h***o
发帖数: 1494 | 1 印度人做领导的组，review下来印度人个个兴高采烈，1，2，promotion的。中国人一
个个惨兮兮，弄个3就不错了。这以后咋整呢？ | b******t
发帖数: 677 | 2 去中国人做领导的组啊
【在 h***o 的大作中提到】
: 印度人做领导的组，review下来印度人个个兴高采烈，1，2，promotion的。中国人一
: 个个惨兮兮，弄个3就不错了。这以后咋整呢？
| w****e
发帖数: 707 | 3 在美国的华人常常要应对来自
印度的无赖，也算是一种文化的冲突吧。印度阿三的特点：
1。能言善辩，常常是言之灼灼，有理有据，犹如滔滔之江河；一旦取得领导信任，就
要开始打小报告，黑你，打压你，老中常常是牺牲品。一定不能疏忽，一定要适时坚决
反击，不能留有半点情面。
2。没有诚信，能骗就骗，虚掩诿过于人。能睁着眼睛说瞎话，大有泰山崩于前而不惊
的气概。任何交往，交流一定一定一定要有记录。钱是绝对不能借的，100% 不会爽快
地还你的。
3。能置于你于死地，毫不手软，那叫一个正气凌然。绝对没有希望它会同情或动怜悯
的心，没有的事。 要有坚决对抗的心理准备和行动。
4。同气相引，阿三是绝对援手阿三。对没有考验过的阿三是一定不能引为同类的，警
惕，警惕，再警惕。
印度阿三喜欢参与政治，较讷于言而敏于行的老中又有语言的优势，常常在公司学校有
领导地位，怎样应对，是很值得研究的。 | m*h
发帖数: 2750 | 4 80% of Chinese Snr and up I know now report to A3 now.
Still need to find the problem in ourselves.
Here is the difference
for A3 managers, he takes care of all fellow A3s, no matter whether they are
middle aged women, or tech-weak wsn.
for Chinese managers, mostly they only like to hire young, male fellow
chinese, because they are "useful". We chinese are so smart we use each
other but dont' help each other. that's why we are losing to A3 all the time | i*****g
发帖数: 6926 | 5 re
are
time
【在 m*h 的大作中提到】
: 80% of Chinese Snr and up I know now report to A3 now.
: Still need to find the problem in ourselves.
: Here is the difference
: for A3 managers, he takes care of all fellow A3s, no matter whether they are
: middle aged women, or tech-weak wsn.
: for Chinese managers, mostly they only like to hire young, male fellow
: chinese, because they are "useful". We chinese are so smart we use each
: other but dont' help each other. that's why we are losing to A3 all the time
| R*******m
发帖数: 5842 | 6 RE
。。。然后时间不久，“young, male fellow chinese”开始反老中经理了，因为 “
young, male fellow chinese”觉得老中经理的技术水平还不如他。。。再不久，老中
经理心力交瘁，决定返回做技术。。。不是老中的人当经理了。于是“young, male
fellow chinese”又服服帖帖了。
are
time
【在 m*h 的大作中提到】
: 80% of Chinese Snr and up I know now report to A3 now.
: Still need to find the problem in ourselves.
: Here is the difference
: for A3 managers, he takes care of all fellow A3s, no matter whether they are
: middle aged women, or tech-weak wsn.
: for Chinese managers, mostly they only like to hire young, male fellow
: chinese, because they are "useful". We chinese are so smart we use each
: other but dont' help each other. that's why we are losing to A3 all the time
| h***o
发帖数: 1494 | 7
推荐几个？
【在 b******t 的大作中提到】
: 去中国人做领导的组啊
| i***0
发帖数: 8469 | 8 huduo
你的review如何?
要多编程啊
【在 h***o 的大作中提到】
:
: 推荐几个？
| h***o
发帖数: 1494 | 9
一般般呀。今年4，5的走了，明年就轮到俺了。是得多练练了。
【在 i***0 的大作中提到】
: huduo
: 你的review如何?
