A wonderful speech to cultivate a sense of ownership 1
If an enterprise wants to achieve sustainable development and have lasting competitiveness in the market, it must cultivate employees' sense of ownership, and the easiest stage to shape this sense is when new employees just join the enterprise, just like parents cultivate children. It seems easier to strengthen the cultivation of children's personality from the birth, but it is not only futile to shape or change children's behavior and consciousness during their growth, but also often leads to new contradictions and estrangements, thus making the process of cultivation and management more difficult.
First, the psychological characteristics of new employees
It takes a probation period for new employees to enter the enterprise. During this period, because new employees are in the stage of familiarity, running-in and adaptation to the enterprise, they have to face many problems and puzzles more or less. Due to the asymmetric information in the recruitment process, new employees often find that the company has not met their expectations at the beginning of their work, which is prone to psychological gap and turnover tendency. Therefore, it is very necessary to pay attention to and analyze the entry psychology from the perspective of new employees, and it is very necessary to successfully stimulate the sense of ownership of new employees. Take me for example: when I first entered the enterprise, I found that the work I did was not in line with my goal. There is indeed a certain psychological gap at the beginning, and this stage is a critical period for cultivating employees' sense of ownership. Only by putting a right attitude can we get to know ourselves again at a new starting point, the enterprise and its own work characteristics, and let a new employee integrate into the enterprise more quickly. In this process, the enterprise or the direct superior of the new employee will play a key role in the enterprise.
Second, the unity of values.
At present, most newly recruited employees in enterprises have unique personalities. At present, most employees employed by enterprises were born in 1970s and 1980s. Most of them are educated knowledge workers, have their own independent values, don't like being bound, and emphasize self-realization in their work. It is precisely because they are knowledgeable and independent that they have a strong willingness and ability to move. Before they accept the enterprise's values and management concepts, they usually compare them with their own values, so as to consider whether the enterprise is worth working for. In this process, whether enterprises can actively intervene and incorporate employee values into the enterprise value system will play a key role in the development of employees and enterprises. Meritocracy, efficiency first, loyalty and dedication, and the pursuit of Excellence are the core values of our company. How to provide a progressive stage for employees and help them realize their own value is the basis of realizing enterprise value and the premise of ensuring the smooth realization of enterprise value.
Finally, how to inspire new employees' sense of ownership?
If an enterprise wants to avoid the risk of losing new employees, it should let them enter the role as soon as possible in a short period of time, integrate into the enterprise, and become enterprise people from outsiders. This requires a standardized and systematic method to make them feel respected and cared for, thus forming a sense of belonging, stimulating their sense of ownership and making them full of confidence in their career development in the enterprise. In our company, by helping new employees to make career development plans, they can build up their confidence in career development, find a suitable career orientation, gain growth and self-realization in their work, and thus avoid the impact with reality. This will enhance new employees' sense of belonging and ownership of the enterprise, which is a good attempt.
In an enterprise, if all employees want to have a sense of ownership, they must first have a fair, open and just platform for everyone? You are the boss of this company? Taste. In other words, you have to have one yourself first? Treat others as you want them to treat you. Consciousness, and then let the company and employees cultivate the concept of pushing themselves and others in a subtle way, and cultivate this? Don't do to others what you don't want them to do to you? Everyone is a collective labor and collective entrepreneurship, and everyone should be equal. Secondly, employees should be encouraged to take risks. It is normal to make mistakes. Because of the examination system we have experienced since childhood, we can be promoted if we do well in the exam, and eliminated if we do badly in the exam. In this case, train one of us? Do more and make more mistakes, do less and make fewer mistakes, okay? Collective mentality. No one wants to try, because everyone cares too much about the negative effects behind mistakes, so that everyone loses this adventurous spirit. In short, to cultivate employees' sense of ownership, we must let them know that enterprises encourage each employee to learn more knowledge and create a good platform for them. It is to let them integrate into the enterprise as soon as possible, regard the enterprise as their home and cultivate employees' sense of ownership. Naturally everyone will have the spirit of learning and innovation. Learning and innovation are the core competitiveness of enterprises, which helps to reduce the cost of enterprise management, supervision and implementation and enhance people's maximum potential.
A wonderful speech to cultivate the sense of ownership II
? If society wants to develop, electricity needs to go first? Our power supply enterprises bear the historical mission entrusted by the times, and also bear the fate and hope of hundreds of millions of employees. With the breaking of the monopoly of power supply enterprises and the increasingly fierce competition, we should adapt to the deepening situation of power system reform as soon as possible and seriously solve the ideological concepts, behavior patterns and construction? One strong and three excellent? What are the strategic goals and objectives of modern companies? Three catches and one build? To solve this problem, we must build a first-class staff. Because of this, we can only survive and develop in difficulties, seize time and opportunity, speed up reform and development, make enterprises bigger and stronger, and achieve strength first.
