第一篇：領導力采訪作業(yè)(英文版)

MGMT 680 September 17, 2017

Leadership Interview Analysis

In this interview on leadership, the interviewee I selected is one of my friends, his name is Zhao Renjie.Zhao has worked in the financial industry for 7 years and is currently the general manager of a business department at a securities company.In the fourth years of Zhao's work, he was sent to Guizhou Province by the head office to set up a new business department.At present, under Zhao?s guidance, the business department has been operating steadily for three years, and its performance has been steadily developing.Therefore, Zhao has a wealth of professional knowledge and management experience in this field and deserves to be shared with others.With the knowledge of leadership, I will focus on the three dimensions of ?leadership and followership communication styles? to analyze Zhao's leadership, and then, draw relevant conclusions.These dimensions are: 1.Authoritarian, Democratic, and Laissez-Faire Leadership;2.Task and Interpersonal Leadership;3.Traits, Situational, Functional Leadership.“You can't imagine how difficult it is to start a new business department alone!” This sentence is zhao?s opening remarks.Our interview began with his memories of setting up a new business department.Zhao had not been to Guizhou Province before he received the appointment of the head office.When he came to Guizhou with the task of setting up a new sales office, his first thought was not to recruit new employees, but spent a week talking with his team about how to carry out this work.“Only by listening to all useful opinions can we make a good start，even though we have a tight schedule.” Obviously, Zhao does not mind spending more time as a democratic leader in order to gain the rewards of democracy — more support and cohesiveness.Democratic communication also runs through the day-to-day operations of the sales department.Zhao insists on having two regular meetings a week, Monday and Friday(the head office only requires the general managers to hold a regular meeting once a week in their business department on Monday)and he encouraged everyone to speak out at the meeting.As mentioned in the textbook，researchers have found that democratic leadership is often most effective.It?s associated with increased follower productivity, satisfaction, and involvement.Indeed, it is not uncommon for employees to present constructive suggestions at the regular meetings every week，and his subordinates would invite him into the WeChat Group to discuss some work.But, democratic techniques are time consuming.Thus, after Democratic discussions, overtime often follows.Simply, in China, overtime is no big deal.When we analyze Zhao's leadership behavior from the perspective of Task and Interpersonal Model, the Blake and McCanse’s Leadership Grid is worthy of reference.According to this theory, communication styles are divided into five categories, basis on the degree of task-orientation and interpersonal-orientation，namely，Impoverished Management, Authority Compliance, Middle-of-the-Road Management, Country Club Management and Team Management.According to interview, Zhao's leader communication style can easily be located into the style of Authority Compliance.This kind of leaders are highly concerned with completion of tasks but demonstrate little concern for interpersonal relationship.The leader believes that efficiency can be achieved only through appropriate work arrangements and the elimination of poor staff.Such a style can increase the output of company in short time but due to the strict policies, high labor turnover is inevitable.In order to achieve the goals of department, Zhao introduced the KPI(Key Performance Indicator)to evaluate the performance of employees.He has also set up some rewards and punishments policies to drive the sector forward.According to these policies, for instance, if an employee's performance has been below the KPI standard for two months consecutively, he is likely to be fired.In this way, the sales department's performance improved steadily at the beginning of the establishment, but it also paid the cost of employee turnover.Nowadays, outside of work, Zhao will organize staff to carry out outdoor collective activities one to two times per month, such as climbing, Cara OK, and sports, to release work pressure and improve interpersonal relationship.He admitted that he is trying to turn into an intelligent leader with Team management communication style.Zhao is an introvert and a studious person（As his good friend, I know that clearly.）From the view of Traits and situational approaches to Leadership（Path-Goal theory）, he is unlikely to be a passionate leader or a supportive leader.But his character helps him acquire higher problem-solving skills，expertise and tacit knowledge and to be a achievement-oriented leader or a directive leader.Contemporary research into leader traits has focused primarily on five categories, and ?problem-solving skills? is one of them.According the research, leaders who are better at identify and solving problems are more likely to advance their careers.Experience with problem solving builds tacit knowledge, or understanding how to succeed in a particular environment.However, investigators note that to benefit from experience, leaders must have the ability to draw lessons from that experience.Zhao told me that he always had his moment of quiet introspection.That means he will also consciously think about how to acquire knowledge from experience.In Path-Goal theory, two situational variables are most influential in the selection of an appropriate leadership communication style: the nature of followers and the nature of the task.Diligent in thinking, also let Zhao make strategic adjustments according to the situational change.That's one of the reasons why he decided to conduct skills training and outdoor activities every month according to the employees needs.From a functional point of view, the high esteem for democracy, the personality of studious, and the experience of building a department，all of these make Zhao play two leading roles in his department: an opinion seeker and a standard setter.In task-related roles, an opinion seeker solicits ideas asks questions information provided by others, and asks assessments of procedure.In group-building and maintenance roles, a standard setter applies standards to the evaluation of the group process.This explains why Zhao insisted on holding two regular meetings weekly and asked employees for advices on making company policy.In 1974, after analyzing 163traits studies publish between 1949 and 1970, Ralph Stogdill concluded that both personal traits and situational factors influenced leadership.Reviewing the Blake and McCanse’s Leadership Grid theory, leaders generally adopt one leadership style, which they use in most situations.This is called a dominant style.A second orientation from the model may be used as a backup style.A smart leader will “switch” between these two styles depending on the situation.So, if you have the chance to take part in Zhao's regular meeting, you'll sometimes see, after serious discussion about work, Zhao will also asks his staffs for advice about the plan of weekend trips or barbecue.

