Kiowa Trail, Bantom Books Inc., New York: 1964.





孙大午:今天我们不聊信任 只谈职责

上任者在工作初期可能感念这份信任,出于对知遇之恩的报答,兢兢业业,可是,这种依靠人心的督促是不能长久的,人心是会变的,是动态的,上任者不可能永远保持这份感恩之心,当感性的人心其促进作用越来越小,又缺乏理性的制度约束时,权力就成了一匹脱缰的野马,东奔西突,横冲直撞,只能是伤人伤己,信任被辜负也就成为一种必然。



Sun Dawu: Today, we do not talk only
about  responsibilities of trust


Hebei Province


The incumbent may at the beginning of work rely on gratitude of trust for thanks to the gratitude of return to work conscientiously. However, this reliance on the supervision of the people can not be long since people are in a dynamic state of change. The incumbent cannot forever maintain the heart of gratitude when the sensibility of the people to promote the role is getting smaller and smaller. With the lack of rational constraints the power has become a runaway mustang. East and West are in a sudden rampage. A wounding injury means that trust has become a necessity to live up to.

At present, our society emphasizes responsibility, rather than pay attention to trust. People's general psychology is that responsibility has a business-like meaning, but there is a human touch to trust.

In enterprise, especially regarding the employment problem, the employer always upholds the principle that only trusted people will be promoted to appointments and only confidants will be entrusted with the task, the result is what? The result is often that trust is disappointed.The reason is that the employer gives power based on trust, but not on clear responsibilities. The responsibilities are not fulfilled.  

Leadership is surrounded by subordinates all day long who compliment. They are full of eyeful singing and dancing Sheng. They are full of praises of songs for the ears. They do not see the real situation. They can not hear the real voice. There is no real basis for doing and making the right decision. Over time, the entire enterprise will consist of bad habits which erode into evil. There is no emphasis on duty, but trust is stressed on the individual and leadership. This is bad for the entire enterprise.

This trust-based employment thinking has led directly to the "eyes staring at the leadership look" style of work. Because the power is based on the leadership of trust given to them and since trust is a mysterious psychological state that can at any time change then the incumbent will feel ill at ease without end at any time so that fear of leadership is also to trust not themselves.

Eyes staring at the leadership at work will not let go of hands and feet. Leadership is always thinking about how I would like to do the work of leadership?  I do the work of leadership, but am not satisfied with it? Time and effort are wasted in the "speculation on the meaning of", in accordance with the wink of leadership is to act on their own without thinking and will ignore the improvement of their work.


Our private corporate constitutional system focuses on responsibility and not trust.


Take the board of directors who are elected of the group with me or other leaders who do not trust them as  trust does not matter. At this time, human sensibility is not always a disadvantage since attention is paid to responsibilities. For directors to trust a few people alone is not possible, and every year hundreds of cadres and workers vote and not everyone knows you or  trusts you. They vote on the basis of performance. The work performance is to see if you are not doing their own work. It is possible to be elected as a director only if there is a result.

After the election of directors the issue is not how to please a few leaders, but to let hundreds of voters recognize themselves so that they make achievements in their work in order to stay. If there are no results then in the next election the candidate  is unsuccessful. Not only the appointment and removal of directors takes place, but the appointment of cadres and their dismissal is the case. If cadres of Afternoon Group do not do a good job on promotion then changes are volatile. Meteoric promotions will not appear because a big leader trusts and value you, but rather with performance. Do not always think at work of how the leader will see you as long as you do your own good work. Based on consumer satisfaction leaders cannot withdraw such cadres.

This requires clear responsibilities of the various units of the Group which are clearly defined in two ways: one is clear responsibility to the individual and the second is the scope of public duties. With regard to clear responsibilities to individuals it means they know their own terms of reference and can remind themselves to do their jobs. This role means that he can play a supervisory role by working on a problem and finding the direct responsibility of the people. This supervision is not just to trace responsibility, but more importantly to fill the deficiencies in the work by improving work methods through lessons learned.

Dawu Group allows employees to make mistakes, but is also willing to pay tuition fees to employees. However, employees should learn something through  tuition. If the tuition is paid but there are no results then it means the responsibility is not a clear cause.

