请双击下面的英文字幕来播放视频。
翻译人员: Yi Fei
校对人员: Shiwen He
00:12
I have spent the last years
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近几年,
00:14
trying to resolve two enigmas:
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我都在尝试解开两个谜:
00:17
Why is productivity so disappointing
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为什么在所有我工作过的公司
00:21
in all the companies where I work?
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生产力都如此令人失望?
00:23
I have worked with more than 500 companies.
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我和超过 500 家公司打过交道
00:27
Despite all the technological advances --
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尽管(这些公司有)所有的技术进步 — —
00:29
computers, I.T., communications, telecommunications,
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计算机、 信息技术、 通讯、 电信、
00:33
the Internet.
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和互联网
00:35
Enigma number two:
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第二个谜:
00:36
Why is there so little engagement at work?
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为什么(员工)在工作中的投入这么少?
00:39
Why do people feel so miserable,
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为什么人们觉得如此难受,
00:41
even actively disengaged?
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甚至主动抽离出来呢?
00:45
Disengaging their colleagues.
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疏离他们的同事,
00:47
Acting against the interest of their company.
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和其公司的利益背道而驰,
00:51
Despite all the affiliation events,
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不管(公司安排)了多少归属活动,
00:55
the celebration, the people initiatives,
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庆典,以人为本的倡议,
00:59
the leadership development programs to train
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用以培训管理人员更好地激发他们的团队
01:02
managers on how to better motivate their teams.
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的领导力发展项目
01:06
At the beginning, I thought there was
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一开始,我以为这是个
01:08
a chicken and egg issue:
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“鸡和蛋”的问题:
01:10
Because people are less engaged,
they are less productive.
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因为不投身于工作的人,生产力会相对低下
01:13
Or vice versa, because they are less productive,
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反之亦然,因为他们生产力较低,
01:15
we put more pressure and they are less engaged.
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承受了更多压力,以致他们较不投入工作
01:17
But as we were doing our analysis
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但是当我们进行了分析,
01:19
we realized that there was a common root cause
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我们意识到这两个问题的根源是一致的,
01:21
to these two issues
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我们意识到这两个问题的根源是一致的,
01:22
that relates, in fact, to the basic
pillars of management.
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事实上,这涉及到管理的基本支柱
01:27
The way we organize is based on two pillars.
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我们组织的方式基于两大支柱:
01:30
The hard -- structure, processes, systems.
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硬性支柱 — — 结构、 进程、 系统
01:33
The soft --
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软性支柱 — —
01:34
feelings, sentiments, interpersonal
relationships, traits, personality.
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感情、 情绪、 人际关系、 性状、 人格
01:39
And whenever a company
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每当一家公司
01:41
reorganizes, restructures, reengineers,
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整顿、 重组,重新设计,
01:45
goes through a cultural transformation program,
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或进行文化转型的项目,
01:47
it chooses these two pillars.
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都要选择这两个支柱
01:49
Now, we try to refine them,
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现在,我们试着完善它们,
01:51
we try to combine them.
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我们试着将它们合并
01:53
The real issue is --
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真正的问题 —
01:55
and this is the answer to the two enigmas --
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正是那两个谜题的谜底 —
01:57
these pillars are obsolete.
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这些支柱是过时的
02:00
Everything you read in business books is based
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商务书籍中看到的一切,都是基于
02:02
either on one or the other
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这个支柱或那个支柱,
02:04
or their combination.
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或它们的组合
02:05
They are obsolete.
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它们已经过时了
02:07
How do they work
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当你面对新的复杂型业务,试着使用这些方法时,
02:09
when you try to use these approaches
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当你面对新的复杂型业务,试着使用这些方法时,
02:11
in front of the new complexity of business?
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这些方法是如何运行的?
02:13
The hard approach, basically
is that you start from strategy,
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硬件方式基本上是这样开始:战略、
02:16
requirements, structures, processes,
systems, KPIs, scorecards,
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要求、 结构、 流程、 系统、 关键绩效指标、 记分卡、
02:20
committees, headquarters, hubs, clusters,
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委员会、 总部、 枢纽、 群体
02:23
you name it.
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随你说吧
02:24
I forgot all the metrics, incentives, committees,
middle offices and interfaces.