第二篇：英文采訪稿

英文采訪稿

An Interview with Donna

Q(Question): How do you manage your time to prepare the three totally different subjects? I mean oral English, management English, and the optional course.A(Answer)：Take the management course for example, since I have taught management for many years, I have a lot of past experience.Although this year getting a different book to teach, I did much preparation, and I'd like to see my students learn better.Q: Why did you set up the course as extra work, without pay?

A: I have traveled in different countries for many years, so I knew how difficult it is for one to learn a second language.I want my students to smoothly pass the exams.If my students succeed, I feel successful too.So I open extra courses to help them to get a better understanding of me, and learn more knowledge.Q: Who are the main participants in your class? How do they respond to your class?

A: Students on the entire campus are welcomed to come to my extra classes, and almost all the management major students attend my extra course.Because they like, they all come here voluntarily.Q: As we know, students' English levels are quite different, how do you adjust your teaching methods to guarantee most of them to make progress?

A: I have to set my level at a middle role to teach students in my class.Besides, I use PowerPoint and rephrase a word in different ways to make them fully understand.Q: As you know our university gains a good reputation on implementing bilingual teaching and has made great achievements.What's your view about this? And what else do you think we can do to make a better development? A: Many teachers meet students outside classes to help them.Take me for example, I ask my students to speak English 5 minutes everyday, and then write down to me whoever they talk to.I hope this way could improve their English.It is a problem in English corner that there are more students with fewer teachers.So there are no enough chances for every student to talk…..Q: Our school is going to receive the Teaching Evaluation, and we attach great importance to it;it's said to be a critical turning point for our university, and what's your attitude towards this?

A: We have received letters from the English Department.Most have been doing what have been told.Such as bringing the lesson plans to the class, working out outlines of the subjects and etc.Because our teachers are always responsible for their work and spare no efforts to help our students improve their English and study, so we are positive toward it.Personally, I'm not so worried and anxious about that.Q: As we know, English speech contest is approaching again, and it does facilitate our students to improve English quite a lot, could you give some suggestions to our contestants?

A：Yes, of course.First, they shouldn't memorize the passage.It is a performance, an active communication.You should add your feelings to it.Secondly, you should use eye contact, which acquires practice.So choose a subject earlier and make a full preparation.“If my students succeed, I succeed.” Donna has really done much to help her students learn English even better and build up their confidence, passions, courage and love for English learning.Besides, she positively encourages her students to make a good management or command of themselves so as to achieve a better success in the future.Here, we would like to extend our heartfelt thanks to our hard-working teachers on the campus, both Chinese and foreign, nothing could be possible without their consistent contribution or devotion.