Open and transparent responsibilities mean that people know who do something should not take the long way to go, but rather go directly to the responsible person to solve the problem. This will greatly improve work efficiency. The name, contact information, photos and other contents of the members of the Group are open to the public. The content of this announcement needs to be supplemented, and the scope of duties needs to be open and transparent. Open and transparent responsibilities can also involve the role of supervision which can act as  a spur to a responsible person.

Enterprises should focus on responsibilities rather than trust.


2016-09-30 09:28 Reading (1929)








                                   

                             
                               DAWUJITUAN GROUP STRUCTURE


 大午集团是一家民营企业,其“产权清晰,制度健全”,集团在企业治理层面首创私企立宪制,实行所有权、决策权、经营权三权分立,并立并行,相互制约。集团设监事会、董事会和理事会,三会中董事长、总经理均由选举产生,监事长实行家庭选举继承制,企业最高权力机构是三会联席会。


Dawujituan is a private enterprise, the "clear property rights, sound system," the level of corporate governance in the Group's first private constitutional system, the implementation of ownership, decision-making power, the right to operate the separation of powers, side by side in parallel, mutual restraint. Group board of supervisors, boards and councils, three will be the chairman of the board, elected by the general manager, the Board of Supervisors election to implement family inheritance system, enterprises will be the highest authority is the three Joint.






                                                    



2016-5-17 青年干部骨干培训班——学员发言及点评

Backbone young cadres training - students speak and reviews

 

Product quality cannot achieve 100 percent qualified? Certainly you can do it. It is said that during World War II, an American production of military parachute manufacturers, product qualification rate has been 99%. General requirements for manufacturers to continue to enhance the quality, the boss thought impossible, impossible. So the generals got the boss, the boss instead of pilots, carrying their own production parachute jumped from the plane to test the quality of products, the results of the company's rate of qualified products was soon raised to 100%. 

 

产品质量能不能达到100%合格?肯定能做到。据说在二战期间,美国一家生产军用降落伞的厂家,产品合格率一直是99%。将军要求厂家继续提升质量,老板认为不可能,做不到。于是将军把老板找来,让老板代替飞行员,背着自己生产的降落伞从飞机上跳下来,以检验产品质量,结果这家公司的产品合格率很快就提升到100%了。

 

 

We only emphasize quality, emphasizing the dedication, do yourself, not the pursuit of money. But once we really can do yourself, the money will naturally flow to us. In fact, think about it, money is morality, character, and it flows all the time to focus on the hands of a moral person. Some people blindly want to make money chasing money to run, but there is no money to catch up, or catch the moment, but can not keep. How to make money? Keep the money? Only let money chase you run. Take Taiwujituan, we have been "not for profit, but to development as the goal," but we are in profit each subsidiary to build as fast as the pace of development, and why? As we continue to learn and improve, improve facilities, improve service, we are trying to do their best. Therefore, a steady stream of money from all concentrated here.

 

我们只强调质量,强调敬业,做好自己,不追求赚钱。可一旦我们真的能做好自己,钱自然会流向我们。其实仔细想想,钱也是有道德,有性格的,它随时都在流动,向有道德的人手里集中。有人一味想赚钱,追着钱跑,却始终没有追上钱,或者一时追到了,却无法留住。怎么才能赚到钱?留住钱?只有让钱追着你跑。咱们大午集团,一直不以盈利为目的,而以发展为目标,可是我们每个子公司都在盈利,建设速度赶不上发展速度,为什么?因为我们在不断学习,不断提升,改善设施,改进服务,我们在努力地做最好的自己。所以,钱从四面八方源源不断地集中到这里。

 

 




           
                                                              



