Talent, Shining In The Fight

　 (1)

This year's National Day movie is strong, and the box office of the whole country has gained 280000000, a record. And the new film. Di Renjie's empire of heaven It took half of that share away. The new "Di Ren Jie" in the film completely subverted his historical image and his former literary and artistic image.

In history, though Di Renjie has twice been wronged, he has not been sentenced to prison and has been tried only. Di Renjie has been the prime minister from the state governor Fu Cao, who has been trusted by Gao Zong and Wu Zetian. Whether it is Gao Luopei's Western version of Dee case or Di Renjie's film and television, Di Renjie is a court official who holds the right of weight, with the emperor's trust and the subordinate subordinates. He only takes full advantage of his ingenuity to handle cases.

However, in the movie, di Ren Jie can be seen as a battle between the two sides. Boss Wu Zetian is his political opponent, he does not have his own team, around two colleagues, one is Wu Zetian sent to watch Jing Er, and the other is the case of rival Pei Donglai. Only one bird that could "decide" was burnt to death.

Therefore, the audience should not only see who did it, but also see how they played the internal game. In the process of solving the case, the contradiction between Di Renjie and Wu Zetian and Jing Er has been intensifying several times. Some plots even imply that Wu Zetian is calling the thief to catch a thief. However, at the end of the case, we saw this temporary team moving towards unity. Of course, the cost of life is also paid.

On the opposite side of Di Renjie, Tang imperial clan Li Xiao repeatedly showed Di Renjie in public, trying to disintegrate. The final outcome is decided by the two teams in the movie who are more united.

This plot setting is obviously more complicated than letting Di Ren Jie simply handle the case, which means lifting the audience's heart with two lines. And in the shadow of the film, the film also gives us a lot of inspiration. The most important thing is how we can be filled with one thing. Internal contradictions Of team Work inside? {page_break}

　 (two)

"Chinese love to fight!"

This is what the family likes to say at the moment, as if this is just some bad quality of Chinese talent. However, China has a population of one billion and three hundred million, which is equal to the total population of all developed countries in Europe, America, Japan, Canada and Australia. In terms of territory, China has nine million and six hundred thousand square kilometers, which is equivalent to the whole of Europe. There are dozens of countries on that land. Such a comparison, Chinese people are not very united?

In fact, there is an internal struggle in a team. Conflicts within organizations have always been the focus of management psychologists and have had different understanding. Before the 40s of the last century, management psychologists, like the general public, regarded conflict in all organizations as a bad factor. They believed that it would distrust the members of the organization, distort information transmission and reduce efficiency. In short, avoidance can be avoided.

From 40s to 70s, management psychologists began to look at conflicts within the organization from the perspective of interpersonal relationship. Conflict should be objectified and accepted with a common mind. Instead of giving negative moral evaluations at every turn.

Since 70s, the interactive perspective has dominated the study of intra organizational conflict. This theory holds that teams lacking internal conflicts will become static, conservative and lose the power of innovation. Organizational leaders can not only eliminate all conflicts, but also cause internal competition to maintain team activities.

Among them, the most typical research is the convection rate. Turnover is the ratio of the total number of personnel flows within the organization to the total number of employees. Researchers who study mobility suggest that the average employee has a turnover of 25 - 60% per year, and that the annual flow of 10 - 30% of the management is acceptable. Low mobility, lack of mutual members Benign competition Lack of metabolism and low morale. This has become a management basis for breaking the iron rice bowl system.

After such a one hundred and eighty degree change, management psychology further put forward the concept of "benign conflict", including "business differences" and "performance comparison", which all contribute to improving the efficiency of the organization as a whole. In the "empire of heaven", the conflict between Pei Donglai and Di Renjie is a typical benign conflict. The competition power stimulated Pei Dong to pour out all his strength to find the murderer, and even to find the truth first than di Ren Jie.

On the contrary, management psychology defines "vicious conflict", including the conflict between informal groups within the organization, that is, the conflict caused by so-called "Gang of clique", and the conflict between organizations competing for resources. The conflict between film directors and Di Renjie's team is almost always a benign conflict. They often work together in a crisis like "going deep into ghost market". Conflicts within these teams are intense but not intense. {page_break}

　　 (three)

They are all conflicts of interest, and the types of conflicts are different. In 1976, Thomas, a management scientist, put forward the two dimension model of conflict. One dimension is "how much you are prepared to meet each other", and the other dimension is "how far are you going to satisfy yourself"? The two sides of the conflict formed five levels of relationship in these two dimensions.

