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周末不加班:高盛再出新招吸引職場新人類

周末不加班:高盛再出新招吸引職場新人類

Claire Zillman 2013年11月05日
高盛號稱“工作狂的天堂”。但它現(xiàn)在正面臨著爭搶高端年輕人才的激烈競爭。為了弱化加班文化的負面影響,它開始鼓勵員工周末停止工作。但這么做也只不過是表面文章。

????上周三,高盛(Goldman Sachs)確認,它已經(jīng)開始建議初級雇員周末不工作。

????“目標(biāo)是讓我們的分析師來到我們這里,希望做出一番事業(yè),”高盛投資銀行業(yè)務(wù)聯(lián)合負責(zé)人大衛(wèi)?所羅門在該行提供的一份聲明中表示。

????這是高盛版的“溫情時刻”,也是它促進低職位員工投身工作和吸引零零代職場人的有益嘗試,但一家以追求效率著稱的公司應(yīng)當(dāng)明白,這種做法不管用。

????毫無疑問,高盛可以利用更多員工對工作的忠誠。由于華爾街的聲譽仍然受到本輪金融危機的打擊,華爾街的人才正在被科技公司奪走,很多科技公司當(dāng)前提供的起薪與投資銀行不相上下。據(jù)薪酬調(diào)查網(wǎng)站Glassdoor.com的數(shù)據(jù)顯示,在紐約大都會地區(qū)工作、擁有1到3年工作經(jīng)驗的投資銀行家年均收入86,440美元。同一地區(qū)擁有同樣工作經(jīng)驗的軟件工程師平均賺82,700美元。今年5月,15%的2013屆哈佛大學(xué)(Harvard)畢業(yè)生告訴校報《The Crimson》稱,他們將進入金融業(yè)。這個比例是2012年的兩倍,但比起2007年47%的畢業(yè)生表示將進入金融業(yè)仍然存在巨大差距。

????科技公司為有潛力的雇員提供的不僅僅是錢,還有:靈活的工作時間、T恤加牛仔褲的簡單企業(yè)文化和創(chuàng)新的氛圍。這些東西比華爾街陳舊古板的西服領(lǐng)帶世界對應(yīng)屆畢業(yè)生更有吸引力。

????高盛建議周末不加班看起來像是與時俱進,但遵守正常的工作時間并不像戶外健身課、美食和作為補貼發(fā)放的海鮮這樣的特殊福利那樣令人激動——而谷歌(Google)甚至在工作日提供所有這些福利。

????投資銀行是以客戶為基礎(chǔ)的行業(yè),員工滿足客戶的需求超過他們對時間的界定,無論是在一天的什么時段,或是一周的哪一天。高盛可以建議初級員工周六周日不用守在辦公桌前工作,但這并不能阻止客戶在周五晚上發(fā)出緊急需求。

????而且自經(jīng)濟衰退以來,高盛的客戶服務(wù)也不完完全全就是一個亮點,既有高盛為自身利益而欺騙客戶的指控, 還有高盛前雇員格雷格?史密斯引人矚目的爆料。他在《紐約時報》(New York Times)發(fā)表署名文章稱:“哪怕你是個火星人,坐在那里參加(高盛)會議,你都會認為,客戶的成功與進步根本不在他們的考慮范圍之內(nèi)?!?/p>

????高盛當(dāng)前最不該發(fā)給客戶的信息是,它不再隨時聽候客戶的差遣了。

????盡管有來自硅谷的競爭,高盛的332個2014年分析師項目職位仍然收到了17,000份申請——較2013年增加了14%。項目的申請人(即將畢業(yè)的名牌大學(xué)學(xué)生)明確知道他們追求的是什么:以大量、無法預(yù)測的工作時間為代價換取賺大錢的機會。

????建議年輕的投資銀行家將他們每周工作限定為5天想法很好,但獲得更大的一塊分紅更具誘惑力。起碼可以這么說,因為這些公司提供頂級的薪酬,它們的員工受錢的驅(qū)動甚至可以為了能省幾塊錢而改變午餐的就餐習(xí)慣,當(dāng)然也肯定仔細思考了工作時間與報酬之間的關(guān)系。

????哈佛商學(xué)院(Harvard Business School)管理和組織行為教授托馬斯?德龍是這么說的:“任何一家公司,如果員工人人奮發(fā)圖強,公司也設(shè)計了激勵措施和架構(gòu)來鼓勵某些特定行為。這個時候如果還以為,只要告訴人們,周末應(yīng)當(dāng)停止工作,他們就會改掉習(xí)慣。這種想法很幼稚?!保ㄘ敻恢形木W(wǎng))

????On Wednesday, Goldman Sachs (GS) acknowledged that it had suggested that its junior bankers not work on the weekend.

????"The goal is for our analysts to want to be here for a career," David Solomon, co-head of Goldman's Investment Banking Division, said in a statement provided by the bank.

????That's the Goldman version of warm and fuzzy, and it's a nice attempt to drum up devotion within its lower ranks and appeal to millennials, but a company notorious for efficiency should know it won't work.

????There's no doubt Goldman can use more loyalty. With its reputation still bruised from the beating it took during the financial crisis, Wall Street is losing talent to tech companies, many of which offer starting salaries on par with those offered by investment banks. Investment bankers in the New York metro area with one to three years experience make an average of $86,440, according to Glassdoor.com. Software engineers with the same amount of experience working in the same region make $82,700 on average. In May, 15% of 2013 Harvard graduates told The Crimsonstudent newspaper that they were going into finance, which nearly doubled the 2012 figure but still fell way short of the 47% of grads who said they would enter the industry in 2007.

????Tech firms have more than money to offer prospective employees: their flexible hours, a t-shirt-and-jeans culture, and a seemingly innovative atmosphere that appeals more to recent college grads than the stereotypically staid, suit-and-tie world of Wall Street.

????Goldman's suggestion of weekends off seems like an attempt to keep up with the times, but abiding by the work schedule of a normal human doesn't quite have the same hip factor as the perks -- think outdoor fitness classes, gourmet food, and subsidized local seafood -- that Google (GOOG) offers its employees during the week.

????Investment banking is a client-based industry, where employers don't set the hours as much as they scurry to meet clients' demands, no matter the time of day or day of the week. Goldman can suggest that junior bankers unchain themselves from their desks on Saturday and Sunday, but that won't keep clients from sending an urgent request on Friday night.

????And Goldman's client services haven't exactly been a bright spot for the bank since the recession, with allegations that they duped clients for their own profit and the attention-grabbing call-out by former Goldman banker Greg Smith, who wrote in his New York TimesOpEd that "if you were from Mars and sat in on one of these [Goldman] meetings, you would believe that a client's success or progress was not part of the thought process at all."

????The last message Goldman ought to send to its clients right now is that it won't be available to respond to their every beck and call.

????Despite the competition from Silicon Valley, Goldman received 17,000 applications for the 332 open spots in its 2014 analyst program -- up 14% from 2013. Applicants to the program -- soon-to-be college grads from elite colleges -- know exactly what they're in for: the opportunity to make a lot of money at the expense of long, unpredictable hours.

????Recommending that young bankers limit their workweek to five days is nice, but the prospect of capturing a larger slice of the bonus pool has a bit more appeal. It's safe to say that employees at one of the best-paying companies who are driven by money enough to alter their lunch habits just to save a few bucks certainly consider the correlation between their hours on the job and their salaries.

????Thomas DeLong, a management and organizational behavior professor at Harvard Business School puts it this way: "In any institution with driven individuals, when you've set up incentives and structures to encourage a particular behavior, to think that telling people that they shouldn't work on weekends will change anything is na?ve."

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