
再一次确认了春节vipassana,这次去Goenka老师曾经授课过的仰光中心,据说能量超强而且在寺庙中心氛围很存粹!最近几个朋友都需要推荐好的冥想方式我都推荐了内观,几个已经book去内观,我给自己界限是不主动推荐,但别人看到你的变化感兴趣,就尽其所能,因为是我2018发生最好的一件事,对人生影响重大。

只是巧合开始再一次看《人类简史》和《未来简史》和作者尤瓦尔·赫拉利喜欢的“美丽新世界”,还有其他的几本书同步,知道Harari一直长期严格素食和内观,他说:每天花两小时冥想,每年参加一到两个月的隐居修习。通过内观,训练自己以一种有序和客观的方式观察身体感觉和思想对它们的反应,从而揭开心理模式的根源,认清什么是现实,什么是想象。在《未来简史》的致谢名单里,第一段,作者写到:感谢我的老师萨帝亚·纳拉扬·戈恩卡,他教导我内观禅修的技巧,让我能够观察事物的真相,更了解心灵及世界。如果没有过去15年来禅修带给我的专注、平静及见解,我不可能写出这本书。看他的TED演讲就可以看到内观和素食对他的能量和状态的正面反应,犀利,清晰,形象随意,看透实质,眼神明澈!是个绝佳的榜样,76年的,感概!

没有酒精的日子里,就是找其他爱喝的饮料,rooibos latte燕麦拿铁,非常铁锈般的浓郁,颜色冷峻温暖,感谢这样的相逢,都是意外美好收获;一个上海会下雪的日子里,和一起ashtanga的yoga friend一起漫步,讨论其他几个共同认识人的求佛的生活,探讨人生的很多挑战,她问我是否遗憾没有去....大学?我说:完全不!上天最好的安排,如果去了,我会和很多人一起为了外在的成功和标志受折磨和纠结,我们不是一路人,现在瑞士商学院读博士探讨的是如何为世界和更多人谋福利和康乐,富足,更贴近我的良知。

我的第一个研究提案,讲一下它的具体内容。
Research Proposal
1. Title of Research:How the sustainable human wellbeing assured in business environment?
题目:如何在商业环境下确保可持续的人类福祉?
其实wellbeing非常不好翻译,我找了很多文献,中文翻译很难一语概全,她包括健康,快乐,富裕,满足,个人内心平衡,和外在平衡,有物质层面的和谐,也有精神灵魂层面的和谐。暂且就翻译成为“福祉”吧,我并不满意!
2. Background of research: Short exploration of the key business context issues that point to a need to carry out such a project;

背景介绍:为啥选这个题呢?
a) I have been working in the nutritional field over 24 years globally and have seen so many tragic cases when company is successful but the team fall in apart due to high stress and sick-being, so many incidents happening in China with business leaders dying early from cancer or mental disease(there are 24 famous CEO died during the past 18 years with average age around 40+). It has been my expertise and mission on helping people improving their well-being and as a consequence to best deliver the business success to help more.
我在全球范围内从事营养领域工作超过24年,看到很多公司取得成功但看悲惨案例:团队或者领导者由于高压力和病痛而分崩离析,中国发生了很多企业领导人死亡事故,很多年纪不大患有癌症或精神疾病(过去18年中有24位CEO死亡,平均年龄在40岁左右)。 我的专业知识和使命是帮助人们改善他们的福祉,就可以最大限度地创造商业和社会价值,帮助更多的人。

b) During the past 20 years when I was working in the top 500 companies in nutrition field in Europe, USA and China, I find out a few facts:
i. Not only the society, companies and business leaders focus on human wellbeing more in western countries than in China, more in tech industry than in traditional industry. It will be very helpful for all to recognize that all individuals’ wellbeing is crucial to their business sustainable success and society as a whole.
ii. Even in nutrition field some of the top management is not in the status of wellness in the definition of this research (which I will define in the paper later). I always wonder if they have lived on the value they claimed and also delivered the full result they supposed to deliver.
我在欧洲,美国和中国的营养领域500强公司工作的过去20年中,我发现了一些事实:
一是西方国家社会层面,企业和商业领袖比在中国更注重人类福祉,新型行业和技术为主高科技行业比传统工业更着重人类福祉。 对所有人来说,认识到人类福祉对他们的业务可持续成功和整个社会发展至关重要将是非常有帮助的。
其次即使在营养领域,一些高层管理人员也没有处于健康和快乐状态(我将在后面的论文中对福祉进行定义)。 我总是想知道他们是否依靠声称的价值和他们真实的内在吻合,并且提供了他们最社会最大的成果和价值。