第三篇：英文采訪稿

Interviewer: We have already prepared the rose tea.Have a taste, please? We hope you will like it.Today we invite you here to ask you about your life and study in Inner Mongolia University of Technology.Now let’s talk about your life first.Can you communicate with others except your classmates frequently in Chinese? Informant: I can use daily expression to communicate with others.Interviewer: Really? How many years have you learned Chinese? Informant: About one year.Interviewer: Are you familiar with Huhot? Informant: Not too much.But I know some shopping malls, such like Hailiang Square and Wanda Plaza and some famous universities in Huhot.Interviewer: Which place do you like best to go shopping? Informant: Wanda Mall.Interviewer: Then what do you usually do after class in our school campus? Informant: I usually walking nearby or go to the library to learn.Interviewer: What do you think about your accommodation? Informant: I’m not satisfied with it very much.The room is little cold and it doesn’t supply the hot water all day.Interviewer: How many roommates do you have? Informant: There are two roommates.Interviewer: We heard that there has private washing room and kitchen in your room.Is that true? Informant: Each room has a private washing room.The whole dormitory building has two kitchens.Interviewer: Do you often cook by yourself?

Informant: Yes.We cook three meals every day by ourselves.Interviewer: Now you have been in China for many years.Haven’t you used to eat the canteen food? Informant: The canteen food usually doesn’t suit me.But some of us have been used to eat it.Interviewer: What do you like most in your country? Informant: Kinds of meat, milk tea, some fruits and vegetables.Interviewer: Will you stay slim by controlling diet?

Informant: I often do exercises to keep slim because I don’t need to control my diet.But some girls in my country often keep thin by eating less.Interviewer: Ok.Besides your life let’s talk about your study here.What’s your major? Informant: Master of Business Administration.Interviewer: Who is your tutor? Informant: Miss Hao Xiaoyan.Interviewer: Which language do your teachers use in your class? Informant: Teachers give us lessons in Chinese.Interviewer: Can you get it? Informant: It’s a little difficult.But I try my best to adapt it.Interviewer: Which program did you learn during your college life? Informant: Business Management.Interviewer: What’s the difference between the schools in China and Mongolia? Informant: The education system has a little difference.We spend four years in primary school, five years in middle school, and two years in high school.Interviewer: How do you get the application to learn in China? Informant: First, we should submit an application to the Chinese Embassy.Then, we should pass the essential exams.Finally, we must have a face-to-face talk.Interviewer: What’s your impression about China? Informant: Pretty good.The Chinese are warm-heart and always kind to foreigners.I like make friends with you.Interviewer: Oh, we also like to make friends with you, too.Thank you for your corporation.

第四篇：【DOC】領導力作業(yè)

《領導力》作業(yè)

姓名：曾欽猷 學號：1000507053年級：2010（廈門班）專業(yè)：MBA

《領導力》學習體會

沒讀MBA之前，我已工作十二年，工作也經(jīng)歷了從機械鉗工、技術(shù)員、工程師、業(yè)務員、業(yè)務主管直到現(xiàn)在的業(yè)務經(jīng)理，每一次的工作變動都帶來職位的升遷，當然也包括薪水待遇的提高。因為一直以來都是和機械行業(yè)打交道，不管之前的技術(shù)工作，還是現(xiàn)在的的銷售工作，都屬機械行業(yè)。所以我把這種升遷歸功于自已的專業(yè)背景，的確自已一步一個腳印的前進走的都是技術(shù)領導之路，國內(nèi)外許多知名企業(yè)的高管似乎也有相同背景，如聯(lián)想的柳傳志，阿里巴巴的馬云等，包括政府各級職能部門的領導者，大部分走的確也是技術(shù)升遷之路。但是，今天，當我站在這個高度向左向右、向上觀察的時候，發(fā)現(xiàn)和自已站在同一水平線的是比我年輕許多的新生代，而自已的多許同代人已擔當起了更重要的領導角色。鑒于此，也考慮到自已的從業(yè)或創(chuàng)業(yè)需要，感覺到自已需要全面的提升，管理的提升，領導力的提升。

