How To Improve Employee'S Master Spirit

Employees are a mirror of managers. If employees have a sense of ownership, first of all, whether managers have a sense of initiative or not.

The leading role of managers can not be ignored. Its leadership level and management style will greatly affect the organizational atmosphere, especially the staff's spirit of ownership.

At a high-level corporate human capital forum, Mr. Wu, a well-known private entrepreneur, complained that the "worker mentality" of the low and middle rank workers led to a sharp decline in the rate of return on investment in human capital.

His complaint has not yet ended. Someone has stood up and asked, "as long as the workers can work well, why should he emphasize who he works for?" the questions you raised reflect the mentality of your boss. Expectations of employees exceed their responsibilities. You can ask employees to have a sense of ownership, but do your business atmosphere give employees the feeling of their masters?

"Employees are social, not enterprises", "employees are the masters of Posts" rather than "the owners of enterprises". Employees invest in their human capital to acquire knowledge and skills and to earn their corresponding income.

The spirit of "master spirit" is also an important part of the organizational atmosphere. It is a belief and a practice. It requires us to experience, understand, prove and implement. It usually contains five levels of employee's "vocational skills, professional responsibilities, professional attitudes, professional ideals and professional ethics".

The level of vocational skills refers to the need for employees to master their positions.

And skills, in the work process to achieve the individual practice skills and job requirements of self-adaptive; professional responsibility is to achieve the goal of internal performance of the driving force, is a sense of mission; professional attitude is staff pairs.

In itself,

And other factors such as emotional reactions and behavioral tendencies; career ideals are more employees in the work process to continuously enhance the process of professional competitiveness; professional ethics is the ethical bottom line that drives employee practice behavior, commonly known as professional conscience.

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In an ideal laboratory, all kinds of smart and capable people should be gathered. They live in harmony and study together to discuss scientific problems.

If your lab is described like that, you are lucky enough.

Because most people are experimentation in narrow and crowded rooms, there is always one person who will challenge your patience, or that these so-called "difficult to get along" people, whose attitude and behavior are bad, will ruin your experiment and future.

You might as well look for it from your lab or department (of course you can look at the mirror!) to see if there are any of these types of people who may ruin your future or self-esteem.

Perhaps you usually turn the other side face to let people fight, but also at all costs to calm the storm.

If so, your strategy is not enough to deal with these "hard to get along" people so far.

In laboratories, it is unavoidable to avoid them sometimes and evading them will only make things worse.

They continue to go their own way, and you will only feel more and more uncomfortable, and finally become resentment.

It may be another option to give this question to your boss or someone else, but remember that not everyone is a competent manager.

For some bad behavior, the best way is to tell him in person how his behavior affects you.

For other types, there may be some more subtle and indirect ways to deal with them.

With those "research cows", you can easily be in a defensive position, thinking, "why does he get all the attention?" even though, in this case, the best response is not to respond.

Because confrontation can lead to escalation, and you will only become a powerful enemy.

When you are alone with your boss, don't express your dissatisfaction with the arrogance of the cattle people. Criticism will make you look like sour grapes.

Second, concentrate on great work.

When you submit your own excellent papers, peer reviews do not know or care about the arrogance of "research cows".

Only work and papers can be recognized in the final stage, so make sure your work is top notch.

As for the "stealth bomber", you can say: "I noticed that you were habitually asking questions in my group at the meeting.

I know that this will make the discussion richer, but I feel that it would be better if I raised these questions myself.

The advantage of this method is that by explaining why an act makes you feel uneasy, let him know that what you do is not right.

In a direct and ingenious way, the stealth bomber can make a face and let him see your own point of view.

This method also allows the "stealth bomber" to know that you are very concerned about what he is doing.

Every time he does this, you deal with it until he stops.