c) When I moved back to Shanghai 2014 to kick off VIVA nutrition business in China as entrepreneur, I have been challenged by the investors over-looking-after wellbeing of myself and the team, meanwhile most of other entrepreneurs are living under the extreme tough conditions with health issues, family issues and emotional downturns. Some of them deliver better financial result in the view of investors, however I always doubt this is sustainable and also if it is real “success” for the people and people around him/her.
当我2014年回到上海,作为创业者在中国启动VIVA营养业务时,我一直受到投资者的挑战,过度关注自己和团队的福祉,同时看到大多数其他企业家面对极端艰难现实,会出现健康问题,家庭问题和情绪问题。 其中一些在投资者看来创造了更好的财务和投资回报率,但我总是想知道这是否可持续,和对于他/她本人和周围的人,我们的社会来讲是否真正的“成功”?
d) It is the fact there is an increasing global trend on talking about wellbeing of workforce, mindfulness of decision makers particularly the founders and CEOs, employee satisfaction and CSR etc. however it does not indicate the importance to the long-term sustainable success of the company and life quality of people in the business.
事实上谈论雇员福祉,决策者特别是创始人和CEO福祉,员工满意度和企业社会责任等方面话题在全球的趋势是日益增加,但这并不表明和公司长期可持续成功有关联性,也不代表 生活中的人类福祉在提高。

e) It is also the fact there is no practical and holistic way on how to realize the wellbeing in objective and subjective manners in business environment. I see the need to develop a practical approach and methodology which can be applied in the business environment and in the modern society that more people can benefit by adapting and promoting it.
事实上,如何在商业环境中以客观和主观的方式实现福祉也没有实际和整体的方法。 我认为有必要开发一种实用的方法和工具箱,可以应用于商业环境和现代社会,让更多的人可以实际应用同时推广传播,帮助更多人获益。

3. Current research status:
There are many researches on wellbeing definition, employee satisfaction, CSR and sustainability, but not many on the foundations of wellbeing and how to achieve it.
Meeting needs on the dimension of Being refers to healthy physical, mental and spiritual existence and to living a meaningful life. (Helne, Tuula1 Hirvilammi, Tuuli2.SustainableDevelopmentzz)
One research is from Kimberly Jinnett, (Ph.D.Executive Vice President – Integrated Benefits Institute November, 2016)talking about “CONNECTING WELLBEING TO BUSINESS PERFORMANCE: AN INTEGRATED APPROACH”, which clearly indicates the positive connection but did not look into the approach of achieving wellbeing in business.
Institution of Occupational Safety & Health (Great Britain) did survey:
Three-quarters of business leaders interviewed in a recent survey said they faced barriers to investing in the wellbeing of their organization: A lack of interest from the management team followed by cost and a perception that the issue is a compliance matter and not related to improving performance.
We do see the few positive research published in Periodical Human Capital.: Leaders and HR members from about 35+ companies discovered that happiness is really good for business, increasing every positive business outcome including 300% more innovation, 37% increase in sales, and 31% increase in productivity and decreasing everything that you do not want 125 less burnout, 66% fewer sick leaves, and 51% less turnover. We assume happiness is the result of wellbeing, but again we lack of the approach on how to reach there.
目前的研究状况:
关于福利定义,员工满意度,企业社会责任和可持续性的研究很多,但对于福祉构建基础和如何实现福利的基础上并不多。
在存在的维度上满足需求是指健康的身体,心理和精神存在以及过有意义的生活。 (Helne,Tuula1,Hirvilammi,Tuuli2.SustainableDevelopmentzz)
一项研究来自Kimberly Jinnett,(2016年11月,综合福利研究所执行副总裁),谈论“将业绩与业务绩效联系起来:综合方法”,这清楚地表明了积极的联系,但没有考虑这种方法实现商业社会环境下人类福祉。
职业安全与健康机构(英国)做过调查:
在最近一项调查中接受采访的企业领导人中有四分之三表示,他们面临投资福祉的障碍:管理团队缺乏兴趣,其次是成本,并且很多只是为了合规而对真实改善无兴趣。
我们确实看到了期刊人力资本中发表的一些积极研究:来自约35家公司的领导者和人力资源成员发现,福祉对企业来说真的有益,增加了每一个积极的商业成果,包括300%的创新,37%的销售增长,以及生产力提高31%,减少你不想要的一切:125%降低倦怠,减少66%的病假,减少51%的人员更替。我们假设快乐是福祉的结果,但我们缺乏如何到达那里的方法。

4. Current research limitation and gap:
a) It has no methodology on how to achieve wellbeing, on how business people in modern society can improve their wellbeing in a sustainable way. The problem is remaining unsolved. We see initiatives like setting up gyms, other infrastructures, flexible working hours, gender equality policies, but it lacks overall guidance on sustainable human wellbeing definition in business environment and the path to it.
b) It leaves out the entrepreneurs which have unique nature of business and how they can pursuit wellbeing.
c) All research is not reflecting China which has a big working force and economic power.
目前的研究局限和差距:
a)没有关于如何实现福祉的方法和实践,现代社会中的商业人士如何以有持续的方式改善他们的福祉问题仍然没有解决。 我们看到了诸如建立健身房,其他基础设施,灵活工作时间,性别平等政策和举措,但缺乏关于商业环境中可持续人类的福祉定义及其到达途径的全面指导。
b)它遗漏了具有独特商业性质的创业者以及他们如何实现福祉。
c)所有研究都没有反映出拥有大量劳动力和经济实力的高度发展到一定商业成熟阶段的中国。