In practical work, most employees can love their jobs and do their duty, but some employees lack professionalism and dedication, pay attention to treatment enjoyment, work passively, have a weak sense of obeying rules and discipline, and violate rules and regulations from time to time, which brings economic losses to enterprises and endangers employees' life safety. I think as a front-line employee, we must first have a strong sense of ownership. The sense of ownership is not innate. When we don't realize that there is a relationship between ourselves and the enterprise, we naturally won't have a sense of ownership, especially at the moment when personal interests are increasingly emphasized? Righteously? At that time, the potential conflict between individuals and enterprises will become more and more serious. It is necessary to strengthen cultivation, establish corporate humanistic care consciousness and establish corporate humanistic care mechanism. Create a good atmosphere of mutual trust and cooperation among enterprises. A strong sense of ownership is reflected in the sense of responsibility, professionalism, innovation, overall situation, dedication and team spirit. For grass-roots managers, the sense of ownership means loving their jobs, caring for employees, setting an example in all aspects, actively and conscientiously implementing the tasks assigned by the company, actively solving difficult problems in their work, innovating management, and constantly improving the management level of their departments. Create more value and wealth for enterprises.
In the current team? Four ones? How to fully mobilize the enthusiasm of employees and enhance the centripetal force of enterprises in construction work? I think the first thing to do is to really establish the consciousness that employees are the masters. Strengthen the cultivation of employees' professionalism and dedication, and guide employees to enhance their sense of ownership through education. We must unswervingly rely on the employees of the enterprise, stimulate their sense of honor, responsibility and mission, and let all employees consciously link their personal destiny with the destiny of the enterprise and do their jobs in a down-to-earth manner. Then pay attention to providing employees with a stage to realize their own value from the mechanism. Create conditions for employees to improve their quality and give full play to their talents. Select talents from employees in a planned and step-by-step manner, strive to solve the problem of unfair distribution, and tilt the income distribution to employees with good work performance. Through various labor competitions, employees who have made outstanding contributions are rewarded handsomely.
As our measurement department, we should ensure the accuracy of measurement, which is related to the credibility of our power supply enterprises. We should be responsible for both the enterprise and the customers. How to strictly measure the electric energy on this steelyard? First of all, we should change the service consciousness and improve the service quality. As a marketer, it should be strictly enforced? Two tens? The calibration standard of electric meters is serious, especially for the field calibration of large users. On-site service should be enthusiastic, answer customers' questions seriously and dispel their doubts. Do it. Four services? That is to serve the overall situation of the party and the country, power customers, power generation enterprises and social development. Looking for it at work? Short board? , refined management on the basis of standardization. On the basis of standardization, detail management is emphasized. For example, whether the management of electric meters is standardized and meticulous, and whether there are accounts for on-site verification. Each of our employees should set up? Master? Consciousness, take the initiative to dig some details, check every doubt in the operation of the equipment, and don't let go. Especially in terms of skills, employees who are slightly lacking should take the initiative to learn from the monitor, and their work enthusiasm needs to be further improved. For the problems existing in the work, we should take the initiative to tackle key problems and solve them. It can take many forms, such as setting up a scientific research team as a scientific and technological project or qc project, summarizing in time and forming best practices. Metrology is a technology-intensive department, and all professional teams and groups should attach importance to scientific and technological research and innovation, establish projects in a good way, and popularize experiences and achievements. Create a good atmosphere of dedication, skills, innovation and success. Grasp the foundation of safety management and realize the controllability, process control and controllability of measurement safety production. Strengthen the safety education and training of employees and the implementation of various safety systems, do a good job in dynamic management of safety evaluation according to the company's requirements, and improve the application and implementation effect of work instructions. Push? Equipment, system, quality and environment? What are the four aspects of safety culture construction established in the whole company? The concept of peace? , establish? Security mechanism? , architecture? A culture of peace? A harmonious atmosphere conducive to safety is formed from people and things, people and environment, thoughts and behaviors, and the controllable, in-control and controllable metrological safety production is realized.
As an electric power person, we deeply know how to control our own destiny. Only by hard work, unity and overcoming difficulties can our power supply enterprises grow stronger, enhance their competitiveness and be invincible, and our power supply enterprises can live a rich and stable life.
? If the skin doesn't exist, where will the hair be? An enterprise, like a nation, when it is strong, its people will feel proud and full of spirit; When it disappears, people may only sigh secretly. Therefore, we should regard enterprises as the source of strength, as the support of life, as life and as our own destiny.
A wonderful speech to cultivate the sense of ownership 3
A butterfly flapping its wings in Brazil may cause a tornado in Texas, USA.
It is no exaggeration that a trivial action may change a person's life. Ford Company of the United States is famous in the world, which not only makes the American automobile industry in the forefront of the world, but also changes the national economic situation of the whole United States. Who would have thought that Ford, the creator of this miracle, entered the company? Stepping stone? Really? Pick up waste paper? This simple action?
