Lack Of Corporate Culture In A Dream Of Red Mansions

The decline of an organization is first and foremost.

A dream of Red Mansions involves 732 people with name appellation.

Sadly, "a dream of Red Mansions" is a disgrace.

Although there is an extravagant environment in the dream of Red Mansions, the beautiful scenery of royal gardens is not low, but the two houses of Rong Ning are full of pessimistic and pessimistic complex from top to bottom.

In the dream of Red Mansions, there are two ways to commit suicide and to become a monk.

Those who committed suicide were Zhang Jinge, garrison prince, Qin Keqing, rai Chu, Bao two daughter-in-law, Jin Chuaner, Yu Sanjie, Yu Er Jie, Si Qi, Pan Youan, Yuanyang and Shi Zi, a total of 12.

Another kind of abandonment of secular life is made up of 10 people: Jia Jing, Jia Baoyu, Zhen Shiyin, Liu Xianglian, Miao Yu, Xi Chun, purple cuckoo, Fang Guan, lotus official and Rui Guan.

The ratio of the 22 people to the dream of Red Mansions is up to 3%.. The highest suicide rate in Korea is only 2.15%..

As a big family

But in essence, as a large family enterprise, Jia's corporate culture has congenital genetic defects.

It is mainly manifested in suppressing employee personality, ignoring employees' emotional appeal, paternalistic management, and strict hierarchy, even girls.

The first class is a room girl, who marries the hostess to the man's home.

Like ping Er, when Feng married to Jia Jia, she was brought along as a dowry. The two girls waited for the master to "take care of their necklaces," such as Qingwen and Zi Juan.

When bosses and employees, superiors and subordinates form a hierarchical, insensitive and inhumane management atmosphere.

It is inevitable for a ruler to regard his minister as a straw.

Promotion and salary increase are the future dreams of every employee.

However, in such a business as Jia family, though earning a lot, it is not pleasant to work. The only way out is to become a little girl.

In fact, some large enterprises now, to some extent, are also like another Jia family, with tens of thousands of employees and hundreds of departments.

An ordinary employee enters the enterprise from the apprenticeship and faces up to ten levels. An ordinary employee can be promoted to a line length in three or four years, and it may take ten years or even longer to upgrade to a class manager.

There is no hope of growth, depression, pain and no prospect. It becomes a true portrayal of the working atmosphere.

In this way, the so-called "enterprise spirit" of enterprises is the rules of the system, executive orders and fines. In such a state of corporate culture, it is not surprising that many employees are negative attitudes such as "drifting and life thin". N jump is inevitable.

In some factories, a long line may hit and kick the subordinates like Qingwen, or even eventually alienate them into a security factory.

If modern enterprises only know the wall on the system and ignore it, it will be difficult to create the warmth of an organization. Employees' recognition of the value of the enterprise will be eliminated from the intangible, and initiative, enthusiasm and creativity can never be mentioned.

The lack of good corporate culture led to the "great popularity, nearly 100 years" of the family of Jia, who had fallen over the Hale building during the past few years.

Similarly, with the rapid development of China's economy over the past thirty years, many enterprises in China have made great achievements and have attracted worldwide attention.

However, behind the brilliance, many Chinese enterprises are always trapped in a big business trap like "Jia Ming".

Taking copper as a mirror, you can dress positively.

Taking history as a mirror, we can know the rise and fall.

As a mirror, we can gain gains and losses.

Our enterprise, as a mirror of the big corporate culture failure revealed by the dream of Red Mansions, emphasizes people oriented, emphasizes emotional management, mould enterprise culture, carry out democratic management, pay attention to talent training, and develop talent resources.

With a good corporate culture, employees' sense of identity, sense of belonging and cohesion can be stimulated.