楊正平老師講《管理領導力》這堂課之前，我零零散散看過一些關于領導力的文章及書籍，當時感覺里面對領導力的定義及描述是非常抽象的，深奧的，是我所體會和理解不了的，約翰.馬克斯韋爾在其《領導人21品質(zhì)》中如此描述領導力:“職位不能叫一個人發(fā)揮領導力，反而是一個領導人能使職位發(fā)揮作用”;“領袖先找到目標，然后才找到一群追隨者;而一般人都是先找到了領袖，然后才認同領袖的目標”;“惟有那些能引發(fā)他人動力的領袖才能創(chuàng)造出動能”；再如波恩斯對領導的定義是“領袖勸導追隨者為某些目標而奮斗，而這些目標體現(xiàn)了領袖及其追隨者的共同的價值觀和動機、愿望和需求、抱負和理想”。這些理論的描述在我這個普通而又平凡的小人物人看來:領導力距離自己非常遙遠的，真正實踐領導力的人也必須是歷史偉人或者當今的政界要員，最不濟的也要是公司CEO或企業(yè)高管，領導力與我無關。當真正在楊正平老師的帶領下非常生動形象而又充滿人文情懷的對領導力進行了兩天的學習之后，我發(fā)現(xiàn)自己之前的理解是非常片面的：領導力與每個人有關，每個人每時每刻都可以在個人的生活與工作中發(fā)揮自己的正向的或者負面的影響，這種簡單的可以引導或影響改變他人行動行為的能力就可以叫做領導力。而無論你是公司的普通員工，還是小小組織中的管理者，無論你所處的組織大與小，你都有機會用你的人格魅力影響他人使之達到共同的目的，這就是普通人可以展示的領導力。聯(lián)想到自己目前的具體工作，其實無時無刻不也和個人影響力即領導力相關。SKF的7年工作時間一直在負責區(qū)域產(chǎn)品經(jīng)理的職位，直屬市場部管理，主要工作內(nèi)容是和區(qū)域的銷售人員以及技術(shù)人員工溝通。更多的職責描述是把SKF中國銷售公司在中國的傳動產(chǎn)品推廣策略結(jié)合廈漳泉及龍巖莆田區(qū)域市場的特點和競爭環(huán)境，制定具有區(qū)域特色的推廣策略和更符合區(qū)域特點的推廣方式。在整個工作的環(huán)節(jié)中，溝通是工作中最重要的一項內(nèi)容：產(chǎn)品策略的上傳下達，各項總部項目在區(qū)域的執(zhí)行管理，和銷售的全方位的溝通協(xié)作，內(nèi)部銷售的培訓，外部客戶區(qū)域技術(shù)人員的策略溝通，關系維護，等等。所以在工作中個人的溝通能力、影響力，也就是領導力和工作結(jié)果好壞直接相關。比如工作中的主要內(nèi)容，就是根據(jù)區(qū)域的銷售實際數(shù)據(jù)分析的基礎上，結(jié)合公司的整體推廣策略，制定區(qū)域推廣方向，然后與區(qū)域的銷售經(jīng)理溝通，希望他們能在工作中按這個方向執(zhí)行，以期得到更好的銷售業(yè)績。假如在交流分析結(jié)果的時候，不站在銷售的角度考慮問題，直接把結(jié)果仍給他們，銷售同事接受起來就很難，也肯定不會有好的執(zhí)行。之前我自己做事情的風格是風風火火，更多是在信息傳遞的時候直接簡單，全部的信息不加篩選的扔給銷售。所以工作初期因為彼此不了解，自己也不注意溝通方式和做事風格等原因，雖然自己認為做了非常有價值的事情，但在銷售同事層面的接受程度上非常不好，導致彼此合作摩擦還是比較多。但隨著工作時間的延長，對個人問題的認識，心理上的不斷成熟，我開始用一種開放的心態(tài)和不斷學習的精神去面對銷售，用同理心，良好的溝通以及高度誠實、正直與值得信賴的態(tài)度面對各種問題和挑戰(zhàn)，在此過程中我逐漸發(fā)現(xiàn)溝通的暢通性大大加強，信息的有效性傳遞，工作效率也大大提高，自己也感覺個人的價值在工作中得到了很好的體現(xiàn)，銷售同事也體會到區(qū)域產(chǎn)品經(jīng)理工作帶給他們的價值和切實的幫助，所以彼此的合作進入良性循環(huán)，工作中的配合也如魚得水，自己也越來越敞開心扉，用放松的心態(tài)更好的在工作中學習，然后提供更多的高價值的支持到銷售工作。整個過程中個人無意識這就是所謂的領導力，簡單的認為是工作經(jīng)驗的積累，現(xiàn)在反思過來過程中是個人影響力的培養(yǎng)和提高，用自己的影響，引導并改變了銷售的配合溝通的行為，這就是個人的領導了，所以普通人和領導力相關。不管目前我們身處的位置如何，職位的高還是低，組織大還是小，領導力關鍵因素中的許多品格都會對我們工作的提高、人際關系的處理有很大的幫助。領導力可以影響他人做他原本可能不會做的事情。任何人身上都具備領導力的很多因素，不要認為領導力與普通人無關，只要你成功地影響了他人的行為，你就是在使用領導力。另外，通過“領導力”課程的學習，自己感受到的重要的另外一點：針對帶領團隊的領導而言，領導力基本上取決

