Vivid blockchain

1. blockchain technology is a decentralized consensus mechanism to maintain a complete, distributed and tamperable ledger database. It can enable the participants in the blockchain to achieve a unified ledger system without establishing a trust relationship
in the future, blockchain will be applied in any field and bring great impact on human life. Blockchain technology is regarded as one of the main protocols of the next generation of value Internet. Blockchain technology will be useful in any field of proction and life that lacks trust. From digital currency to securities and financial contracts, health care, games, artificial intelligence, intelligent contracts, Internet of things, identity authentication, asset trading, e-commerce, social communication, file storage and other fields can be widely used
in the aspect of medical treatment
when the blockchain technology is used to save the personal medical records, there will be the historical data of personal medical treatment, which can be understood as the electronic medical records on the blockchain. In the future, there will be data for medical treatment or health planning, and the real master of this data is the patient himself, not the hospital or a third-party organization. In addition, these data have strong privacy, and the use of blockchain technology also helps to protect the privacy of patients
payment system
compared with the existing traditional payment system, blockchain technology can avoid the complex system, directly between the two sides of the transaction, does not involve intermediary institutions, even if part of the network is paralyzed, it will not affect the operation of the whole system. This method has the characteristics of low price, fast speed, and no intermediate fees
banking
as a digital, secure and anti-interference account, blockchain realizes the core function of Banking: the safe storage and transfer center of value. Some banks with keen sense of smell in the world have begun to actively plan to join the army of blockchain research and application in order to gain the initiative in the fierce competition in the future
identity authentication of blockchain
blockchain has the feature of being accessible to everyone. Everyone can query the block information in any place with network. The high transparency also makes blockchain full of charm. In the future, ID card and account book are basically not needed, because every identity information can be written into the blockchain. When you need to verify the information, you only need to look it up to find it
election
based on the voting transaction on the blockchain, it can be confirmed that no vote has been modified or deleted, and there will be no improper voting
Real Estate
blockchain technology can change the operation mode of the real estate market. It can combine many complex processes and cases that real estate companies usually deal with, speed up the transaction process, rece fraud, and provide more transparent and secure transactions for each participant. Provides a way to achieve paperless and fast trading needs
the probability of various kinds of errors in securities issuance and trading, such as general stocks, is too high, which requires manual correction, thus prolonging the time required for transaction settlement. Through the transaction of distributed ledger, the automation of the whole process can be realized, and the security and efficiency can be improved. The identity and transaction volume of the trading party are recorded on the blockchain in real time, with an open, transparent and traceable system. It is concive to the market maintenance of securities issuers and regulatory authorities, and can rece the occurrence of black box operation and insider trading
in the scenario of relatively closed, multi-party trust problems and carrying value transmission, blockchain has unique technical advantages and also shows unique charm, which has great application imagination space. At the current stage, blockchain is worth exploring in some scenarios.

2. Generally, the scope of entrepreneurship is limited to business and trade, a small number of them are engaged in instry, and they are basically small-scale processing instry. Of course, there are also large and medium-sized enterprises that have grown up because of opportunities, but the number is very small, because the domestic market is not like that of more than 20 years ago, such as Liu Yonghao brothers, Lu Guanqiu and Nan Cunhui. In their entrepreneurial era, the economy was short, the mechanism was chaotic, and opportunities were everywhere. Nowadays, as the saying goes, there are more wolves and less meat. It's unrealistic to just rely on opportunities to achieve great achievements.

3. Introction: Fani video is a popular science we media of blockchain. It is willing to share and disseminate information about blockchain with short videos, and is known as the Papi sauce of blockchain instry
legal representative: Pan Yanling
time of establishment: July 13, 2018
registered capital: RMB 1 million
enterprise type: limited liability company
address: 3c-2, floor 2, block C, building 5, Yuehai Street software instry base, Nanshan District, Shenzhen City

