Career Ladders at Sun

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China Inc.: Book Review

China, Inc.: How the Rise of the Next Superpower Challenges America and the World

Ted C. Fishman

ISBN: 0743257529

Pub. Date: February 2005

Publisher: Simon & Schuster Adult Publishing Group

Those who do not play with China will lose out first. Those who play will lose out later. No matter what, China wins. It is destined to become the dominant economic force in the world and we all going to help.

Ted Fishman spent 300 pages to say just that. He loads it up with anecdotes and statistics that boggle and later numb the mind.
Ted also gives a deep insight into how the central planning really works. I cannot help admiring what China has accomplished. In short 20 years, the government managed to transform the country. It turns its 1.3 billion population from a burden into a weapon. Western countries are all teaching and investing in China so that China can use the newly learned technologies and received funding to win the same games western countries are winning today.

Those who are interested in learning more about China have lots of reading choices. Ted Fishman could haved been more to the point and less lecturing, particularly at the end.

Quotable Quotes



In the 4 years beginning 1998, state-owned companies fired 21 million workers. That is more than all the Americans who work in manufacturing.

These people were hired with a lifetime-employment contract. They don't have severance pays, very minimal unemployment benefits, no trainings, or what-so-ever. They pretty much just got dumped on the street and left on their own.



It may be a country's physical infrastructure that ultimately makes or breaks its competitive strength. If the more immaterial assets in an economy can easily be replicated abroad – either by building them or movingt them – then the things that cannot be moved will be what set countries apart. Old-fashioned public goods such as roads, water, energy, and municipal services will be as important as the best engineers, telecommuications, and store of patents.

A similar concept was in the book of Genome. When nutrition, health care, and education become the same, the only thing that will make a difference is your genes.
As global traffic, internet bandwidth, talent education, etc. equalize countries, social infra-structure become the only competitive advantage.



Pekin, Illinois

Do you know this city was named after Beijing? It was said Beijing is on the opposite side of the globe and they rename the city as such.



It is natural for countries to use their market power to gain whatever commercial advantage they can. Faulting the Chinese for extracting concessions from companies that want to play in its yard would be faultijg it for demanding what its corporate suitors have willingly agreed to. And if the Chinese usurp technology that is not rightfully theirs, it is hard to argue that the corporate victims could have expected otherwise.

The companies may have expected it, but they don't have to like it and still should demand change. But let's not fool ourselves, everyone knew what to expect.



In a country that still bitterly remembers the humiliation of colonization, turning the tables by pilfering the property of foreigners will not cause much remorse.

I disagree strongly. This concept is dangerous. Dwelling in the past and using historical victimization as the justification for wrong-doing will only cause eternal bickering.



Americans now pay out greater dividents to foreigners than they take in, now live in the world as renters rather than as landlords. Renter nations live precariously.

This is a familar line on US national debts. Somehow, US borrows its way to prosperity. Will this last? Who knows.



In China, there are as nearly as many people learning English as a second language as there are people who speak English as a first language in the United States, Canada, and Great Britian combined.

Not only China has the largest number of Chinese-speaking people. It also appears to have the 2nd largest number of English-speaking people. Wow. (India should have the honor of having the most.)

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Beijing Planning Exhibition Hall

Don't be fooled by the name. It is worth going.

北京市规划展览馆 is located near 前门 (QianMen) on the east side (前门东大街). It is a modern, 4-story building that exhibits the history and future plan of the city. There is a big room that is the miniturized city within the 4th ring road, consist of building models, color lights, and landsat photos. You can walk around feeling like gozila, or any one of the monsters from SimCity. Bur most importantly, you can see all the major structures for the Olympic 2008: the main stadium, the swimming hall, etc. I located both ERI and where I live. Very fun.

For new visitors, the 4th floor theater gives you a 17-minute 3D movie that animates all 3500 years of the city's history. There are also exhibitions on the nuances of the courtyard dwelling, the epitome of Beijing traditional buildings.

Leave your bag at the door and bring in the camera.

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Blink book review

Blink: The Power of Thinking without Thinking

Malcolm Gladwell

ISBN: 0316172324

Pub. Date: January 2005

Publisher: Little, Brown & Company

Since Tipping Point was enjoyable, I picked this one up at Hong Kong airport. Malcom Gladwell explores a very different subject alone the same line — how our minds really work. Unlike “Tipping Point” that tried to teach us how to influence a large population (or not to be influenced when someone else is doing that to us). This book tries to teach us how to make good snap decisions.