于領導個人的專業(yè)才能或者個人魅力，絕對不是單純地依賴職位的高低，權(quán)力的大小。要想獲得支持與配合，就必須具有領導能力。所以領導能力是成功者的必要條件。有些人自以為有了官帽就是領導了，其實如果沒有追隨者一切都是空中樓閣。正如杰克.威爾奇在他的自傳中所描述的：在你成功之前，你的成功取決于你個人是否成功，當你成功之后，你的成功就取決于他人的成功。個人的領導力，是影響其中的關鍵因素。既然領導力如此重要，那么如何培養(yǎng)領導力呢？下面還是從我的個人工作談起。

今年年終評審中，同事給我的某一方面一個不算好的分數(shù)，那個項目是“為了達到目標，可以適時修正自己的態(tài)度與方法”，我只得了85分。雖然分數(shù)不算特別差，但我仍然對自己感到失望。因為在過去一年中，我可能在一百次與同事的接觸中，有高達十次曾讓同事受到壓抑或是委屈而不自知。其實，為了提醒自己免于過度主觀，我都會在每天進辦公室的時告誡自己，不要把自己的個性帶到辦公室，只有我能先忘掉自己的個性，才能空出我的主觀性，聽得進員工的聲音。顯然，我的火候還不夠！說到這邊，有人可能會為我抱屈，難道要做到百分之百依照員工的意見，才算是真正有雅量嗎？那不等同于毫無主見了嗎？其實我自曝其短的目的有兩個，第一，是想讓管理經(jīng)驗還不是很豐富的同事們參考，在面對這樣一個他們將來必定會經(jīng)歷的管理關卡時，要如何處理自己的情緒與價值觀。第二，是要提醒包括自已在內(nèi)的上班族，要學習如何被管理?？媳活I導的人，才有領導人的雅量。管理課有則故事說，一個捕鳥人，用一張大網(wǎng)，撲向一群低飛的鳥群，一大群鳥被網(wǎng)住后，連同網(wǎng)一起掉在地上，在那群被捕的鳥群中，有一只比較大的鳥，掉到地上后立刻想振翅飛逃，但是卻不見捕鳥的人有收網(wǎng)的動作。路人都替