The most serious is the competition relationship, and each side can satisfy itself to the maximum and restrain the other side. In the movie, the conflict between Wu Zetian and Di Renjie and Li Xiao - the Sha Tuo conspiracy team is the irreconcilable conflict. This conflict is not allowed in the organization, so long as we eat in a kitchen, the common interests are always greater than the contradictions.

Take the "Gome Huang Chen conflict" which is now being criticized by the media. The conflict between them can not be greater than the conflict between Gome and Suning appliances. However, people will take the conflict between organizations into consideration and exaggerate the intensity of internal conflicts. You did not see the end of the vote of the Gome board of directors. The two sides immediately issued a statement expressing their continued cooperation. This is not just a scene, but as long as the two sides do not divide up their businesses, the contradictions within the same enterprise will always be smaller than the competitive relationship between enterprises.

The second is avoidance. The two sides of the conflict temporarily put aside contradictions and jointly fight against the enemy. In the film, he began to form this relationship with Wu Zetian once again. Wu Zetian used Di Renjie from the general situation, and Di Renjie accepted Wu Zetian's rule temporarily from the angle of the world.

The third is compromise. The two sides give each other a step. In the film, with the deepening of the process of solving the case, four people in the team have made more and more compromises.

The fourth is to comply with one side and give up one's own interests to satisfy each other. In the film, Jing Er becomes a typical example of adaptation. She began to sacrifice her interests for Wu Zetian and later for Di Ren Jie. In reality, a victim is often the glue of a small team. Their personal sacrifices impose pressure on other people to give up part of their interests and seek compromise.

The fifth is integration, and both sides are willing to give up their own interests to satisfy each other. A high degree of integration is achieved among the members of the organization. At the end of the movie, Di Renjie and Wu Zetian finally formed an integrated relationship in distress. It is said that the film will still be sequel. I believe that in the sequel, they will eventually develop into the real relationship in history: Di Ren Jie became the first auxiliary of Wu Zetian and his "old man".

The movie "the Empire of heaven" narrates the process of solving a case, and describes the internal conflicts between several members in a small group. The film left us a lot of thinking, and most importantly, without solidifying interpersonal relationship, we should grasp the initiative to improve the relationship between colleagues. {page_break}

　 (four)

In the workplace, the most afraid of internal struggle is young people who have just entered society. They arrived at the beginning of the year and lacked resources and struggles in their organizations. Once the internal conflict occurs, it is often the victim who is at the mercy of the downwind. The reason why some young friends quit job is "too much trouble in the unit". I hope to apply for an institution like a paradise, but it will always backfire.

I am not advocating hard struggle, but I hope you can see it with a common heart. Confucians regard life goals as self cultivation, family planning, ruling the country and peace. Most successful people in history can effectively solve problems within their own teams, and they are even an important part of measuring individual abilities.

In dealing with internal conflicts in the workplace, first of all, we need to have a sense of common sense and realize that the elements of social interests are individuals. Therefore, it is unavoidable to organize internal disputes, do not dislike it or evade it. Internal combat will definitely bring mental stress. We need to turn pressure into power.

Second, always put business capability first. No matter what kind of fight, business people always have advantages. The division of labor in modern society is becoming more and more detailed, which means that thousands of essential oils are gradually not popular, and the importance of professional competence is increasing. With professional ability, it will remain invincible in the organization.

Thirdly, analyze conflicts from the perspective of team interests. Every time a conflict occurs within the organization, you should first find out which practices are better for the team. The two sides of the conflict will not be completely right or totally wrong. Whatever conflict, your choice of views and practices can bring greater benefits to the team, you have chips. The one or two time may not be conspicuous, but if you always stand on the right side, you will gain prestige throughout the team.

Finally, the informal groups in formal organizations are carefully treated, that is, small gangs maintained through personal feelings. People are close and distant, unable to treat anyone in a distance. But when the formal organization is fighting, try to avoid making decisions from informal teams. If you are ganging up, you will have to support the faction's decision in any case. However, these decisions will not always be in your favor. At this time, gang relations will become your burden.

A person who has no help in the organization but has excellent professional skills, such as Di Renjie in the Empire of heaven, will eventually become the target of all parties.

No conflict, no problem, no problem, no solution to them, and thus no progress of human society. Real talents must learn to cope with internal conflicts, to benefit from conflicts, and to grow in conflict.