4. For reference only
motivation is an important work of leaders. Leaders like to motivate their employees with raises and promotions, but such opportunities are rare and may not always be effective. To motivate subordinates and make them have a higher sense of belonging and involvement in the organization, leaders can start from some trivial things. It has been proved that continuous small achievements are more effective than the occasional raise and promotion. So, as a leader, what small things should we start from to effectively motivate our subordinates? First, the values of leaders. Research shows that: CEO's values can enhance or weaken the incentive effect on employees. The more a leader pays attention to the happiness of others, the more likely his subordinates are to devote themselves to the company without considering job hopping. On the contrary, the more a leader tends to focus on his own happiness, the less his subordinates invest in the company, and the more willing he is to leave the company. No one can hide his values. It is easy for people to judge his values from his speech and behavior. Modesty is an important virtue of leaders. In order to prove themselves, many leaders like to talk about their past success, and then use their own experience as the basis for decision-making. This is actually a lack of sense of security. What you have to prove to your subordinates is not how many problems you have solved in the past, but how your current ideas and suggestions can help them. If leaders find themselves wrong, sincerely say to their subordinates, "I'm wrong!" This is often easier to gain the understanding and respect of subordinates. Listening is also important. Leaders should be good at listening to subordinates, and pay attention to your body language when listening, because others will observe what your hands are doing. If you frequently look at your watch or mobile phone when talking with subordinates, it will give a signal to others: you want to end the conversation as soon as possible. When listening, pay attention to collect different opinions, especially objections. If you can't speak freely in public meetings, you might as well communicate more privately with your subordinates. Leaders often have strong motivation to achieve. When they find that they can't find a solution, they will feel lack of confidence, so they are eager to find the answer when they encounter difficulties. To be successful, leaders should see themselves more as a catalyst to solve problems than as problem solvers. They should say more things like "I'm not sure what the answer is. Let's get together.". If the decision is not approved by subordinates, don't rush to make a decision, and try to make everyone accept your decision. Another responsibility of leaders is to support employees and promote their progress in meaningful work. This can not only improve the work psychology of employees, but also improve the long-term performance of the organization. It has been proved that in order to maintain employees' inner drive and happiness, managers do not have to try their best to guess employees' psychology or manipulate various complex incentive means. As long as they can show basic respect and understanding to employees, they can focus on supporting the work itself. As a leader, your behavior pattern is very important. If you can always care and understand your subordinates, you can strengthen the sense of solidarity between you and your subordinates. If you only care about your own feelings, you may destroy the sense of trust between you. If you don't control your subordinates any more, but involve them, empower them, and motivate them to contribute knowledge and experience to reaching a consensus, you can get a huge return. Subordinates, leaders, and companies will all benefit from smarter, more effective decisions