Like my other book reviews, I tend to do a “Sin-Yaw's digest” and that might ruin the book for you. Proceed if you don't mind.


Malcom Gladwell attempted two contradicting objectives: snap decisions are powerful and good, but they don't work unless you have practiced the art of “thin-slicing.” If you thin-slice wrongly, snap decisions can be fatal.

“This is worthless,” I thought. I knew how to make analytical decisions and I was trying to make quick and effective ones. Now you tell me I have to practice long and hard, become an expert, before I can achieve that. If I had the time to practice, I wouldn't pick up this book.

Well, that's a bit too harsh on my part.

Malcom taught me to respect and listen to my “inner voice” or “instinct.” He showed that they can sometimes be more valuable than not. He taught me the value of not having too much information and not articulating verbally. Both can impair my judgement, particularly the important and urgent ones.

The stories about the “War Game” was fascinating. I guess I am always drawn to military strategies and theories. Many of the Sun-Tze philosophies were loudly echoed. That's was fun.

The chapter on “Mind Reading” was the most riveting. I found myself trying to move my facial muscles and started observing the TV charaters differently. Paul Ekman wrote several books on this subject and I intend to read at least one.

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How to quit?

How to quit March 12, 2005

This is not a mistake. I wrote this entry long ago. Just waited a bit to post.

You are a good manager, you should plan for your job change. Like everything that can be planned, you need to know what you are trying to accomplish first. Are you bored? Are you looking for future growth? More money? More respect? What are you trying to accomplish? Think.

No one, with the possible exception of your current boss, should know. Keep everything under stealth. Perform as intensely as you always do. Don’t hint. Don’t “check out.” Don’t “cruise.” It is one thing to let people know that your morale is low. It is a completely different matter when people learned you are actually looking.

When you receive an offer, evaluate it against your objective. If you decide to accept, start designing your resignation. Yes, design it. Organize your records, list your duties, consider your successor, and backup your files. Is there anything your boss can do to keep you? If yes, list them and go talk to your boss. It is tempting and feels good, but don’t use your offer to negotiate.

Remember that both your current employer and the new one are critically important to your future success. You may come back to work for the same boss. They are your best and most influential references. You may be asked to work with them. You may do business with them later. So, don’t do anything that damages your current employer. It is not professional or ethical.

Draft a resignation letter. Keep to the key points. “I hereby resign. This is my last date. This is how to transition.” Don’t blame anyone. Don’t be angry. Don’t explain. Most importantly, don’t send. Keep it in the draft folder for at least 24 hours. Edit it at least twice.

Still don’t tell anyone at work. Not a soul.

Next go to your boss. Sit down. Close the door. Demand his attention. Resign clearly. “I resign. The last date will be…” You do owe him an explanation and some feedbacks. Stay positive. It is OK to vent, but don’t whine. Ask your boss what should be the next step. He should ask for your formal resignation. You go back and send him the letter you drafted.

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The Tipping Point: Book Review

The Tipping Point: How Little Things Can Make a Big Difference

Malcolm Gladwell

ISBN: 0316346624

Pub. Date: January 2002

Publisher: Little, Brown & Company

Malcolm Gladwell demystifies an important biological and social phenomenon – the underneath forces to make things “tip over,” or the way a very large number of people get influenced, either socially or biologically. This is a competence every politician, marketeer, or terrorist would die to master.
I do not imagine myself to ever try to start or organize an epidemic. The best use of this knowledge, beside as a wonderful personal enrichment (a.k.a. conversational topic), is the ability to spot the making of an epidemic and remain as an independent thinker.

The rest of this blog entry is the reader's digest version, with some personal opinions injected. It may ruin the book for you.


There are 3 rules of epidemics: the power of few, the stickiness factor, and the power of context.

  • The Power of the Few is the most interesting concept. For an epidemic to “tip,” it requires 3 kinds of people to work together: the connectors, the mavens, and the salesmen. The connector has the ability to spread messages to a wide number of people. The maven can produce the best information. And the salesman will make the perfect pitch. They can be as few as 1 person each. Sometime, the same person can play more than 1 roles. It is highly unlikely for a single person to be all three.

    What roles do I play? Who can play the other roles? When I encounter one of those rare connectors, mavens, or salesmen, how do I recognize them and make sure they are on my team?

