Analysis of the "power people" Culture - Culture of the soul

The staff as a corporate "power people", emphasis on "rights" culture, the soul of enterprise culture.

For people concerned about the companies, and enterprises can work together, due diligence, the most fundamental is whether the staff share the benefits of business growth. Only in the "power" culture, the employees can establish a positive work values, can we truly feel the joy of success, can we truly understand the personality to be respected, and can show the spirit of dedication respect level, the company can be truly loved by the employees. But how do you do this? I believe that business can be considered in terms of staff of "power" culture of the building.

Fair is the employee "power" culture of the Foundation Stone
Fairly reflected in all aspects of business management, such as the recruitment fair, when the fair performance evaluation, reward systems fair and equitable opportunity for promotion, dismissal when the fair and equitable separation and so on.

Fairness is hoped that each employee has a characteristic of enterprises. Fair for the employees to work at ease, so that the number of employees that will have to pay a fair return on the number of waiting for him. Fair business to employee satisfaction, so that employees no heart distractions to concentrate on work.

At work, employees need most is the ability to compete fairly. McDonald's in France, every employee in the same starting line. First of all, a young man to be a diploma-month internship, 4-6 assistants, to do the most basic work, such as French fries, receivables, roast beef, etc., and learn to keep clean and the best customer service methods. The second job is with the nature of the actual charge: Assistant. within a specified time each day is responsible for restaurant, take part of the management, such as ordering, planning, scheduling, statistics and so on. in practice to seek experience. promotion is fair for everyone to adapt to fast, and strong people will be promoted to speed fast.

Panasonic introduced the focus of the qualification system and recruitment system, greatly increasing the fairness of personnel management, increased employee awareness of competition, and the hero. Company first made an in-house open recruitment needs of the post can apply for various types of employees, but it must put forward its own work plan, to participate in competitive activities like design competition, and accept the corresponding qualification tests. After the quantitative evaluation, the final to determine the appropriate personnel. to the qualification system and the implementation of the recruitment system, Panasonic has also reformed wage system, wages generally divided into the qualifications and ability to pay wages to the personnel appraisal open.

Staff concern is "power" culture of the core building
(1) decentralized decision-making. Employees "people power''is the performance of employees and, therefore, in the layer degree of decentralization of decision-making is significant: First, employees have a strong autonomy, they not only do not want to subject matter and can not tolerate higher levels of the remote command, they stressed the self-directed work, especially for the modern knowledge economy workers mostly of intellectuals; Second, they are often more professional and more than managers with the statement on the practice situation right, they work on their mastery of more than managers, more ability to make accurate and realistic decision making; again, decentralized decision-making to meet the employees of the organization entrusted with the task of the sense of accomplishment is needed, so that they reported to work with greater enthusiasm, a real highlight their masters of the enterprise, they are corporate "power people." Thus, managers should not be all powerful and hinder the expertise of employees to play, otherwise the staff not only would stifle creativity, talent and enthusiasm, are more likely to stifle employee loyalty.

(2) the implementation of flexible working. Because employees have autonomy, they will not be subject to a number of rigid forms of work, such as fixed working hours and a fixed place to work, preferring the freedom to work independently and incentives, and more tension work arrangements, but most modern people are thinking of doing the work, fixed working hours and workplace may limit their ability to innovate. Therefore, the organizations to develop flexible working in place of the core working hours and work outside allows knowledge workers to adjust their working time and place for their personal needs and work to minimize conflicts between the requirements. For example, the system allows employees to shifts, etc. to the staff feel that they have a certain autonomy, the feeling of these systems is given "power people" in the use of his rights, which further deepened the intimacy of staff of the enterprise.

(3) the work challenging. Modern people care more about the realization of their own values and a strong organization and the community expect to be recognized. They are not satisfied with the completion of the general affairs passive, but rather try to pursue a more perfect result, to reflect their important position in the enterprise, efforts to make corporate managers believe that he is also an important part of business he is the real "power of people." Therefore, they are more interested in challenging work, to overcome the difficulties as a kinds of fun, a reflection of the way of self-worth.

Thus, the work challenging, job rotation and work can be used to achieve enrichment. When employees feel that the current work is no longer challenging, the managers can work his rotation to the same level of technology similar to the other a more challenging job up. This shift brought about by the work of the rich content of the work, employees can reduce the dry feeling, so that their enthusiasm will be enhanced.

Job enrichment is the level of job content and responsibilities of fundamental changes, designed to provide staff with more challenging work. Job Enrichment is the vertical deepening of work responsibilities. He makes the employees work in the completion of the course, access to a sense of accomplishment, recognition, responsibility and self-development. but in the implementation process of enriching the content of work, should follow the following five principles: �� to increase the responsibility and difficulty of the work; �� to give employees more responsibility; �� autonomy given to employees right; �� performance feedback to the relevant staff; �� staff training.


