World data: A healthy corporate culture to create a happy job

Culture seems abstract, but actually concrete. When it comes to corporate culture and cultural management, many people often scoff at it, perhaps they think that corporate culture is a theoretical manager hanging on the wall or the mouth of the unreal thing, or think it is a big enterprise to consider the problem, in short, not conducive to its reality management. In fact, corporate culture can not you talk about, or do and do not do, it is there, just: unconsciously, each enterprise has already existed its own culture, but this culture no one will be refined out, or we do not realize it, so we did not notice it in the absence of the impact of every employee Words and deeds and work.

Corporate values is the core component of corporate culture, is the corporate code of conduct, no matter how we think, do and do not do, an enterprise intangible will form its values. If you look closely at the behavior of most people in this business, especially managers and older employees, you will find that this value is guiding and influencing the behavior of every employee, and if not, it erodes all systems, processes, and impacts on performance. Therefore, enterprises must comb their own values, found that the inappropriate time is more laborious to guide the establishment of new values, this is a long-term, painstaking process, but it is a process we have to face.

Happy work is a kind of value concept, I hope every professional person can be happy work, concrete behavior is: first, action more, complain less, because complaining is the performance of annoyance; second, more communication, suspicion less, because suspicion is the beginning of anxiety; third, more cooperation, less blame, because the accusations only Can induce conflict, four, more responsibility, less, because the blame to undertake uneasy heart. We firmly believe that: happiness promote work, work should be happy!

This little day in IDC Enterprise World Data of two years of deep feeling. As a personnel Commissioner, marketing a happy, harmonious and healthy working atmosphere is also one of the responsibilities. However, I thought it would take a lot of effort to do things, but found that it had always existed. Two years ushered in a lot of colleagues, but also sent away a lot of colleagues, but a happy and harmonious work atmosphere and corporate culture let every world data people have deep feelings.

The above four points are very simple, then how to do it?

Act more and complain less because complaining is a symptom of annoyance. The daily work will always face some difficulties, perhaps the job itself is not the work we want to do, or we may not have enough time to think or prepare, or in the hardware and software deficiencies, and so on, which will make us uncomfortable, upset, and may be unconsciously began to complain. In fact, the rational attitude is that since we have to do this work, since we always have the possibility of insufficient time, since we can not be fully qualified, then we regard these factors as a normal view, with a positive attitude to face it, affect and infect your colleagues and subordinates, positive action, so instead may make Some of us are relatively satisfied with the results, and so we can both process happy, the results will make us happy, to achieve the purpose of happy work, that is, more action, complaints less, it is possible to happy work and work also happy.

More communication, less suspicion, because suspicion is the beginning of anxiety. Traditional culture often educate us to self-comprehend, many times also to be praised as savvy and self-proud. But it may not be appropriate to use this habit frequently for intra-company work, because if you often get to know, or guess what the other person is thinking, or what it means, it can lead to greater misunderstanding. In fact, for the work of communication, especially in the company, we suggest: first, for the work, in fact, we do not need the ideal to understand how others think, focus on what he said, or what to do; second, the work of communication is very meaningful, usually can communicate in person do not use the telephone, Do not use e-mailto communicate with the telephone; Thirdly, itis very important to listen attentively in communication, it is necessary to confirm each other's words and make sure that each other's opinions are summed up by the other side. Iv. do not rigidly implement the process, to know that the process is for better The communication and the completion of the work and service, so must be through more communication to compensate for the process or system deficiencies. The so-called communication more, suspicion less, then worry will be less, happy will be more.

More cooperation, less blame, because the accusations can only induce conflict. As between departments and people, when there is a problem or fault in a department, or the inadequacy of a certain department, we (especially the head of the department) are usually more difficult to stand in the other person's point of view and feel as if they are. Moreover, when this problem, fault, inadequacy affects our own or department's work, the situation will be worse,  habitual response is often criticized and blamed. This criticism is not conducive to the solution or improvement of the problem, or even the problem of  , because as long as we think about ourselves in the face of this criticism, the reaction of the accusation, the result is very obvious, and also accused   is usually just emotional catharsis, and there is no improvement of the proposal. We hope that the Department (especially the head of department) should not let the emotion control itself in the face of this   situation, but rather: first, try to think from the other side, understand the situation and mood of  ; second, if possible, the solution of the problem or the improvement measures; The focus is on self-introspective  , whether there is a problem or a fault in itself, or whether it may be possible to prevent problems by improving their own departments, or by   some measures to avoid such problems. The above method can not only avoid the department conflict, but also can promote the inter-departmental mutual   cooperation, set the benchmark for the team cooperation in the Department, in the longer-time, will form the good interdepartmental and the department collaboration culture,  produces the outstanding department and the company performance, thus realizes the joyful work the possibility.

     more responsibility, a little bit less,  because the blame to undertake uneasy heart. When a subordinate or department (company) employees have problems or fault, most people (whether   parties, or related persons (such as supervisors or leaders, etc.) think of the first time is to solve the problem, this is a good phenomenon, just hope that the mentality can be more positive point. But the response is different: first, most senior leaders often question the cause of the problem, usually the higher the level, the more the tone of the question; second, when the parties face the question, they will explain the objective reasons and influence factors, weaken or transfer their responsibilities. When the relevant persons are questioned, they tend to add to the analysis of the parties ' faults in the utterance of the parties ' explanations, and less on their management responsibilities. Finally, the whole incident is often ended by a certain degree of punishment to the Parties. In fact, the above people's response more or less reflects the mentality of the blame, but it is interesting that the majority of,  after the buck and can not find the inner stability and sureness, especially the parties punished by the party is in a hostile. How to act   is the best policy: first, superiors and leaders in the face of their superiors or external (such as customers, etc.) must have the courage to bear the  , show the responsibility in their own, because on the one hand is likely to have the responsibility (whether the right person, whether or not good process supervision and   counseling, Whether the relevant procedures and standards are provided, on the other hand, to the subordinates as an example; second, in the group or in the Department to discuss clearly the cause and effect of the   problem, it is important to study the ways and measures to avoid the recurrence of this problem; third, superiors and leaders, especially the company leaders do not rush to ask questions, especially , but to report or arrange for the report; Iv. the relevant   parties to the performance as a reference to the parties, as well as this group or department performance evaluation, can not be processed by the simple line   processing attendance and negligence (such as fines, etc.).

In fact, the above points are not suitable as a system or process for the provision or implementation, the key is that managers are actually in accordance with the above points to say, to do, that is, the manager's words and deeds is the key, so I hope that each manager to memorize and understand the above words (action more, complain less, more communication, Less suspicion, more co-operation, less blame, more responsibility, fewer excuses, translating it into its own language, and the most important is to use it as a guideline of its own words and deeds, especially in the face of subordinates or employees. Only the company leader is said and done, and the subordinates so feedback, then the department head can say and do, and to his subordinates so feedback, the long-held insistence will form the whole company's words and deeds, and ultimately create a healthy values and culture.

　　

　　

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World data: A healthy corporate culture to create a happy job