  • Even those best few people may not be able to make the message “stick” – that it becomes memorable. Stickiness is not intuitive and often requires just a little modification to the original message. The key learning point is to be scientific – test until the message sticks. The obvious ways experts design frequently do not work.
  • Context stresses the subtleness of how people make decision, or the unconscious factors that we all are influenced. No one discards thrashes on a spotless street. No one vandalizes the walls of a 5-star hotel. How a message arrives is as important as the message itself.
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Myth on Size

Myth on Size August 3, 2005

The people count of your organization is clearly a measure of power. But by no means a predictor to your future success or influence. In fact, unless you are skilled enough to organize them, larger organization is frequently a distraction and a derailment cause.

As a manager, you work by communicating. Your effectiveness is limited by two factors: bandwidth and time. The communication bandwidth comes from utilizing various channels and improving skills. Then, you must pay attention to the effective use of your time. Whom are you communicating to? How much time did you spent? What is the result of that communication? Eventually, it comes down to how well you know the person you are communicating to – the better you know him, the better the communication.

Since there are only 24 hours in a day, you cannot possibly command a team that’s too big. People vary, but 5 to 15 is the norm of an effective team size. This means as long as you have a good team of 5 to 10 people, you can be effective, successful, and influential.

Take a survey of those in your organization. Who would you choose to be on your team? Give no regard to their ranks, seniority, and other external factors. Choose those who have the skills and communicate well with you. Can you find 5 to 10 of them? If yes, it does not matter how many more people are there beyond this core team. It can be thousands and it can be zero.
And, lastly, the team members do even need to work for you directly. Think about this next time you need to worry about headcount.

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Email style

Email style June 15, 2005

This email style works for myself.

Newspaper style email

Study how newspaper article is structured. It begins with a “hook.” A simple sentence designed for capture the reader’s attention. For email, this is the combination of the subject line and the 1st sentence.

The first paragraph tells the reader what is the bottom line, conclusion, decision, action item, or whatever the purpose of the email message. It needs to be clear what the readers are supposed to do with this message.

Follow it by a slightly longer paragraph on the basic supporting argument for the 1st paragraph. Do this in the “executive summary” style by focusing on high-level judgment, summary of facts, and the key reasons.

Next are the supporting data. Try to be short.

Write the email as if you are a reporter writing a newspaper story. At almost anytime, the reader can skip the rest of the story without losing the key points.

Fact or Opinion?

Are you delivering facts or you are expressing opinions? It is OK to mix them, but do so with care. It is not a good idea to deliver opinions as if they are facts. If you are delivering facts, make sure they are. It does not matter if your source was wrong. It is your email.

In general, for VP or higher, the general guideline is to have 3 levels of back-ups. Every point you are making must be based on data, not just someone’s (or your) opinion. Those data should be based on more substantial and detail data too. Only the 3rd level can be based on people’s thoughts or opinions. It is OK to deviate from this guidelines, but you should know how much of your material is based on facts or just opinions.

Pay attention to headers

Particularly, who are on the “To” list and “Cc?” What’s the subject line?

If you are replying to a message, are you sure the recipients are still right? Should you remove few or add someone? Is the subject line still sensible? Remove excessive “Re” or “FWD” tags.

Include just the right amount of the original message. It is a good idea to cull unnecessary forwarded messages.

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Nine decision-making pitfalls

This recent article from Fortune is worth reading (and keeping).

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狗不理包子

Hal read my entry and asked the origin of 狗不理 that has been selling since 1858, originally started in 天津(TianJin). Yes, in this city, it is history everywhere.

I told him the story I knew of, that this vendor's first version was so bad that customers threw them to ground and dogs would walked away. He was so humiliated by the failure; he swore to reclaim his reputation. At last, like so many Chinese folklores, the hundredth version was so good they wanted to name the style after him. Remembering the 1st humiliation that led to this success, he branded the new style of BaoZi.

It turned out there is a less inspiring, but probably more realistic story. It is also authentically described on the wall of the 大閘欄(DaZhaLan: a retail alley in QianMen) branch.

This man named his new son 狗子(GouZi: Doggie). (Many Chinese believe that if you name your prized son or daughter as an animal, they will gain the resiliency as such. The ghosts and spirits will also think you simply got a new pet and won't bother to try to claim him away.)

Doggie grew up to quite a chef specializing in making BaoZi. They were so good; he couldn'â„¢t meet the demand from the customers. Frequently, he focused 100% on making them and ignored the customers who try to buy those prized BaoZi. As people got used to his style, they called those "Doggie won't pay attention to you&quot BaoZi.

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