The short-term behavior of private enterprises is harmful to youth development at three levels. The first is the survival level; the second is the growth level; and the third is the self-realization level.
Short-term behavior of private enterprises and youth survival
From the overall situation of the development of private enterprises in China, there are many problems in the survival needs of youth.
1. Utilitarianism in the business model, seriously affecting the health and development of young people
According to statistics, 60% of the country's township and village enterprises are not equipped with any protective measures, and once an employee suffers from an illness, the enterprise immediately dismisses him or her. China's "Law on Prevention and Control of Occupational Diseases" stipulates that: "New enterprises must first pre-evaluate the harmful factors that may produce occupational diseases before starting work, and be reviewed and accepted by the health department; toxic and hazardous workplaces should be set up with alarms, equipped with on-site first-aid supplies, rinsing equipment, and emergency evacuation routes; workers engaged in toxic and hazardous types of work should undergo physical examinations regularly; patients suffering from occupational diseases should be treated with a medical checkup; workers engaged in toxic and hazardous types of work should also undergo medical examinations. patients suffering from occupational diseases, they shall be treated, rehabilitated and properly resettled, and their labor contracts shall not be terminated and their wages shall remain unchanged."
2. Private enterprises' predatory dead-end work in the mode of production seriously harms the physical and mental health of young people
Short-term behavior in production behavior mainly refers to the fact that enterprises extend their production time for a certain period of time in order to reach a predetermined output or in order to reduce costs, make overdrafts and predatory use of the enterprise's equipment and other assets, and do not pay attention to maintenance and upkeep, and overload the equipment Operation. The addition is not added, the maintenance is not repaired, the scrapping is not scrapped; employees also work overtime, Sundays and holidays are not rest. In some private enterprises, employees have become the modern version of the "bodyguard".
Article 36 of the Labor Law states, "The State shall implement a working hour system in which the daily working hours of workers do not exceed eight hours, and the average weekly working hours do not exceed forty-four hours." Article 38 states, "Employers shall ensure that workers have at least one day of rest per week." One should not treat the corporeal workers as iron machines and use the lives and spirits of the workers as a price to gain financial benefits for the factory.
Some foreign-funded enterprises and private enterprises (of course, state-owned enterprises cannot be excluded), often because the factories are independently operated and self-financing, it is likely that they do not attract the special attention of the labor department, and they become the weak areas and blank spots of the labor market management; coupled with the fact that the workers do not have the consciousness of the legal protection, the factories, for the sake of their own self-interests, will disregard the labor law and the workers' lawful rights and interests, and will either gently or seriously Violation of the legitimate rights and interests of workers; some manufacturers do not allow workers to go out, the implementation of "closed management", cutting off the normal contact between the workers and the labor department.
A considerable number of workers in private enterprises are young migrant workers, who are weak relative to the factories. As far away from home, originally for the money, can seek a job is not easy, often in order to keep a job on the factory to endure a variety of illegal regulations; some because of the cultural level is not high, there is no awareness of the law, do not know how to protect themselves; some are satisfied with the income of their hometowns than a lot more than that of the people who think that pay more time is due, increase the labor intensity of the factory is also for their own "Some are satisfied with the income is much higher than their hometown, thinking that it is right to pay more time, and the increase of labor intensity is also the factory for their own sake, and they do not think that they should protect themselves through the law; although some of them know that they are protected, but because they are an unorganized "individual", and they are forced by the factory's special management mode, they don't know how to protect themselves, and they don't have the opportunity to complain. These also lay certain conditions for factories to violate the legitimate rights and interests of workers.
3. The poor living environment and low income of a considerable part of private enterprises have brought greater harm to the development of young people
Of the more than 1 million young migrant workers in Nanjing, 82.2% are under the age of 30, and 55.7% of them are educated to junior high school or above, and unmarried young people account for 61.5% of the total, and 60% of them have monthly income of less than 500 yuan. 37% have been to more than three cities to work. 37% have traveled to more than three cities to work, and less than 20% found jobs through job agencies, while most came to Nanjing to work through friends and relatives.
Seventy-five percent of the migrant youth work more than eight hours a day, and 8 percent of them work more than 12 hours. However, 76% of them spend less than 50 yuan a month on education, culture and entertainment, and only 12.9% of them bring enough money for one month's expenses when they come to look for a job in a foreign country, and once they can't find a job, their lives will be trapped in a very difficult situation. Once they have a job, they have to use a large part of their income to support their families.
4. Most private sector workers have no welfare protection measures
Few private sector companies pay unemployment insurance and workplace medical insurance for young workers, and in the event of an accident, they will be driven out of their homes.
Surveys show that the vast majority of young workers usually negotiate their wages and salaries verbally with their employers or bosses, and less than 44 percent have signed employment contracts with their employers. Few employers pay unemployment insurance and work-related medical insurance for them. When their legitimate rights and interests are infringed upon, 33.2% of them feel isolated and helpless, and only 13.3% of them think of going to labor, youth and women's organizations. In the Nanjing Andermen market for migrant workers, many young migrant workers are spotted by private owners, and they find a good job after verbally negotiating wages, food and lodging conditions, without any written contract at all. Due to the lack of money, more than 60% of young workers are through this face-to-face way to find a job, through the formal employment agency to find a job is very little. A private textile company in Nanjing still does not have basic heat-prevention facilities at 37 degrees Celsius, and there are often workers fainting from heatstroke in the workshop, most of whom are outsiders and laid-off women workers.
