Chapter 413: "100,000 Curse"

After Mo Wenlin finished speaking, four undergraduates, Yu Ya, Yan Hu, Xu Xinjie, and Yin Houlang, also gave simple literature reports in turn.
Document reporting is the first thing every member does after joining the research group. Xu Qiu, Han Jiaying, and Sun Wo also came here.
Although this method is stupid, it is effective. It can quickly improve the ability of beginners to read literature and report and communicate. The only drawback is that it is a waste of time.
Yu Ya first reported that Feifei Wu picked her a new review of perovskites.
It took nearly a quarter of an hour for Yu Ya to finish her speech. Her performance was pretty good, not because it was the first time she showed stage fright.
"Very good." Wei Xingsi complimented, and then said: "Wu Feifei, please order takeaway first. The remaining three undergraduates will report faster."
Others are indeed a little hungry when they are waiting. This kind of document report is purely for training a few undergraduates. For graduate students, listening to this kind of report will hardly bring much benefit. It is better to read the document yourself. .
You expect undergraduates who have just started to guide graduate students. This is unrealistic. Not every undergraduate is of Xu Qiu's level.
What's more, even Xu Qiu, after a period of accumulation, gradually emerged, and finally accumulated a lot and reached the current height.
In addition, like 25-year-old Cao, he published 5 "Nature" in a row.
Great is indeed great, but we must also pay attention to the fact that they are in the Junior Class of the University of Science and Technology of China, and they have been in the direction of scientific research since they were a teenager. The five "Nature" articles are the results of nearly ten years, and it does not mean that they are new to scientific research. Just use it directly.
In fact, Xu Qiu still had some doubts whether Cao also bound some black technology system.
The next three undergraduates accelerated, and everyone's reporting time was controlled within ten minutes.
In the end, the group meeting lasted more than two hours, and it was close to 12 noon when it ended.
Wei Xingsi concluded: "Several of you undergraduates, apply for a school-level project individually or in cooperation. You can ask the brothers and sisters who brought you for specific topics."
"In addition, for the next group meeting, everyone's speech should be kept as short as possible, and the main results and conclusions should be displayed. There is no need to list all the work in detail. If you have any specific questions, you can first contact Xu Qiuhe Feifei Wu has a discussion, of course you can come to me directly... well, let's end the meeting."
The size of the research group has grown, and the problem has gradually emerged.
Now it is difficult for Wei Xingsi to be as comprehensive as he did at the beginning.
It is a bit similar to the development of an enterprise. At first, a few people pulled out a start-up team, and the boss and employees could communicate directly and implement the so-called "flat" management.
And when the number of employees slowly expands, from a few to a dozen, dozens, or hundreds, the boss obviously cannot manage one hundred people.
At this time, it is necessary to set up some management positions, or the middle-level staff will manage other employees on their behalf. For example, one hundred employees will set up ten middle-level employees, and one middle-level will manage ten bottom-level employees, and the boss will manage these ten middle-level employees.
If the scale of the company continues to expand and reaches the level of 1,000 employees, the number of middle-level employees will gradually increase. There are 100 middle-level employees for 1,000 employees. Obviously the boss alone cannot manage these 100 middle-level employees, and ten more high-level employees will be established. Be the CEO and manage other senior executives yourself, or hire professional managers directly, and be the shopkeeper yourself.
If it continues to develop and reach the level of 10,000 people, the company’s business will become very complicated, and the number of senior executives will gradually increase. It is impossible for a CEO to manage hundreds of other senior executives.
At this time, you can divide the levels in more detail, such as employee classification, from first-level employees to fourteenth-level employees, or set up levels in the form of P + numbers for technical posts and M + numbers for management posts.
It is also possible to open a group company and split a company into several branches, each performing its own duties.
The actual plan of each large company will be different.
Finally, if an enterprise wants to go one step further and develop to the level of 100,000 people, it is somewhat difficult.
This is called the "Hundred Thousand Curse", which means that when a company's employees approach or exceed 100,000, it will fall into a bottleneck. Even a giant company cannot maintain rapid development when it approaches 100,000.
In other words, there is an upper limit on the value a company can create, and increasing the number of employees without thinking will not change this upper limit.
It is not difficult to understand. Under ideal circumstances, we sometimes compare people to screws, or to "a brick, wherever there is something to move".
But in reality, people are people, not screws or bricks. Everyone has their own personality and edges, which means that people are not completely compatible with each other, and there is a huge cost of communication.
With the increase in the number of people, the cost of communication has increased exponentially. When the benefits of new employees cannot cover the deduction of communication costs, the scale of the company will fall into a state of equilibrium and cannot continue to grow.