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我忘了说那些测量方式、 激励措施、
委员会、 中间办事处和接口
02:29
What happens basically on the left,
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基本上都在图的左边(文:战略,要求)
02:31
you have more complexity, the
new complexity of business.
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你面对更多的复杂性,新业务的复杂性
02:35
We need quality, cost, reliability, speed.
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我们需要质量、 成本、 可靠性、 速度
02:39
And every time there is a new requirement,
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然而每一次有一项新要求
02:41
we use the same approach.
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我们都使用相同的方法
02:43
We create dedicated structure processed systems,
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我们创建专用的结构处理系统
02:46
basically to deal with the
new complexity of business.
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以解决新业务的复杂性
02:49
The hard approach creates just complicatedness
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硬性办法在组织内产生的只有复杂性
02:53
in the organization.
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硬性办法在组织内产生的只有复杂性
02:55
Let's take an example.
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让我们看一个例子:
02:56
An automotive company, the engineering division
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一家汽车公司,工程部
02:59
is a five-dimensional matrix.
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是一个五维矩阵
03:01
If you open any cell of the matrix,
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如果您打开的矩阵的任意一个元素,
03:03
you find another 20-dimensional matrix.
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您可以找到另一个20维矩阵
03:06
You have Mr. Noise, Mr. Petrol Consumption,
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你有“噪音先生”,”汽油消耗先生”,
03:09
Mr. Anti-Collision Properties.
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“防撞性能先生”
03:11
For any new requirement,
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对任何新的要求,
03:13
you have a dedicated function
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你有一个专用的职能
03:15
in charge of aligning engineers against
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负责把工程师对应到
03:17
the new requirement.
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新的规定上
03:19
What happens when the new
requirement emerges?
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当新规定出现时,会发生什么呢?
03:21
Some years ago, a new requirement
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几年前,一个新的要求
03:24
appeared on the marketplace:
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在市场上出现—
03:25
the length of the warranty period.
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“保修期的长度问题”
03:28
So therefore the new requirement is repairability,
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因此新的要求就是(提高)修理的易度,
03:31
making cars easy to repair.
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使汽车容易修复
03:32
Otherwise when you bring the car
to the garage to fix the light,
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不然,当你把车开到修车厂来修灯,
03:36
if you have to remove the engine
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如果你要拆除引擎
03:38
to access the lights,
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才能修理车灯
03:40
the car will have to stay one week in the garage
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这辆车将不得不在车库里呆上一周
03:42
instead of two hours, and the
warranty budget will explode.
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而不是两个小时
那么保修预算就会不够用
03:45
So, what was the solution using the hard approach?
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那么,如何使用硬件方法来解决这个问题呢?
03:48
If repairability is the new requirement,
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如果“修理易度”是新的要求
03:51
the solution is to create a new function,
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解决方案是创建一个新的职能
03:53
Mr. Repairability.
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叫它“修理易度先生”
03:55
And Mr. Repairability creates
the repairability process.
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“修理易度先生”建立一个“修理易度“进程
03:59
With a repairability scorecard,
with a repairability metric
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利用“修理易度”记分卡与“修理易度”矩阵
04:03
and eventually repairability incentive.
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还有最终的”修理易度“激励
04:06
That came on top of 25 other KPIs.
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位居其它25个关键绩效指标之上
04:10
What percentage of these people is variable compensation?
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这些人中有多少比例领取可变薪酬呢?
04:13
Twenty percent at most, divided by 26 KPIs,
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最多有20%,除以26个关键绩效指标,
04:17
repairability makes a difference of 0.8 percent.
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修理易度只占有0.8%的重要性
04:21
What difference did it make in their actions,
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这是否影响了员工的行为?
04:23
their choices to simplify? Zero.
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影响了他们选择简化流程?完全没有
04:26
But what occurs for zero impact?
Mr. Repairability, process,
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但为了这个不存在的影响,发生了多少事?
“修理易度”先生、 生产过程、
04:29
scorecard, evaluation, coordination
with the 25 other coordinators
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记分卡、 评价、 协调,还有其他25个协调员
04:34
to have zero impact.
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最终没有任何影响
04:36
Now, in front of the new complexity of business,
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现在,面对新的复杂型业务,
04:38
the only solution is not drawing boxes
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唯一的解决办法不是条条框框
04:41
with reporting lines.