Few of the organizations where young workers work offer decent dormitories, but Nanjing Yurun Foods Co. has built dormitories for more than 1,000 young migrant workers, who are managed in apartment-style. However, there are only a handful of such companies. Most of the young migrant workers live with five, six or even ten of their peers on the outskirts of the city. Schooling for the children of young migrant workers has also become a major problem. Because of the instability of their jobs, their children have to go to school on a "guerrilla" basis, and many of their children attend schools for children of migrant workers, which are neither comparable to city schools nor to schools in their hometowns. (Material from a survey recently released by the Jiangsu Provincial Committee of the **** Youth League -- "Nanjing's millions of migrant workers are living a hard life."
5. Some private companies owe young migrant workers serious wage arrears
72.5 percent of the interviewed migrant workers said their wages were owed in varying degrees.
Twenty-three interviewed migrant workers said they had never been paid on time, a figure that accounted for 28.8 percent of those interviewed. In addition, nine said they were often owed wages, while 26 said they were occasionally owed wages.
In stark contrast, only 13 people, or 16.3 percent of those surveyed, said they were paid on time every time. These 13 people were mostly from the renovation industry, where they settled with their bosses once after doing a job. Another nine said they could get paid together at the end of the year.
Of the 80 people interviewed, 43 said they were the sole source of income for their families. Twenty-six interviewees said two people in their families work outside the home. Almost all of the migrant workers who work outside the home are the young adults in their families.
What do the workers do when their hard-earned money is embezzled or owed to them? 48 of them said they take the approach of looking for their bosses again and again until they are bored with them to get their money; 23 of them chose to look for the government to solve the problem, and many of them said they should go to the labor bureau. Ten percent of the interviewed migrant workers said they could only use scaremongering and other means to put pressure on their bosses.
It is worth noting that only one migrant worker chose to solve the problem of wage arrears through legal channels. Another 12 migrant workers said with bitterness that they would resign themselves to not getting paid, and that the bosses were just bullying rural people.
Short-term behavior of private enterprises and the growth of youth
1. Private enterprises excessively neglect the spare-time cultural life of young people
The youth workers in private enterprises lack their own cultural and educational activities, and can only play cards and chat in their spare time, especially when the spiritual life of young people coming from the city has a big gap compared with that of young people of the same age in the city, and they lack their own culture and education. In particular, the spiritual life of young migrant workers in urban areas is quite different from that of urban youth of the same age, and they lack their own positions for cultural and educational activities. Young migrant workers generally spend most of their time at work, and the rest of their time is generally spent gathering together to chat, play cards and watch television, and they generally do not care about current news. Although many of them would like to read books on literature and skills introduction, they suffer from a lack of money or time, and have to buy books from stalls or simply take advantage of their breaks to run to bookstores to read free books.
A survey conducted by the Jiangsu Provincial Youth League Committee reflected that most (67.1 percent) of the young migrant workers in the cities think that their spare-time cultural life is boring and tasteless, and at the same time, nobody cares about them, so they feel like floating pimps drifting around.
2. The development mode of short-term output is light on long-term investment
The development of new products, only to grasp the short-term not to grasp the long term, especially reluctant to spend money on intellectual investment, unwilling to improve the quality of education of the enterprise workers, that no water does not quench the thirst. This is very unfavorable to the development of youth. Lack of enterprise talent, poor quality: China's enterprises are most lacking in entrepreneurial talent. The quality of many business operators is not high, can not stand in the long-term interests of enterprises to look at the problem. Enterprise science and technology personnel and research and development personnel accounted for a small proportion of enterprises, the quality of enterprise employees is low. In the talent strategy only to use people not to train people, enterprise education and training institutions a large number of cuts, mergers or even canceled. There is even the phenomenon of "only trial, not employment", not trustworthy. In terms of distribution, the distribution of after-tax profits of enterprises is tilted to the enterprise owners, and young employees are regarded as cheap labor. Although the overall legal awareness of young workers is not strong, but most of them understand the importance of training and learning a skill, I have asked some young workers in Yiwu labor market, they reflected that when looking for a job, they can only sell their labor without skills. Generally employers will seldom train them, they have to have a ready-made technology before they will hire them.
3. Lack of enterprise culture construction
Enterprise culture refers to an enterprise within the whole staff *** and hold and follow the value standard, basic beliefs and code of conduct. Corporate culture plays a decisive role in the business ideas and leadership style, the staff's work attitude and style. Corporate culture includes five elements: corporate environment, values, exemplary characters, rituals, and cultural network. The enterprise environment is the external conditions for the formation of enterprise culture, which includes the traditional culture of a country or nation, as well as the government's economic policies and environmental factors such as resources, transportation and competition. Values refer to the code of conduct and basic beliefs of enterprise workers***same, which is the core and soul of enterprise culture. Ceremony refers to a variety of routine activities planned for the establishment and reinforcement of **** the same values. Such as various commemorative and celebratory activities. Cultural network, on the other hand, is the dissemination of *** with the values and publicize the introduction of various informal channels of exemplary character image. In short, enterprise culture mainly refers to the enterprise in the certain environment in which it is located, gradually formed *** same value standards and basic beliefs. These standards and beliefs are shaped and embodied by exemplary figures, through formal and informal organizations to establish, strengthen and spread. As the enterprise culture reflects the collective responsibility and collective honor, it is even related to the staff's outlook on life and the highest goal they pursue, it can play a united all employees in the "adhesive" role. Once the enterprise culture is formed, it has relative stability and continuity, not easy to change. But at present, most of China's private enterprises ignore their own corporate culture, cultural literacy of young people, unity, cohesion, a greater impact.