管理的更高境界是释放

The Higher Level of Management is to Release

June 23, 2016

今年大午集团的新春培训会上,食品公司经理王香玲对这一点有很深刻的感悟。她说:管理不是控制,管理的真正含义是释放。只有团队每个个体释放了自己,才能激发出大家的工作能力与创新思维这是她的内心感悟。管理不是仅仅释放自己的能力,而是要释放团队的能力。我们如果要达到管理的更高境界,就不会限制手下人释放能量。。一把手不要离企业很近,离得很近,什么事都是你说了算,你的能力很强,别人的能力就释放不出来。大午集团之所以这么多企业能齐头并进,现在是18家子公司,我们很快还会有更多的子公司诞生,这是因为有一个让大家释放的平台。在这个平台上,人、财、物、产、供、销的权力落实到了每个人身上,责任到人,逐级管理,每个责任人管理得理直气壮,员工的精神面貌就很好。当民意体现出来的时候,每个人的能量就得以释放。

 

At this year's spring training session of  Dawujituan food company, manager Wangxiang Ling has a deep sentiment on this point. She said: "Management is not the true meaning of control, release management is only the team each individual freed himself, in order to stimulate everyone's ability to work with innovative thinking." This is the sentiment of her heart. Management is not only the release of their ability, but to release the team's ability. If we are to achieve a higher level of management then  do not restrict employees to release energy.  From business leaders do not be very close, things are what you say, you are strong, people's ability should be released. At Dawujituan, the reason why so many companies can go hand in hand( it is now 18 subsidiaries and we will soon have another birth of a subsidiary)  is because everyone has a release platform. On this platform, human, financial, material, production, supply, marketing implementation, power to each person, responsibility to the people, by level, each responsible for management was righteous, employee morale is very good. When public opinion is reflected then everyone's energy is released.






                                



I think that the greatest contribution of "public governance" is the internal management of democratic elections, to overcome the traditional family business and two types of joint stock companies from the Capital founder the final say, "the concept of aging," the owners of capital are not interested in posterity in the relevant field or lack of talent discovery related to vision as a result of "tunnel vision", "successors" and other issues, the broader line employees and line managers direct election of senior management, to ensure that enterprises are open to a greater extent and advancing a variety of ideas.

 

认为,公治亦即内部民主选举管理层的最大贡献,在于克服了传统家族企业和两类股份制企业由资本说了算的创始人观念老化资本所有者后代在相关领域没有兴趣或缺乏发现相关人才的眼光等导致的视野狭窄继无人问题,由更广泛的一线员工和基层管理人员直接选举高层管理层,能在更大程度上保证企业的开放性和各种思想观念的与时俱进。


sun_dawu





                                 



决民企融资难的问题,有些专家建议,面向中小企业建立中小银行等金融服务机构。我认为,建立专门面向中小企业的中小银行,如果仍是由政府部门来办,可操作性不大。我认为,从根本上来,金融问题是个体制问题,或者说是制度设计问题。

In order to solve the private financing some experts suggested the establishment of small and medium sized banks and other financial services organizations. I believe that the establishment of special SME-oriented small and medium banks, if the government is still to do has little maneuverability. I believe that fundamentally the financial problem is a system problem, or a system design problem.








                               



 
"Great afternoon Inheritance Code: Taiwujituan" private, public governance, shared "practice" book "Private Dawujituan Constitutional Decade 

250,000 word book recently published

First, in my opinion, Chinese entrepreneurs can be grouped into two categories, one run commercial nature of the enterprise, such as Ma Alibaba do, focus on meeting the social demand for remote trading services, he can do the business great; the second is to do with a social nature of the enterprise, for example, I run Dawujituan addition you said Ren Zhengfei, Huawei offered.


What to do with the social nature of the enterprise? We look at how to spell the word "Enterprise": Enterprise, by the people, only two words constituted a good understanding of the industry, is specific cause, the family business. An entrepreneur, of course, to meet the social needs of their own discovery and to meet this demand in a time of reproduction is completed, and to achieve the purpose of creating profits; otherwise, he would not do sustainable business development.



However, one does not know when to stop the idea of ​​the company's future, and what role the social enterprise, he is a business entrepreneur, not a social entrepreneur. As a social entrepreneur, he is not only in the creation of value and profit to meet market demand, but also to his own business when a society treat, corporate staff will be oriented so that the growth of enterprises with employees generate height of the feeling of belonging fit, long-term staff turnover Dawujituan less than 3%, that is, when proven benefit our business community to manage.





August 23, 2016




Model City