捕鳥人著急，說鳥都快飛走了，怎么不收網(wǎng)？捕鳥人說“不急”。結(jié)果，那只大鳥真的連同網(wǎng)飛了起來，那些小鳥也依勢在大鳥的下方跟著飛起來。旁觀者又急著說“你怎么不趕快把它們拉下來？”捕鳥人仍然不慌不忙地說：“不用擔心！現(xiàn)在已經(jīng)是黃昏了，這些鳥到了傍晚，就會想要各自回巢，因為它們的方向不一樣，所以就飛不高、飛不遠?！惫?，當鳥飛了一段距離之后，那張網(wǎng)最后還是掉在地上，因為大家都飛往不同的方向，而捕鳥人也輕而易舉地捉回那些鳥！同樣，如果員工都只知道堅持自己的個性，就像那些小鳥只知道自己所要的，那么，辦公室內(nèi)必定是沖突不斷，而這種堅持自己才是對的。而只知道自己要什么的行為模式，正好就是造成我們每天上班痛苦不堪，抑郁不樂，隨時想逃離辦公室的主因。因為你心中只想讓自己快樂，而讓自己快樂的途徑，就是大家都照你的意思做，當大家都是這樣的想法時，每一個人所爭取到的就是失望了！雅量其實是有尊嚴的人才辦得到的，雅量也是一種違反人性的行為，因為尊嚴的本質(zhì)居然是無我，而不是唯我獨尊，要有雅量就要先讓出自我！所以，不論是主管或員工，所需要的修煉是成為別人的幕后英雄，當你不需要幕前的掌聲，卻可以甘愿協(xié)助同事成功，你才是那個真正付得出智慧的人。以下兩種自然現(xiàn)象用來和大家共勉：第一種，是候鳥遷徙，候鳥在數(shù)千公里的遷徙過程中沒東西吃，卻要飛到遙遠的地方，其憑的不是天生的耐力，而是只是它們乘著風在飛翔，風讓它們無需浪費體力。我們能看到候鳥能飛那么遠，卻看不到風這位幕后功臣。第二種是海浪，如果大海無浪，就像一攤死水，就像如果沒有風也不會有美麗的浪花，只是我們沒感到幕后功臣的存在。所以，在職場上，要有風的雅量，才能讓人客觀，才能培養(yǎng)良好的領導力。

在當今社會某個人在單位可以突然當管理高層，但領導力則不是一夜養(yǎng)成，也不是因為因為某種管理職位而繼承來的。思列塔說：“領導力的提高，是靠一生不斷地確立目標，不斷地實現(xiàn)目標而達到的。有效率的管理者努力把這個過程的技巧灌輸?shù)矫總€團隊成員的心中。領導力的提升，是團隊追求既定目標的過程?！辈徽摴芾碚邆€人還是公司，我們的目標必須是有價值的，但很多人追求理想化、不切實際的目標，把時間花在做些無關緊要的事上，從而失去了成為高效率管理者的機會。管理者的目標對個人及團隊必須是有意義的。而且要能與個人及成員的價值、標準、需求配合。這樣的目標就能照顧到管理者個人及組織的需要?！耙阅繕嗽O定為基礎，要首先澄清思路。設定目標，要把注意力放到重要的事情上，是目標導向。工作是任務導向，當這些條件都符合了，你會發(fā)現(xiàn)你及你團隊成員對實現(xiàn)某個目標有濃厚的興趣，也會全身心投入”思列塔認為。那么如何找到目標呢？一是具體化的思考。作為管理者，必須和團隊成員一起制定組織計劃，再找到組織目標的順序，此順序必須根據(jù)企業(yè)的價值體系排列。二是擬定書面的執(zhí)行計劃。書面計劃有利于團隊找出不同目標與價值觀之間的予盾。同時，團隊成員定下了目標完成的日期，就會按既定時間行動，并保持一個積極上的態(tài)度，專注于手上的工作。三是創(chuàng)造熱情和渴望。只有所有成員都對實現(xiàn)個人和組織目標真誠渴望，才能產(chǎn)生實踐計劃的行動。四是高度自信和取勝的能力。而管理者學會信任團隊成員時，也就掌握了實現(xiàn)計劃的關鍵因素。而對團隊成員的信心是建立在分享知識及經(jīng)驗的基礎上，于管理者而言，能力是前提，但能發(fā)掘下屬的能力才是真正的能力。五是培養(yǎng)持之以恒的精神及責任感。培養(yǎng)持之以恒的精神，關鍵在于能對團隊及個人的成敗負責。

第五篇：采訪作業(yè)

大學生網(wǎng)絡上癮采訪特寫

王重月

黃雪盈是菏澤大學的一名大學生，個頭不高，落肩的頭發(fā)，圓圓的眼鏡下有一對會發(fā)光的眼睛，笑起來像新月。接受采訪時總是笑瞇瞇的，非常的可愛和有親和力。

調(diào)查顯示多數(shù)女生上網(wǎng)主要集中在網(wǎng)絡購物、看視頻等，而她則表示一般不追劇，除非有硬性需求，平時網(wǎng)上購物也極少，但也坦白自己是個名副其實的“網(wǎng)癮少女”。上網(wǎng)的主要時間都用來看小說，并且同時追了幾個網(wǎng)絡連載小說。所看小說的題材非常雜，都市、古裝、破案類都有，是她消磨時間的一種方式。打開手機，點開小說的APP，已經(jīng)成為下意識的動作，一但開始看小說，就很難放下手機，學習也一拖再拖，這也成為困擾她的一件事情。