: 要多编程啊
| z********o
发帖数: 4284 | | | | w*****g
发帖数: 4298 | 11 老中review =3 的话,只要4,5的人一走 ,老印又互相照顾， 用不了多久，老中就要被
垫底, manage out,
可以这么说，拿不到1,2 的老中在微软只有死路一条 | w*****e
发帖数: 215 | 12
这么恐怖吗？4的也要走？
那怎么我认识的微软的中国人，都是从国内transfor过来的，一来就买房；要是微软这
么不稳定，他们会这么勇敢的买房子。
【在 w*****g 的大作中提到】
: 老中review =3 的话,只要4,5的人一走 ,老印又互相照顾， 用不了多久，老中就要被
: 垫底, manage out,
: 可以这么说，拿不到1,2 的老中在微软只有死路一条
| l****l
发帖数: 3394 | | m*h
发帖数: 2750 | 14 True.
most of the time, "不是老中的人当经理了" result is the new manager is A3.
Also another time I mentioned that the more you do, the more mistake you
make, the worse you review become. Most A3s are waiting in the conner to see
Chinese/Russian/etc to work themselves tail off, then come out to pick and
"drive", this is the way A3 ruin a company.
【在 R*******m 的大作中提到】
: RE
: 。。。然后时间不久，“young, male fellow chinese”开始反老中经理了，因为 “
: young, male fellow chinese”觉得老中经理的技术水平还不如他。。。再不久，老中
: 经理心力交瘁，决定返回做技术。。。不是老中的人当经理了。于是“young, male
: fellow chinese”又服服帖帖了。
:
: are
: time
| h***o
发帖数: 1494 | 15
那是你没见到惨的。当年过来两三个月就被lay off的不少吧。
【在 w*****e 的大作中提到】
:
: 这么恐怖吗？4的也要走？
: 那怎么我认识的微软的中国人，都是从国内transfor过来的，一来就买房；要是微软这
: 么不稳定，他们会这么勇敢的买房子。
| w*****g
发帖数: 4298 | 16 Most of the posts here have been focused on the &q...
Yesterday, September 07, 2011, 10:
48:48 AM | n*****[email protected]
Most of the posts have been focused on the "what's in it for me" question or
the individual aspect of the new review model's impacts. There has been
less focus on the aspect of what impact this new model will have on the
company as a whole. That is something everyone should be concerned about.
In prior years, good attrition (as defined by culling the lowest performers)
was 3%. This year the box 5 size is now 7%. That means that 7% of the
employees are being told that they seriously underperformed. Additionally,
we have box 4 employees comprising another 13% now being told that they
underperformed relative to their peers.
In aggregate, this is sending 20% of the company, at all levels, a message
that they need to go. You might argue that 1/4 of those might try to recover
and may in fact succeed, which still leaves 1 of 7 people leaving. Think
about that a moment. What company that is knowledged based encourages 1 of 7
employees to turnover on an annual basis? If you were a box 4 this year,
you have a high likelihood of becoming a box 5 next year once all the 5's
have been terminated or left. With no internal mobility, since nobody is
welcoming 4's with open arms, your choices are pretty limited.
Some teams might game the system by hiring duds, but that outcome would be
even worse. So, fast forward 3 years. How do you think this impacts the
company? Now draw your own conclusions for how this will impact you
personally.
I have been here over 10 years, did not land in 4 or 5, and for the first
time in quite a while I am considering other options. | n****7
发帖数: 8354 | 17 印度人 has big network, they have 5-13 brothers and sisters. They also
married to close relatives. They treat for benefit with other 印度人 network.
印度人 get hired becasue network.
Chinese only have one or two children. They don't have network.
印度人 get hired because quality skills. | a*******y
发帖数: 1040 | 18 Indian sucks, dude
Russel Peter himself said we Indian suck, he is a pure Indian. |
|
