The general experience of enterprise development: first, the initial stage, second, the development stage and third, the mature stage. At the beginning, authoritative management is generally adopted; In the development stage, system management is generally adopted; In the mature stage, cultural management must be adopted. But for corporate culture, it will accompany the whole process of enterprise development, and cultural issues will not be discussed until the mature stage.
Corporate culture is not a few beautiful slogans, not a slogan posted on the window or hung on the wall. Reflected in the daily work and various behaviors of all employees, it is generally recognized by the vast majority of employees and can be consciously practiced. Not only work attitude, but also concrete actions. A good culture must be guaranteed by a system. Without an advanced system, there is no advanced culture. Without the system, culture is like a portrait of a beautiful woman posted on the wall, which can only attract people's attention and has no substantive significance to your life. Therefore, to establish an excellent corporate culture, we must establish a perfect system. After the establishment of the system, we should unswervingly implement it, standardize employee behavior with the system, and make compliance with the system become everyone's consciousness.
To ensure that the system is in place, we must take necessary inspection and assessment, promote the formation of habits through compulsory means, make habits natural and form a good culture. At present, the living space of express delivery industry seems to be very large, but in fact, its field has been completely in a state of white-hot competition. In this case, if we want to be in an invincible position and win opportunities for further development, we must look inward and do a good job in internal management. We don't have the advantages of resources, talents, funds and policies of some senior enterprises. If there is any advantage, it is the flexible advantage of "salary and employment". Therefore, in order to give full play to this advantage and maintain vitality, we must establish a corporate culture with strugglers as the core.
To establish a culture based on strugglers, I think there are the following points: first, to establish an evaluation system for employees, which can be combined with performance appraisal to evaluate employees scientifically on a regular basis. Second, the salary distribution is inclined to the strugglers, so that the strugglers can get economic benefits. Third, it is extremely important to establish a tenure system for middle and senior managers, accept the comprehensive assessment and evaluation of their tenure, and earnestly implement competitive recruitment for posts. Fourth, resolutely overcome the problem of seniority, and discuss heroes by ability, not by seniority.
These measures, it seems, don't have much new ideas. The key is whether enterprises really pay attention to them and whether they are really resolutely implemented. Strugglers are the pioneers of this culture: the vivid case series of Huawei's rapid development in the past 25 years has brought us a lot of enlightenment. Establishing the culture of strugglers is an experience worth learning. Let the strugglers stay and let the non-strugglers leave; Let those who work more get benefits, and those who cheat can't get cheap, so that the advantages of human resources can be truly brought into play, and only in this way can there be hope and a future!
Excellent post-reading feeling is based on the struggler (2) After reading Struggler-oriented by General Manager Zhang, I felt a lot. As a new employee in Liu Yi. I think I still have a long way to go, but if I want to create greater profits for the company and add color to my personal workplace life, I must work hard and try again.
As new employees, we are all young and have a certain momentum. Because we don't have much work experience and simple working ideas, we often take detours in our work, and sometimes we are confused because of a little difficulty or a little inadaptability. In fact, this seems normal to me, indicating that we are already on the way forward, and these small difficulties have become an episode in our struggle. I think an easy-going "striver" should be a person who has passion for his work, constantly accepts challenges, remoulds himself through constant challenges, and then keeps catching up to make himself stronger.
The "striver" of Easy Flow should first be the absolute recognition and loyalty to the cause of Easy Flow and practice the seven values of Easy Flow; The "strugglers" of the easy-flow cause must be full of enthusiasm for their work and have a sense of responsibility and mission for the development of easy-flow; "Strugglers" in the easy-to-flow cause should give full play to their post value and adhere to the "result-oriented" style; The "strugglers" of the easy-flow cause should always have a sense of crisis and constantly improve in their work; "Strugglers" in the easy-flow cause should have the spirit of studying, learning and () continuous innovation. These five requirements are comprehensive and incisive, but it is not easy to achieve them. This requires each of us to have a sense of responsibility and mission, think about the interests of the company with a heroic attitude, and at the same time have a sense of crisis.
Use wisdom, strength and opportunity with your heart. I think each of us may have a slightly different understanding of "Struggler", but with the directional requirements put forward by Teacher Zhang, I believe that each of us will have a weather vane in our hearts to guide us on the road of struggle. Easy flow gives everyone equal opportunities. As long as you are willing to struggle and challenge, I believe there will be a broader stage waiting for you.
Finally, we must adhere to the business philosophy of "customer-centered, struggler-oriented, transformation, innovation and service" to comprehensively enhance the overall competitiveness of the company! Our business policy is the guiding ideology of our struggle and progress. With the long-term development of the company as the goal, unite and struggle!
Based on the excellent reading experience of strugglers (3) I have read books based on strugglers these days and gained a lot. The core of this book is management. This paper expounds the problem of how to manage, and emphasizes that the core of management is people.
It is said that management should start with people. Abraham maslow, an American psychologist, put forward in his paper "Theory of Human Motivation" written in 1943 that human needs are divided into five categories from low to high, namely, physiological needs, security needs, social needs, respect needs and self-realization needs. This hierarchy of needs theory has two basic starting points. First, everyone has needs, and after a certain level of needs is met, another level of needs appears; Second, before a variety of needs are met, meet the urgent needs first; After this demand is met, the latter demand shows their incentive effect. Accordingly, in modern society, physiological needs, safety needs and social needs can be said to have been naturally satisfied. What people pursue is to respect needs and realize their own needs, which is most intuitively reflected in their work.
The book Struggler-oriented first discusses how to create value with all one's strength, how to evaluate value correctly and how to distribute value reasonably, and points out that the correct evaluation of value is the basis of rational distribution of value, both of which are aimed at creating value with all one's strength, and even mentions that "Lei Feng should not suffer", which I am deeply inspired by. As the person in charge of * * *, there are many problems worth thinking about, how to make this department better, how to realize the value of our department and the value of everyone in the department.
This book has provided me with many valuable experiences worth learning. For our department, to strive to build its own "locomotive" and lead the department forward, it needs to start from itself. We should be fair and just in our work, seek truth from facts, adhere to principles and do what we can. Dont Ask For Help blamed us.