――Enterprise Leadership Culture Concurrently
The movie "2012" presents absolute suspense and absurdity. Even if humanity has witnessed the fulfillment of Maya prophecies in the past, I don't believe the end of the world will occur in the 21st century. Moreover, we have every reason and wisdom to educate people about their concern for Earth and the environment in other ways, without needing to resort to exaggerated warnings like the catastrophic imagery depicted in "2012." On the contrary, we should trust science, as all changes in the Earth's crust and subtle cosmic shifts cannot be fully explained by a concept akin to 'a great shift of heaven and earth.' Therefore, this film carries a "negative" significance, making people who are already not at ease even more (excessively) nervous. After the release of this movie, some people began to adopt an indifferent attitude towards everything, constantly shouting about the end of the world, and started behaving cynically. Of course, from the standpoint of environmental and life concerns or other so-called "noble" positions, the educational value of the movie "2012" far exceeds our current desire for health. Because only by living can we discuss health. However, one point that cannot be overlooked is that severe psychological and mental illnesses are constantly tormenting people, with humans coexisting with peculiar physiological and psychological behaviors that present "contradictions," such as rapidly changing mental states and volatile emotional fluctuations. Thus, we see related industries such as emotional counseling, psychological clinics, and psychiatric hospitals bustling with activity, whether voluntarily or involuntarily, with constant phone consultations and a steady stream of visitors daily, forming a stark contrast with the negative impact caused by "2012." Undoubtedly, people yearn for a good state of existence, making emotional experts and psychologists one of the most fashionable and profitable professions.
Depression and schizophrenia have become the top killers of white-collar workers' health! Regardless of whether these diseases originate from the patients themselves or the work environment, one fact cannot be ignored: they have already entered the realm of public health issues. Due to increasing social conflicts, heightened competitive pressures, and noticeable changes in population and family structures, the incidence of serious mental illness is showing a clear upward trend... Mental health has become a significant public health issue and a prominent social problem. Regrettably, university graduates face difficulties finding employment; people's jobs are precarious, with the constant risk of being fired at any moment. Some employees must not only cater to their leaders' moods but also constantly interpret their intentions. Otherwise, even minor mistakes could lead to penalties or worse, dismissal. "Harmony" becomes merely a facade and slogan. In reality, no one wants to be forced to work, but the prerequisite is that you must respect your job and excel in your skills.
My friend Hui is an experienced psychologist who, based on years of clinical practice, has developed a comprehensive set of暗示procedures for treating psychological disorders, offering different interventions depending on the patient. One day, my colleague Fang wanted to test her own health status and asked me to accompany her to Hui's clinic for a computerized test. This was a highly scientific system that provided precise diagnoses after completing questionnaires. Afterwards, Fang filled out her answers on scratch paper. The diagnosis shocked me: "Moderate Depression!" I hadn't expected this result because I spent time with Fang daily and hadn't noticed anything unusual about her. However, Hui told me that Fang wasn't an isolated case. Many people appear normal, masking their emotions to meet perfect psychological needs, but in reality, they are already in a sub-healthy state. These conditions usually go unnoticed until certain events trigger them. If left untreated, it could lead to future problems. Subsequently, Hui devised a treatment plan for Fang, which proved effective.
Situations similar to Fang's cannot be ignored. A few random incidents recently sparked my interest in the "distance" between bosses and subordinates. I also researched and observed the thoughts and mental states of some knowledgeable individuals around me. Unfortunately, in their view, it is commonplace for corporate leaders to prioritize their own words and actions over those of their subordinates, who often accept their subordinate status without question. To them, it seems natural for bosses to be harsh towards subordinates and for subordinates to endure grievances.
So, how can we alleviate the survival pressure brought about by such "public resources"? Previously, I had heard of a trend in some companies called "emotional venting," where one method involved taking out frustrations on a "model" of the boss. For instance, if Zhang San unjustly suffered at the hands of Boss Li, he could find an opportunity to kick the "model" of Boss Li twice. Similarly, if Wang Er was scolded by Boss Zhao without cause, he could retaliate by gouging out the eyes of the "model" of Boss Zhao. If such "emotional venting" could be promoted, we might consider it a "cheap" prescription offered by company leaders to relieve employee stress. At least, it would give the parties involved a chance to vent their frustrations. However, "games" remain just that—games or legends. No one has seen their workplace dedicate a room to place models of leadership for employees to vent their frustrations. Even so, for the sake of health, we do not wish for any enterprise leader to drive their subordinates into depression or mental instability, nor do we need them to offer "cheap" prescriptions for such outcomes! There is an old saying: "Gold is never pure, and man is never perfect." I believe no employee expects their boss to care for them like a parent. Most people settle for less, hoping only for fair treatment from their leaders. Zizhu said, "When a gentleman makes a mistake, it is like an eclipse of the sun or moon: the mistake is visible to all; when corrected, all look up to him." The world is bustling with activity, and neither perfect sages nor irredeemable devils represent the norm in life. Most people, regardless of rank, possess some selfishness, cowardice, and commit various mistakes. Nevertheless, we must remember that human nature also contains valuable emotions. We need equality and seek to create and build a "healthy" environment together with you.
I am not a boss, but I recall an ancient adage suitable for bosses: "If one sets a good example, others will follow without command; if one does not set a good example, even commands will not be followed." This serves as a reminder to those invisible bosses who impose undue pressure on employees, causing depression among them. Democracy is not just empty talk. Do not impose on others what you do not desire yourself, as water can carry a boat but also overturn it. As we speak, "2012" has arrived. At this juncture of bidding farewell to the old and welcoming the new, many units are immersed in year-end summaries and model selections, while some may even conduct leadership reshuffles. Objectively, this creates some ripples and complaints among the staff. Just yesterday, after a grand year-end meeting, a friend mentioned attending a council meeting and feeling drowsy, asking jokingly if I had any medication for "emotional psychosis." I replied that feeling sleepy during meetings was quite normal, as I had just been awakened by applause. Later, I discussed with colleagues a topic: suppose every day were the "end of the world" imposed by your boss, would you cherish it positively or abandon it negatively?