(4 seamless communication. Communication for enterprises to improve employee loyalty and reflect the staff "of power '. Is of great significance. First of all, communication can play an incentive to employees. Management of employee performance through feedback to reinforce positive behavior of employees This is to strengthen the incentives; management objectives through the completion status of employee feedback to encourage employees to the organization goal, which is the target incentive. Both reflect the full attention to the management staff of its own "power" - to work hard to achieve their own objectives, and management have given full support. Second, communication is conducive to employee emotional expression. for the employees concerned, the work group is to express their frustration and satisfaction, the main social and cultural places. Therefore, communication provides a types of release mechanisms for emotional expression of emotion, and meet the social needs of employees. At the same time, good communication environment, employees can also play experience and knowledge sharing, information sharing complementary role. In this environment, family atmosphere, staff to the real feel part of the enterprise, his "power" is to build their own enterprises. reposted elsewhere in the Research Papers Download http://www.hi138.com (5) care staff. care staff is not an new topic, it has never been solved. in the state-owned enterprises in China, has always stressed that follow the "understanding, customs, love the people" principle, but in practice has been said more and do less. First, the enterprises should be concerned about staff physical health. As people in the grassroots of the labor base, the lack of proper exercise and entertainment. So, the enterprise to employees as masters of enterprises, have to provide appropriate facilities and opportunities for the majority of staff services. Old M Company P & G employee health care model called, they not only check their employees each year, and 1-2 times to organize a holiday. Second, enterprises should be concerned about the situation of family life, to try to help employees achieve balance between work and family In this respect, the company has been very successful. In order to facilitate the employees to deal with the daily affairs of life, the company will be part of the premises leased to the bank, self-washing, dry cleaners, auto repair companies, travel agents and other service enterprises. In this way, employees can at work before or after them, the high finish their personal business efficiently and thus have more time, more focused energy company engaged in the work of family members are also invited to participate in the training of senior staff to explain these employees to work hard and hope to obtain their understanding and support. These measures to promote the employees themselves and their entire family of corporate loyalty.

Establishment of corporate universities is the "power people" cultural construction of propellant
The last decade, the establishment of corporate universities has been "surging." Global number of corporate universities increased from 400 to around 1,000 or more. Some mature companies in China have opened their own businesses appropriate colleges and universities, for example, Institute of Ericsson China . enterprises founded the University of advances given to employees more opportunities.

Rapidly changing technology and fierce competition in the market so that the business environment has undergone fundamental change. These changes are allowing companies to update their employees with the ability requirements. The ability of employees to pursue the other hand has become a life-long employment capacity of solid base. Therefore, the corporate university enterprise is actually the "power" of people - employees enjoy self-development, self-renewal of good opportunities. corporate universities can develop the capacity of employees in all aspects, including:
(1) learning: continuous learning not only become a necessity, but also be seen as an ability and values. Has been that the learning ability of employees to be more open, more responsive to the new environment.

(Two) communication and cooperation skills: effective communication of information and express their point of view is increasingly seen as crucial in the process of enterprise development capabilities. When asked what is the most important ability CEO, Ericsson and CEO of Nokia's ability to communicate are invariably the first place. At the same time, cooperating more and measure employee performance and become an important dimension within the upgrade.

(3)-dimensional creativity and problem-solving skills: flat organizational structure makes more decisions are made at the grass roots. Companies are increasingly dependent on the optimization and innovative grass-roots organizations to increase corporate productivity.

(4) computer operations and ability: In the era of information explosion, the use of advanced means of information processing and communication have become essential to the efficiency of its decision to become a working language and means.

(5) economic and management knowledge: economic globalization has made companies in different countries and regions, the dependence between the industry greatly increased. To understand the basic operation mode of the economy and the law, understand the business operation processes. Such as financial, strategic planning and are becoming an important market-based instruments.

(6) leadership and capacity: from a top-down management directives into an art of how to motivate staff. Companies need employees recognized their own vision and realize their goals. At the same time, companies need the active participation of every employee to continuously improve and enhance business operations and performance. All this can not be implemented by executive order. Therefore, leadership or motivational skills has become critical.

(7) career self-management skills: employees must take responsibility for their own growth, there must be clear objectives and requirements. GE CEO Jack Welch said: "If you do not take the initiative in their own hands the fate of so people will put him away. "The fact is the case.

These capabilities, roles and skills required to re-set and greatly influence and determine the extent of staff training and education needs, to a certain extent, reflect a sense of corporate loyalty to employees so as to have such employees "power" and proud of it. Links http://www.hi138.com Research Papers Download