if you motivate employees. There are many books on the market. But through my practical work, I found that material is not the root of solving the problem. Today, if we only use material to motivate employees, their enthusiasm will be effective in the short term, but after a long time, employees work for material. Without material, they would not have any enthusiasm. And the material incentive will be bigger and bigger, because people's material desire will not be satisfied. But in the end, if you want to do it, you need to ask in advance if you have a bonus or not. How to improve the work enthusiasm of employees
in the management of employees, enterprises often have such confusion: some employees who have poor performance in the enterprise, but work in other enterprises, and they have become excellent employees
why
is the value orientation of employees different from that of enterprises? Or have employees learned from their work and changed their work attitude? All of these may be reasonable, but the bigger problem may lie in the fact that the enterprise itself has not created an environment suitable for employees to develop their intelligence, and there is a psychology of seeking perfection and blaming in the employment
employees' performance comes from their passion for their own work
however, where does the passion of employees come from
Wharton Business School in the United States, through the investigation and research of 2.5 million employees in 237 companies around the world, wrote a classic book "passionate employees", which has a fundamental view: employees' work passion is obtained by satisfying employees' career pursuit
that is to say, passion is not to work overtime without salary, to smile all day, to be ambitious and to do earth shaking things. Passion, is to find ways to do a better job, make life more exciting
employees have the instinct of self motivation, and what enterprises need to do is to use this instinct to motivate them, even without spending money. In order to motivate employees, the first step is to eliminate the negative factors that hinder employees' self motivation ability; Second, develop real incentive factors in the enterprise to guide all employees to be motivated
employees' self motivation ability is based on the fact that everyone is eager for a sense of belonging, a sense of achievement and a sense of power to control their work. Everyone wants to be the master, to show his ability, to be recognized by people, and to make his work meaningful
as the saying goes, "no rules, no circles." In order to manage the employees well, any enterprise has established a complete set of management system. But while "managing" the employees well, is it equal to "using" the employees well
the original intention of implementing various management modes in enterprises is to use good people, but e to one-sided restrictive management, it ignores the phenomenon that a person can stimulate his potential better in a relaxed environment“ The contradiction between "managing people" and "employing people" is very prominent. There are significant differences in the purpose and result of "managing", which is also the ultimate manifestation of the contradiction between management and being managed. Therefore, enterprises should consider what kind of mechanism should be used to stimulate the enthusiasm of employees when they restrict and regulate the behavior of employees
first of all, we should start from the system, change some insignificant binding terms, make the system itself loose, and leave room for modification of the system itself, so that employees can understand that the system is not a permanent binding term. On the premise that employees generally accept and adapt to the system constraints, we should rece the punitive terms and increase the incentive content
secondly, the improvement of boring operation skills and proficiency should be combined with the entertainment of employees' work, such as carrying out post skill drills and performances. In the entertainment work, employees can reflect their self-worth and promote the improvement of their skills and quality
furthermore, employees are encouraged to participate in the company's grass-roots management and give suggestions for the company's management. Through the participation of these foundations, the employees themselves have a sense of "political participation" and a sense of mission, so that they can give full play to their personal strengths in the daily specific working environment. In addition, enterprises can also find useful talents with organizational ability and propaganda ability
management and being managed are the eternal contradictions of enterprise management. If an enterprise can create a space for employees to give full play to their personal advantages, create a platform that can respect everyone's labor achievements and give full play to everyone's advantages, this contradiction can be weakened; Enterprise management system is a kind of constraint, but it is also an incentive. A reasonable enterprise management system can turn "management" into "use"
only by constantly finding and coordinating the needs of both sides, can the company and employees achieve the same goals of the organization and the indivial with the help of compensation as a bridge. We must firmly believe that the vast majority of employees do not work just for salary. To really improve their work enthusiasm and efficiency, we must start from exploring their work passion!

5. Gain confidence: in the face of powerful opponents, find faith and strength in the impossibility and despair; Let the team have morale and state
★ temper patience: the indomitable spirit of accepting challenges, withstanding tests and resolutely completing tasks under any circumstances; In the face of difficulties, try every means, do not abandon, do not give up enrance
we will never stop until we reach our goal
★ cultivate carefulness: the mentality of focusing, concentration, concentration, and doing a thing to the extreme
★ enhance the sense of responsibility: build a sense of team responsibility, train employees to turn the enterprise goal into their own goal, shoulder the company's mission, have the courage to take responsibility, and take the initiative to self review, learn and improve; Cultivate
the mentality of the person in charge of the results
★ awaken love: open the door of heart with love, eliminate the estrangement between leaders and employees, and between employees, build a loving team, create a family like harmonious and happy working atmosphere,
rece employee turnover
★ inspire gratitude: let employees appreciate the platform given by the company; Thank customers for helping me realize my dream; Be grateful for the support from the team; Thanksgiving parents give life; Thank the leaders for their commitment to me; Make
employees more dedicated, loyal, loving and cherishing their posts, and comprehensively enhance the competitiveness of the enterprise
★ unite people: unite all forces that can be united; Condense all the people who can condense; Promote teamwork and help build an excellent team that is awed by competitors!

6. Hefei has long-distance bus station, tourist bus station, Xinya bus station and Traffic Hotel station. It's better to take a taxi. There are too many buses in Hefei. It's about 10 yuan to take a taxi from the bus station to Ximen transfer center, and then it's about 15 yuan to get to Lu'an

7. There is no bus from Hefei Nanmen transfer center to Maotan factory. There are direct buses to Maotan factory at Hefei tourist bus station (about 3 hours, 40 yuan) and Hefei West Bus Station (about 1.5 hours, 40 yuan).
departure time (Hefei tourist bus station): 7:00, 10:00, 13:00, 16:00
departure time (Hefei West Bus Station): 7:40 10：40、13：40、16：40

8. Take the bus to the south station. The bus from the south station to Hefei is the most
there are two trains, one at 6:28
one at 7:17, and the ticket is 17 yuan
the train will arrive in Hefei in a little more than an hour. Have a good trip!