At that time, Ford had just graduated from college, and he applied for a job in a car company. Several people who applied together have higher academic qualifications than him. Ford felt hopeless when others interviewed him. When he knocked at the door and walked into the chairman's office, he found a piece of paper on the floor at the door. Naturally, he bent down and picked it up. Looking at it, it turned out to be a piece of waste paper and threw it into the garbage basket. The chairman sees all this in his eyes. Ford just said one thing:? I'm here for the job, Ford? . The chairman issued an invitation: OK, OK, Mr. Ford, you are employed by us. ? This decision that surprised Ford actually came from one of his casual actions. From then on, Ford began his brilliant road until he changed his name to the company and made Ford famous all over the world.
Ford's harvest seems accidental, but it is inevitable. His subconscious action comes from a habit, and the formation of the habit comes from his positive attitude. Famous psychologist and philosopher William? James said: sow the next action and you will gain a habit; Sow a habit and you will gain a character; Sow a character and you will reap a destiny. ?
A bold attempt, a bright smile, a habitual action, a positive attitude and a sincere service can make life have an unexpected start, which can bring far more than a little joy and superficial return. This is the sense of ownership. Who can catch what is good for life? Butterfly? Whoever establishes a sense of ownership will not be abandoned by society.
The process of cultivating the sense of ownership is the accumulation of human capital: the human capital of employees is manifested as knowledge, experience and skills. Human capital is used for labor and investment.
Every post is a joint-stock company, and employees and bosses are shareholders of the post joint-stock company, but employees invest not monetary capital but human capital. The return required by employees is not expressed as profit, but first as human capital. This kind of employees who regard knowledge, experience and skills as their own capital, the first concern is not the salary return after work, but whether the knowledge, experience and skills have increased after work. Just like the business owner, the boss invests in the company and also participates in the work and labor of the company. However, few bosses really care about wages and bonuses, not the return on investment. The level of profit. Therefore, paying attention to the return on investment is a typical boss mentality. When the focus of employees' attention shifts from wages and bonuses to the accumulation of knowledge, experience and skills, employees' mentality shifts from working mentality to boss mentality, but he is not the boss of the enterprise, but the boss of the post.
We call this theory post-joint-stock company theory. This is a brand-new occupation, interest or values, and its biggest role is to change the mentality of employees as masters. Let employees think that they are unwilling to do things under the mentality of working, and become active or even take the initiative to do things that others are unwilling to do? Lose money? Things; You can even be good at your job? Calculation? what's up How are you? What does it take for employees to transform into enterprises? Stupid? Employees.
For example, if the boss hires 20 employees, it is equivalent to setting up 20 joint-stock companies and hiring 20 general managers. But do these general managers? How are you? Okay, okay. Stupid? Yes The boss assigned each of them three jobs. How are you? The employee only made one, and the boss paid the salary as usual without assessment. 600 yuan? Stupid? Five employees are paid as usual, 600 yuan. According to the mentality of working, of course, do a job to earn employees 600 yuan? Earn? Yes, it belongs to? How are you? Employees; Do five jobs to earn employees, 600 yuan? Lost? , belonging to? Stupid? Employees. However, when based on? Are employees human capital investors? Thinking analysis is just the opposite: the boss gives them three jobs, which is equivalent to giving them three opportunities to accumulate knowledge, experience and skills, that is, three opportunities to pay dividends. How are you? The employee got a bonus once, and then what? Stupid? Employees received five bonuses. ? Stupid? Employees are equivalent to? How are you? Five times the employee bonus. Where is the boss according to the principle of sharing dividends in the same proportion? Stupid? What is the bonus of employee position? How are you? Five times the employee's post dividend. The next step of additional investment is, of course, high return on additional investment? Stupid? Employees. As a result, stupid? Employees' salaries are getting higher and higher, their positions are getting higher and higher, and their careers are developing rapidly. And then what? How are you? Employees failed to get the boss's investment for a long time, and finally shrank more and more, and finally closed down. That means laid off.
Therefore, the same thing, according to the positioning of workers, work mentality is a kind of judgment, according to the positioning of investors and ownership mentality is another kind of judgment. Obviously, the first judgment is not conducive to enterprises, nor to employees; The second judgment is not only needed by enterprises, but also by employees. It is not only conducive to the development of enterprises, but also conducive to the development of employees' careers. Therefore, it is not only the need of enterprise development, but also the need of employee career development to establish the spirit of ownership, consciousness and mentality to engage in post work.
Positions connect the collective and the individual. The owner under the spirit of collectivism asks to contribute to the collective, but the focus of contribution is the post; The owner under the spirit of individualism demands to realize self-worth, but the platform for realizing self-worth is also in the post. Therefore, no matter collectivism or individualism, employees are required to do their jobs well with the attitude of being masters. In other words, as long as employees establish the spirit of ownership and do their jobs well with the attitude of ownership, they can realize their self-worth and meet the requirements of ownership in the traditional sense.
Finished reading it? Excellent speeches cultivate a sense of ownership? People still see:
1. three lectures on doing one's job well
2. Spiritual speech on enterprise ownership
3. Excellent speech based on post and contribution
4. Education starts from the heart. Motivational speech
5. Excellent speeches by cadres enhance the awareness of conformity.