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Where Is The Root Of The Phenomenon? Need Criticism And Self Criticism.

2012/12/4 14:25:00 24

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Power Tyrant Men'S Wear Status Quo Power Tyrant

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by online circulation, we saw "a href=" http://sjfzxm.com/news/index_f.asp "http://sjfzxm.com/news/index_f.asp". "Strong leader" /a "Group Chairman Hong Zhong Xin sent a letter to her staff in August 25, 2012. My first response is that if there are family members, friends and classmates in the strong fighter, we should quickly persuade them to leave. If family members, friends and classmates want to go to power bus, quickly advise them not to go.

why this reaction is because Hong Zhongxin discovered some of the problems listed in the "strong fighter", but did not know where the root cause was. It was urgent not to go to the doctor randomly, but to make a lot of trouble.

in the letter, Hong Zhongxin enumerated some intolerable phenomena existing in the power company. For example, most of the people who care about the enterprise welfare and working environment are interested in a fruit, a bottle of yogurt and a shuttle bus, but few people are concerned about their performance.

I have no doubt about the pain Hong Zhongxin has suffered over the past year, nor do I suspect that what he said is true.

what I want to say is that the internal friction and unreasonable phenomena of these enterprises, which are listed by Hong Zhongxin href= "http://sjfzxm.com/pioneer/" and "strong tyrant men's wear chairman" /a < A, are also true in many enterprises.

For an enterprise and a manager, there is a problem. The most important thing is not to enumerate the end and result in complaining, but to find the source and reason actively so as to solve the problem.

, then, how can we find out the causes of these problems?

although Hong Zhongxin said most of the employees were infected with unhealthy styles, I always believed that when most employees came to power, they came back with a dream of doing a lot of work. Even if the dream was low, they would earn more money, buy a hearing aid for their old mother or buy a schoolbag for their schoolmate.

however, with the increasing number of years in the era of strong fighter, why are their enthusiasm and dreams gradually extinguished? Why do so many people become a "tumor" on the Internet and drowsy? Are they changing the power of the powerful, or have they changed their system, culture, incentive mechanism and so on? Is it a problem that turns the "hot carbon" of a dream into a "ice water" that just wants to muddle along?

Hong Zhongxin also sighed "the lights of the world's top five hundred are brightly lit every night".

But have you ever thought about it? If there is no good incentive mechanism and culture, do the top five hundred employees be robots who do not rest or do housework? There are also many enterprises in the world top five hundred in China, and there must be employees going to the top five hundred.

P, why do people go there like a person who has changed from "ice water" to "hot charcoal"? Have these thoughts been thought by Hong Zhong?

"P > another dimension worth thinking is that these phenomena also show that the real power does not solve the problem of" entanglement ", such as" shuttle bus, overtime pay, living environment ".

For these questions, should Hong Zhongxin think about it?

first, are these issues important? For management and "meat eaters", these problems may be trivial and unimportant. Employees who care about these problems are not very ambitious and motivated. They are not just qualified employees, but the most important thing is to realize their strategic vision.

, but don't forget, for the majority of those who are silent, the grass roots of Maslow's theory of hierarchy, bread and buses are their "big things", because after work, the wife waits for her husband to pick up the children, the children wait for her mother to cook, and the old mother is in the hospital waiting for the children to carry the urine.

but for Hong Zhongxin and the management with high salaries, their children have nannies after school. Their wives or children are rainy in the dark. They need not worry about the lack of pportation. They do not have to worry about yogurt, overtime and save money and mortgage loans every month.

> just like Jin Hui Di did not understand the famine, people had no food to eat and why they did not eat meat. If they were not rich in the two generation, they had forgotten all the poverty in their initial business, and thought that every employee had already lived a well-off life. Just like them, work was just a spiritual need, because they also stuck to the idea that "soldiers who do not want to be marshals are not good soldiers". They do not allow most people to have the right to choose "ordinary life".

"P > second", as a business side, the company is not able to solve the logistics problems of the employees, so that the employees have worries behind them. It has failed to solve the incentive mechanism to make employees lose enthusiasm. It has not solved the problem of cultural landing, so that the vision of the enterprise has become the slogan of the wall, and so on. However, it requires employees to work as hard as the "world top five hundred". Who feels that "no reward, only contribution" is reasonable. Who feels fair? Who thinks the reason is only on the side of the enterprise?

Third, why do not these problems be solved? Is it not good for people to use them? Is there a bottleneck in the system? What kind of hints will be given to employees? If no one cares about them, can they not help themselves? It is precisely under this vicious cycle that they create the situation of overpower today.

However, attention must be paid to the fact that we must never forget that the only way to reinventing the mind is to do so.

There is another point that can not be ignored. In the letter, Hong Zhongxin said that some employees face problems and always blame other departments and colleagues. "Rarely discuss how to improve their work and rationalize proposals," P said.

According to Hong Zhongxin's logic, is he also accusing some of his employees' bad habits without probing into the reasons for these problems? He did not mention how to motivate employees to rationalize their proposals from the current bad habits, but to prepare for purging and prepare to take "not to agree with the values of P" as the banner, and to kill people with "sharp difference" and "no alternative".

, but before you "leave it unpolitely, do you have a reflection?" is your "values" a mere scrap of paper? Is your "road" in line with the times? Drucker and other countless management gurus and modern management concepts agree that "management is a matter of management."

the source of management is the manager on the spire. If there is no empress dowager Ci Xi, then these problems are the problems of Hong Zhongxin because of their management problems.

In the face of these management problems, can Hong Zhongxin not blame others like employees, but begin to reflect on his own problems?

"criticism and self-criticism" is a magic weapon for the success of the ruling party of China. If Hong Zhongxin can suffer from famine and other problems like Huang Di in ancient times, we should first review ourselves, instead of being "like a king of subjugation", like Chong Zhen Huang Di. "Chen is a minister of subjugation". How much information can be pferred to subordinates and others, and how much information is sent to employees and society. We will see hope instead of seeing helplessness and disappointment like now.

if the problem is solved, I believe that the employees of the company will regains the enthusiasm and vigor of that year. Even if everyone can not become Yao and Shun, they can not become Lei Feng.

The concept of < a href= > http://sjfzxm.com//business/ > > Management > /a > is constantly being humanized with the progress of the society, and the enterprise culture and values are only more humane spirit, so that we can advance with the times and not be eliminated by the times. Therefore, today's management can no longer be simple -- I give you money, and you work well!