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和报告路线
04:44
It is basically the interplay.
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而是相互作用
04:47
How the parts work together.
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各种路径如何在一起工作
04:49
The connections, the interactions, the synapses.
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(包括那些)连接、 互动、 突触
04:54
It is not the skeleton of boxes,
it is the nervous system
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它不是条框的骨架,它是应性和智慧的
04:59
of adaptiveness and intelligence.
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中枢神经系统
05:02
You know, you could call it cooperation, basically.
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你知道,你可以就叫它合作
05:05
Whenever people cooperate,
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每当人们进行合作,
05:07
they use less resources. In everything.
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他们使用更少的资源,包括一切资源
05:11
You know, the repairability issue
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你知道,修理易度的问题
05:14
is a cooperation problem.
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就是合作的问题
05:16
When you design cars, please take into account
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当你设计汽车时,请你考虑一下
05:20
the needs of those who will repair the cars
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那些在售后车库修理汽车的工人的需求
05:22
in the after sales garages.
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那些在售后车库修理汽车的工人的需求
05:25
When we don't cooperate we need more time,
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当我们不合作,我们需要更多的时间
05:28
more equipment, more systems, more teams.
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更多的设备、 更多系统、 更多的团队
05:32
We need -- When procurement, supply
chain, manufacturing don't cooperate
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我们需要 — — 当采购、 供应链、 制造互相不合作
05:37
we need more stock, more inventories,
more working capital.
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我们就需要更多股票,更多的库存,更多的周转资金
05:40
Who will pay for that?
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谁将为此付出代价呢?
05:42
Shareholders? Customers?
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股东吗?客户吗?
05:44
No, they will refuse.
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不,他们会拒绝
05:45
So who is left?
The employees,
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那么还剩谁呢?
雇员们
05:48
who have to compensate through their super
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他们必须以加倍的个人努力
05:50
individual efforts for the lack of cooperation.
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来补偿所缺乏的合作
05:54
Stress, burnout, they are
overwhelmed, accidents.
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压力、 职业倦怠,他们不堪重负,意外事故(频发)
05:57
No wonder they disengage.
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难怪他们无法投身于工作中
06:00
How do the hard and the soft
try to foster cooperation?
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如何促进硬件和软件方式的合作?
06:04
The hard: In banks, when there is a problem
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硬性办法: 在银行里,
06:09
between the back office and the front office,
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当后台办公室和前台之间出现问题,
06:12
they don't cooperate. What is the solution?
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他们不合作。解决方案是什么呢?
06:14
They create a middle office.
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他们创建了一个中间办公室
06:17
What happens one year later?
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一年后会发生什么呢?
06:19
Instead of one problem
between the back and the front,
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以前只有一个问题,在前台和后头办公室
06:21
now I have two problems.
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现在我有两个问题:
06:22
Between the back and the middle
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后台与中间(的问题),
06:23
and between the middle and the front.
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还有中间和前台之间(的问题)
06:26
Plus I have to pay for the middle office.
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再加上要付中间办公室的费用
06:28
The hard approach is unable to foster cooperation.
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硬性办法不能促进合作
06:31
It can only add new boxes,
new bones in the skeleton.
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它只会加上新框框,在骨架中加入新的骨头
06:36
The soft approach:
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软性办法:
06:37
To make people cooperate, we need
to make them like each other.
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若要使人合作,我们需要让他们喜欢对方
06:41
Improve interpersonal feelings,
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改善人与人之间的感情
06:43
the more people like each other,
the more they will cooperate.
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人们越喜欢对方,他们就会越合作。
06:46
It is totally wrong.
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这是完全错误的
06:48
It is even counterproductive.
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它甚至会适得其反
06:50
Look, at home I have two TVs. Why?
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瞧,我有两台电视在家里。为什么呢?
06:53
Precisely not to have to cooperate with my wife.
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正是为了不需要和我的妻子合作
06:55
(Laughter)
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(笑声)
06:57
Not to have to impose tradeoffs to my wife.
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不需要让我的妻子(在我和电视之间)选择
07:00
And why I try not to impose tradeoffs to my wife
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我不想逼我的妻子选择
07:04
is precisely because I love my wife.