山東大學的學生李彥，也有相似的困擾。在同專業(yè)的同學都在早起學習英語、準備考研、參加大賽的時候，他還在花費大量的時間到流行的網(wǎng)游中，每到賽季就天天在網(wǎng)吧熬夜，為此還錯過了幾節(jié)專業(yè)課。他說，他也很有學業(yè)上的緊迫感，不甘心當“咸魚”，卻總是做不到主動學習。他的游戲段位很高，能排到全服前三，當講到游戲的時候他的話就立馬多了起來，介紹了很多關于這個游戲的知識和趣事。他表明自己從小就是大家口中的“別人家的孩子”，父母、老師對自己的期望很高。上了大學以后，自己不再是班里前幾名，壓力很大，大一努力學習名次依舊很低，便開始放棄。后面接觸了游戲，在游戲里他能找回一些自信。

同樣是往游戲中投入大把時間的成都體育學院的學生陳展，打游戲的原因卻不同。作為體育生的陳展長得很高，身材健碩，是系籃球隊唯一的中鋒，然而除了上課、隊里的訓練和比賽，大部分的時間都留在寢室打游戲。沒有和同學一樣經(jīng)常去球場練球，社交活動也很少。他說，自己沒有什么認識的人，和朋友帶拓展的兼職太累，也不想去，所以選擇在每天在寢室開麥打游戲。他認為游戲中的好友比現(xiàn)實中的更容易相處，而且都有共同的話題就是同一款游戲。游戲中的好友有各種各樣的職業(yè)和經(jīng)歷，能聊到很多沒有涉獵過的領域話題，所以即便不出寢室也不會感到無聊?？勺约阂舶l(fā)現(xiàn)上網(wǎng)打游戲的時間愈來愈長，剛開始是熬夜，后來越熬越晚，現(xiàn)在經(jīng)常通宵，學業(yè)上耽誤了不少，身體素質(zhì)也不大如從前，比賽跑了半場就氣喘吁吁，精疲力盡。他知道這是網(wǎng)癮是不好的，可就是控制不了自己，也很難做出改變。

此外，還采訪了兩名女生，黑龍江外國語學院的的李子萱和四川音樂學院的夏琳。李子萱是個標準的追星女孩，劉海長發(fā)，很韓系的打扮。盯數(shù)據(jù)、打榜、看mv和物料、視頻剪輯和ins直播是每天必備的流程，這些線上的活動占據(jù)了她很大一部分時間。她說自己曾在偶像回歸的那段時間，每天只睡兩三個小時持續(xù)打榜，花費了她大量的精力。夏琳喜歡看短視頻，尤其是喜歡的明星綜藝影視的視頻剪輯，創(chuàng)意視頻等等，看著這些趣味視頻，聽抖音主快節(jié)奏的說話，時間就不知不覺的耗掉了。她說，毫不夸張的說如果沒有事兒，我早上睜眼睛就開始看短視頻，可以一直看到天黑。同時也很喜歡網(wǎng)上購物，買明星周邊，在購物APP上可以。兩個女生都經(jīng)?？磁c喜歡的明星有關事情，偶像、明星已經(jīng)成為她們生活中的一部分，可她們都表示自己沒有處理好關系，在很多人把偶像作為榜樣和動力的時候，自己卻做不到充實自己，她們也希望可以找到一個節(jié)點，去真正的把偶像力量轉(zhuǎn)化為自己的動力。

五人均表明從來沒有仔細考慮過這些問題，現(xiàn)在想來確實有些過于依賴和沉迷網(wǎng)絡，并打算重新思考和安排生活。

受疫情影響，本次采訪以線上視頻形式進行。采訪結(jié)束后，互相致以問候，為本次采訪畫上句號。