So, how to break this curse? In other words, how to increase the upper limit of enterprise value creation?
Technological breakthroughs, development and innovation are very easy to think of.
But it is easy to think about, but very difficult to realize. Basically, the probability of buying a lottery depends on luck.
Of course, as long as there is a possibility of realization, capital will also be willing to pay for this luck.
Every year, with the level of speech that the PPT is relying on, the number of entrepreneurs who are drawn to angel investment or even A round, B round...investment is no longer a minority.
Some "big guys" can even go public with a mouth and an "innovative" idea that only exists in PPT.
Regardless of these "wrong ways", normally if you can develop a new technology, it is indeed promising.
Soon there will be a bunch of capital rushing to give you money, for fear that you will not take it, such as the previous industries such as food delivery, shared bicycles, taxi rides, live broadcasts, and short videos.
Although in some industries, the capital is past, and it's a feather.
But capital is not short of money. As long as one of them succeeds, the rate of return will be several times, even tens or hundreds of times, and there is still a profit directly back to the capital.
So, excluding the uncertain path of technological innovation, is there any way to break the curse?
After continuous exploration by the head "entrepreneurs", they finally found a "right path", that is, the "good luck theory".
"Blessing" is of course a whitewashed statement. The logic behind it is: Since multi-person cooperation will incur communication costs and cause detrimental effects, then we will reduce the number of people and let one person create more value through 996.
Under normal circumstances, a low-level employee pays 1 unit of time to get 1 unit of value, and the company pays 1 unit of salary.
On average, 1 unit of salary produces 1 unit of value, which only applies when the company is small.
When the scale expands, there will be a greater loss of communication costs, assuming that the communication cost is 20%.
Then the two bottom-level employees each spend 1 unit of time working together to get a value of 0.8 units, which adds up to a value of 1.6 units, and the company pays 2 units of wages.
In other words, in the case of 955, an average of 1 unit of wage produces 0.8 unit of value.
Compared with the normal 955, a low-level employee, 996, has a working time 1.8 times, gaining 1.8 units of value, and the company spending 1.5 units of wages.
In the case of 996, an average of 1 unit of wage produces 1.2 units of value.
And some companies "increased the volume without increasing the price", the employees do the work of 996, with a normal wage of 1 unit, then the average wage of 1 unit will generate 1.8 units of value.
Therefore, from the perspective of the enterprise, 996 is obviously more cost-effective, 1 or even more than 1.5 times the normal 955 work efficiency.
If you continue to increase the code and engage in 8106 and 9116.5, work efficiency will be further improved.
Anyway, young people have unlimited potential. As far as companies are concerned, there is no need to consider the problems caused by their overwork. Just wait for this group of young people who have used waste for new ones.
This set of logic about the bottom employees is applicable to both large and small companies.
Not only that, 996 has other advantages, and the larger the scale of an enterprise, the more obvious this advantage will be.
Suppose a company needs 10,000 low-level employees, 1,000 middle-level employees, and 100 high-level employees when the upper limit of value is reached.
Now, suppose that because of 996, the bottom employees only need 6,000 people to maximize value.
Then, the corresponding middle-level employees will be reduced from one thousand to six hundred.
At the same time, if we let the middle-level employees also 996, and a middle-level management 20 bottom, then we can further reduce the number of middle-level management, to 300 people.
The reduction in the number of middle-level personnel will further promote the reduction of the number of high-level personnel. Originally, one thousand middle-level personnel required 100 high-level personnel, but now 300 middle-level personnel require only 30 high-level personnel.
Moreover, we can also make the senior management 996, which can directly reduce the number of senior management to 15.
In large companies with tens of thousands of people, UU reading www. Uukanshu.com executives have an annual salary of one million yuan plus stock options. The labor costs are still very high. The salary of an executive may be more than a dozen ordinary employees combined.
And reducing the number of high-level personnel from one hundred to fifteen is equivalent to cutting down 85% of the high-level personnel, and the cost will directly drop.
The labor cost is second, and more importantly, this will make the company’s structure very simple, and the highest-level instructions will be easier to convey downwards. As a boss, it is definitely more difficult to control a hundred people than to control fifteen people. It's much harder.
Normally, how would the Fubao company choose?
Everyone tacitly chose "Blessing" one after another.
Of course, the actual implementation will definitely not be as simple as hypothetical, and there will be various changes, but this is the logic.
Moreover, by paying more attention to the news, you can know that many Internet companies are "optimizing" their employees, even middle-level and senior-level employees.
PS: Ask for recommendation tickets on Monday.