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正是因为我爱我的妻子
07:07
If I didn't love my wife, one TV would be enough:
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如果我不爱我的妻子,一台电视就足够:
07:10
You will watch my favorite football game,
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你就看我最喜欢的足球赛,
07:12
if you are not happy, how is the book or the door?
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如果你不高兴,不如看本书或者走人吧?
07:15
(Laughter)
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(笑声)
07:16
The more we like each other,
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我们越喜欢对方,
07:18
the more we avoid the real cooperation
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我们就越避免真正的合作
07:21
that would strain our relationships
by imposing tough tradeoffs.
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艰难的权衡会使我们的关系紧张
07:25
And we go for a second TV or we escalate
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所以我们去买第二台电视,或者我们
07:28
the decision above for arbitration.
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让更权威的机构定夺
07:31
Definitely, these approaches are obsolete.
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当然,这些方法已经过时
07:35
To deal with complexity, to enhance the nervous system,
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为了应对复杂性,为了改善一种新型系统,
07:39
we have created what we call
the smart simplicity approach
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我们创建了我们称之为”智能简化“的方法
07:42
based on simple rules.
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它基于一些简单的规则
07:44
Simple rule number one:
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第一条简单的原则:
07:46
Understand what others do.
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了解其他人做的是什么
07:49
What is their real work?
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人们真正的工作是什么?
07:51
We need to go beyond the boxes,
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我们需要超越条条框框、
07:55
the job descriptions, beyond the surface
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工作说明,超越表层,
07:59
of the container, to understand the real content.
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以理解真实的内容
08:02
Me, designer, if I put a wire here,
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我,设计者,如果我把一根导线放在这里,
08:05
I know that it will mean that we will have to
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我知道这将意味着我们将不得不
08:07
remove the engine to access the lights.
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拆除引擎才能修理到灯
08:10
Second, you need to reenforce integrators.
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第二,需要加固联系枢纽
08:12
Integrators are not middle
offices, they are managers,
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联系枢纽不是中间的办事处,他们是管理人员,
08:16
existing managers that you reinforce
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对现有管理人员进行加强
08:18
so that they have power and interest
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让他们有权力,有动力
08:21
to make others cooperate.
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让其他人进行合作
08:23
How can you reinforce your
managers as integrators?
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你如何能把您的经理训练为联系枢纽?
08:26
By removing layers.
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通过消除阶层
08:28
When there are too many layers
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当有太多阶层时,
08:29
people are too far from the action,
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人离实际行动太远,
08:31
therefore they need KPIs, metrics,
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所以他们需要业绩指标,矩阵,
08:33
they need poor proxies for reality.
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他们需要空洞的指标来代替现实
08:37
They don't understand reality
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他们不了解现实
08:39
and they add the complicatedness of metrics, KPIs.
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同时他们增加了矩阵指标的复杂性
08:42
By removing rules -- the bigger we are,
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通过去除规则 — 组织越是大
08:44
the more we need integrators,
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我们越需要联系枢纽,
08:46
therefore the less rules we must have,
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因此我们必须有更少的规则,
08:48
to give discretionary power to managers.
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把权力分给管理人员
08:52
And we do the opposite --
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但我们却做了相反的事 — —
08:53
the bigger we are, the more rules we create.
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组织越是大,我们却创造了更多的规则
08:56
And we end up with the Encyclopedia
Britannica of rules.
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最终我们有了大英百科全书一样的规则
08:59
You need to increase the quanitity of power
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我们需要增加权力的数量
09:01
so that you can empower everybody
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从而可以让每个人有权利
09:03
to use their judgment, their intelligence.
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使用他们的判断、他们的智力
09:06
You must give more cards to people
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我们必须给大家手里放入更多的”牌“
09:08
so that they have the critical mass of cards
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给他们足够的”牌“
09:11
to take the risk to cooperate,
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让他们愿意需承担合作的风险
09:13
to move out of insulation.
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走出阻隔
09:15
Otherwise, they will withdraw. They will disengage.
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否则,他们将会退出。他们将会抽离
09:17
These rules, they come from game theory
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这些规则,他们来自博弈论
09:19
and organizational sociology.
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和组织社会学
09:22
You can increase the shadow of the future.
