Eight Modes Of Workplace Interpersonal Relationships Do Not Understand.

Interpersonal relationship is a topic that people can not get around in the workplace. On the one hand, dealing with colleagues and superiors is not an important factor in many reasons such as leaving job, job hopping and changing careers. On the other hand, there are many people who are willing to tolerate low paid and hard work because of their harmonious teamwork and leadership recognition. Where is the secret of human relations?

Combined with China's workplace, in the context of pursuing the golden mean, some people have also analyzed the practice of not competing, not being unfair, not advocating, and complaining. These are interesting and effective summaries. But at the same time, many people in the workplace can not help but get into trouble: it sounds very reasonable, but to practice, it seems that it can not be realized, each scene has its particularity. Is it not our practice? Is our experience not enough? Is we not mature enough? If you perceive the following relationship patterns, perhaps there will be new understandings.

According to Carl Jung, a master of psychology, we always deal with similar scenes in life with some typical models, and call this typical model "Archetype". Interpersonal relationships are complex, but there are always several prototypical patterns, which not only appear in life, but also appear in the workplace, so that we can mobilize relevant coping styles in the face of similar scenes. We may as well look at several typical relations:

First, parents and children. This mode often occurs in enterprises or family businesses of state-owned enterprises. It is a relationship between superiors and subordinates. This kind of workplace relationship is characterized by the fact that leaders will have many tolerance and care for their subordinates. They will also regard subordinates as "their own people" or even vassals. They will also be ordered and arranged. Subordinates need to obey unconditionally, and at the same time they can act willfully, instead of worrying about losing their jobs.

Two, mentors and students. Such a pattern often takes place in expert leadership. Such leaders will teach and train subordinates as students, and will also look forward to them. subordinate Respect yourself and keep learning. In such a workplace relationship, if subordinates do not perform well, or in order to better develop and find another way out, the leadership must not be upset, because the teacher should not be concerned about the examination results, but the growth of the students.

Three, comrades in arms. If the workplace relationship is a comrade in arms relationship, then there will be a common goal, the motive may be different: some people hope to win the battle, get rich, and some people want to win the battle, but they want to win the battle. At this time, there will be mutual cooperation, there will be resources sharing, but once target Different, even on a battlefield, will become enemies.

Four, employers and mercenaries. Unlike their comrades in arms, the relationship between mercenaries and employers is very loose. It is a relatively pure monetary interest relationship. Employers pay commissions for mercenaries, and mercenaries need to produce results. At the same time, mercenaries also have a professional ethic, such as not working for two opposing employers at the same time. In most foreign companies, this is a very common occupational relationship and is often regarded as "a kind of". Professionalization "In fact, it is only one of the professional relations.

Five, idols and fans. When such a workplace relationship is established, the person who plays the role of idol will appear to be super capable and omnipotent because he is far away from his subordinates, creating an illusion for himself. When fans worship idols, idols also rely on fans' worship. Once fans see more authentic and comprehensive idols, they may leave. At this time, they are disappointed not fans but themselves as sacred idols.

Six, nanny and caregivers. There is always such a whole process of care between managers and subordinates. Some managers are afraid that their subordinates will not perform well. Therefore, once a slight loss occurs, they immediately jump out to intervene and get the job done. Over time, subordinates will rely on them. Just like a nanny takes care of children and walks too much, it will be a good thing in the short run. Babysitters will always hurt their children, but children will not walk for a long time.

Seven, sympathizers and beggars. In the workplace, not only the weak but the weak will be sympathized with each other. Without family ties and unhappy families, people will have compassion. At this time, those who play the role of sympathizers will regard others as "beggars" and can not bear to walk past them without giving alms. On the one hand, the sympathizers will affect their normal professional relationship because of their pity. On the other hand, beggars will be more dependent on the charity of the sympathizers.

Eight, traders. The relationship between buyers and sellers is also a matter of money interest, but the pursuit of profit maximization is more about bargaining. For people entering the workplace, this is the most common and the most common relationship thinking. When I work overtime, I should have overtime pay. If I do more, I should get the corresponding expression. As a matter of fact, the mode of traders is not applicable to the newcomers in the workplace because they do not have any chips, so the strategy that should be given first is the strategy that should be adopted. Such a bargaining mode of thinking can be applied to itself, and it will bring out some unrealistic goals, make oneself miserable and tie down development.

In the workplace, we always find the shadow of these models. What needs to be explained is that the relationship model itself is good or bad. In a particular environment and a specific person, the existence of a pattern must have its value when it appears. However, we need to remain conscious in the workplace, not become passive receivers of these relationships, and actively adjust these relationships through our awareness.

The greatest significance of perception is that you can choose.