5. Research assumptions:
a) There should be a more holistic definition of sustainable human wellbeing in business environment.
b) Human wellbeing not only can help business success but also can increase the happiness and harmony of the society as a whole.
c) There is a sustainable and practical solution to human wellbeing in business environment of the modern society.
研究假设:
a)在商业环境中有一个共同的可持续人类福祉更全面的定义。
b)人类福祉不仅可以帮助企业取得成功,还可以增加整个社会的幸福和和谐。
c)在现代社会的商业环境中,人类福祉有一个可持续和切实可行的解决方案。
6. Research methodology:
a) Qualitative research with interview and questionnaires to VIVA direct consumers (we have direct contacts over 2000) who are working in different cities and industrials on their wellbeing status and views on the outcome of better wellbeing; meanwhile interviewing at least 10 key opinion leaders in China and USA, Europe who have rich experience in the subject and can also influence broader scale of people. We aim at 10 relevant companies with total 50 people interviewed. Once the conclusion of the paper is defined, we might do quantitative verification depending on the time and resources availability.
b) Quantitative research on the data current available.
研究方法论:
a)通过访谈和调查问卷对VIVA直接消费者进行定性研究(我们有超过2000个人可以挑选部分参加调查),他们来自不同的城市和工业,重视健康状况; 同时采访至少10位在中国和美国,欧洲拥有丰富经验的关键意见领袖,他们的行为也可以影响更广泛的人群。 我们的目标是10家相关公司50人接受采访。 一旦论文结论确定,我们会根据时间和资源的可用性进行定量验证。
b)对可用数据的定量研究。

7. Significance of research: What do you envisage that the final deliverables of your research will be?
a) A strong paper with qualitative and quantitative data to convince and inspire more business leaders to adapt the philosophy and approach.
b) A holistic wellbeing programs to be adapted in the companies.
c) A tool kit which can be a guidance for Chinese companies to use in the ground.
d) A guide and toolkit for Viva Global Academy to improve people wellbeing cross the globe.
e) A published book both in English and Chinese.
研究的意义:交付成果是什么?
a)一份包含定性和定量数据的强有力的论文,以说服和激励更多的商业领袖调整理念和方法。
b)提高福祉计划将在各公司中执行。
c)实用工具包,可以作为中国公司接地气实施指南。
d)Viva全球学院的指南和工具包,旨在改善全球人类福祉。
e)出版中英文书籍。
8. Research beneficiary:
a) Employee and business owners, stakeholders of the business
b) Societyas a whole to be more happy and harmonious.
研究受益方:
a)员工和企业主,商业实体的利益相关者
b)整个社会可以更加幸福和谐
以下就是时间表和任务分配,现有参考资料,不值得翻译,此为第一稿,等待导师回复,会继续修改。

9. Research timetable and milestones:
Timetable
Milestones
Year One
Nov. 2018
Research on the topic
. Wellbeing: nutrition, health, fitness, mindfullness
. Employee satisfaction
. CSR
. Sustainability
. Business environment complex
Dec. 2018 – March 2019
Literature Review and in-depth research
. Wellbeing
. Mindfulness and spirituality
. Top performers and performance companies
. Happiness index
. Write up literature review paper
Apr. 2019- Nov. 2019Qualitative research and data collection
Year Two
Dec. 2019- Nov. 2020
Quantitative research and data collection
Year Three
Dec. 2020- Apr. 2021
Data Analysis
May 2021- Nov. 2021Paper write up and finish
REFERENCES
Avramchuk, Andre S. International Management Review. 2017, Vol. 13 Issue 2, p24-31. 8p
Helne, Tuula. Hirvilammi, Tuuli. Sustainable Development. May/Jun2015, Vol. 23 Issue 3,p167-175. 9p.
Institution of Occupational Safety & Health (Great Britain) Jan/Feb2018, Vol. 71 Issue 3, p40-41. 2p.
O C Tanner Institute 2015 Health and Wellbeing Study
Rahman, S. M. Mahbubur. Amity Business Review. Jul-Dec2017, Vol. 18 Issue 2, p28-37. 10p.
Ward, Rosie. Adhesives & Sealants Industry. Implementing Corporate Wellness Programs.Periodical Nov2010, Vol. 17 Issue 11, p38-39. 2p.
Workplace Happiness Bootcamp.Periodical Human Capital. Sep2018, Vol. 22 Issue 4, p39-39. 1p.
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