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您可以增加未来的阴影
09:25
Create feedback loops that expose people
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建立反馈循环,暴露
09:27
to the consequences of their actions.
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人们行动的后果
09:30
This is what the automotive company did
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这是汽车公司所做的
09:32
when they saw that Mr. Repairability had no impact.
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当他们看到”简易度先生“并没有产生影响,
09:35
They said to the design engineers:
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他们对设计工程师说:
09:36
Now, in three years, when the new
car is launched on the market,
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三年后,在新车上市时
09:41
you will move to the after sales
network, and become in charge
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你将移到售后网络,并负责
09:44
of the warranty budget,
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保修期内的修理预算
09:46
and if the warranty budget explodes,
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如果保修预算透支
09:50
it will explode in your face. (Laughter)
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你就没好日子过(笑声)
09:52
Much more powerful than 0.8
percent variable compensation.
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这可比0.8%可变薪酬厉害得多
09:58
You need also to increase reciprocity,
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您还需要增加互惠原则
10:02
by removing the buffers that make us self-sufficient.
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去除使我们能自给自足的缓冲区
10:06
When you remove these buffers,
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当你把这些缓冲区拿掉
10:08
you hold me by the nose, I hold you by the ear.
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你我唇亡齿寒
10:11
We will cooperate.
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我们将进行合作
10:13
Remove the second TV.
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拿掉第二个电视...
10:14
There are many second TVs at work
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在工作有很多的第二个电视
10:16
that don't create value,
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他们不创造价值
10:18
they just provide dysfunctional self-sufficiency.
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它们只是提供功能失调的自给自足
10:22
You need to reward those who cooperate
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我们需要奖励那些合作的人
10:25
and blame those who don't cooperate.
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并指责那些不合作的人
10:27
The CEO of The Lego Group,
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乐高集团的首席执行官
10:30
Jorgen Vig Knudstorp, has a great way to use it.
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乔根·魏·诺斯托(Jorgen Vig Knudstorp)
就有不错的应用方法
10:32
He says, blame is not for failure,
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他说,被指责的不应是失败
10:35
it is for failing to help or ask for help.
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应该是不寻求帮助
10:40
It changes everything.
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这改变了一切:
10:42
Suddenly it becomes in my
interest to be transparent
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突然间,将我的弱点和预测透明化
10:45
on my real weaknesses, my real forecast,
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变得对我有益
10:47
because I know I will not be blamed if I fail,
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因为如果失败了,我知道我不会受到责备
10:49
but if I fail to help or ask for help.
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但如果我不寻求帮助,我会被责备
10:53
When you do this, it has a lot of implications
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当你这样做时,对组织设计
10:56
on organizational design.
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有很大的意义
10:59
You stop drawing boxes, dotted lines, full lines;
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你停止画框框、 虚线、直线
11:01
you look at their interplay.
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你看着他们相互作用
11:02
It has a lot of implications on financial policies
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它对我们的财政政策有很大的意义
11:05
that we use.
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它对我们的财政政策有很大的意义
11:07
On human resource management practices.
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它影响到人力资源管理的实践
11:09
When you do that, you can manage complexity,
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当你这样做时,你可以管理复杂性
11:12
the new complexity of business,
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新的复杂型业务
11:13
without getting complicated.
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而不需要弄得复杂
11:16
You create more value with lower cost.
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你能够以较低成本创造更多价值
11:20
You simultaneously improve
performance and satisfaction at work
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同时提高了工作表现和工作满意度
11:24
because you have removed the common root cause
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因为你已删除了
11:27
that hinders both.
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阻碍两种复杂性的根源
11:29
Complicatedness: This is your
battle, business leaders.
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这是你们这些商界领袖的战争
11:34
The real battle is not against competitors.
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真正的战斗不是对抗竞争对手
11:36
This is rubbish, very abstract.
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这是废话,非常的抽象
11:39
When do we meet competitors to fight them?
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我们什么时候和竞争对手见面,和他们打?
11:41
The real battle is against ourselves,
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真正的战斗是对抗我们自己
11:44
against our bureaucracy, our complicatedness.
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针对我们的官僚作风,我们的复杂性
11:48
Only you can fight, can do it.
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只有你才能打倒它们,只有你才能做到
11:51
Thank you.
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谢谢大家!
11:53
(Applause)
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(掌声)
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