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Generation of consciousness

The measurement and entrustment of personal ability and responsibility is actually the recruitment, placement and use of personnel. Foreign psychological research has proved that if an individual's ability is lower than the job requirements, he will show "incompetence"; If the individual's ability is higher than the actual work requirements, the work efficiency is not good because it does not meet the status quo. Blanchart, an American psychologist, provided a typical example: in 1930s and 1940s, an American company wanted to build a large factory, so it had to hire a group of security guards, whose main job was to check the certificates of people entering and leaving. Due to the surplus labor force at that time, the factory set the minimum standard for hiring security guards as high school graduates with three years' experience as police or factory guards. The security guards hired according to this standard feel that the security work in this factory is monotonous, boring and unbearable, so they are indifferent, irresponsible and have a high turnover rate. Later, the factory hired people with only four or five years of primary school education to take on this job. These people are very satisfied with their work, have a strong sense of responsibility, are responsible for their work, have low absenteeism and turnover rates, and have done a good job in security. Therefore, it is not appropriate to be overqualified or overqualified in the selection, placement and use of personnel.

The role of power in mutual unity

On the basis of individual's ability to undertake certain responsibilities, individual's responsibilities and powers should be unified. How much responsibility an individual has, how much power he should have in his hands, so as to fully stimulate his consciousness necessary for fulfilling his responsibilities. For example, during the Agrarian Revolutionary War in China, the Chinese Red Army of Workers and Peasants had to give as much power as possible to the officers and men of the Red Army to deal with enemies whose weapons, equipment and personnel were much stronger than their own, so as to maintain their consciousness of carrying out their tasks. Thus, the methods and means of leading and managing the army with political democracy, economic democracy and military democracy came into being. As Mao Zedong pointed out in his works at that time: "The material life of the Red Army is so poor and the fighting is so frequent that it can still be maintained today. In addition to the role of the party, we must rely on democracy within the military. "

As the saying goes, "those who doubt don't use it, and those who use it don't doubt it." In order to establish the consciousness of the whole staff of the group, it is not only necessary, but also dare to delegate. For example, Shangri-La Hotel in Beijing once carried out a reform of "delegating power to employees" at the end of last century. As a result of the reform, this hotel won many awards from world travel magazines and travel agencies. When the financial situation of other hotels in Beijing deteriorated during the Asian financial crisis, the income statement of Shangri-La Hotel in Beijing was always profitable. The "decentralization" reform of Shangri-La Hotel in Beijing requires employees to automatically solve problems when customers complain, instead of saying "I'll ask the supervisor". In order to let the service staff realize this responsibility, Shangri-La Hotel also stipulates that in order to satisfy customers, the staff of Shangri-La Hotel in Beijing can dispose of the property with a value below $65,438+$0,000 at their own discretion. These changes enable Shangri-La Hotel Beijing to provide meticulous, comprehensive and thoughtful services.

The role of interest psychology in mutual unity

Full interest is the basis of full responsibility and power entrustment, and only on the basis of full responsibility, power and interest can full consciousness be generated. For example, there is a real estate company in Tianjin called Sunco. In just ten years, it has grown from a little-known Tianjin real estate "small fish" to a national real estate "aircraft carrier". When Sunco was not nationalized, it was famous for its high salary in Tianjin real estate circle, and its employees earned more than 10 thousand yuan per month. On the basis of such a high salary, Shunchi Real Estate Company regards "trust and respect for everyone" as the company's core values and encourages those young employees of Shunchi to do it. With amazing imagination and execution, those "baby soldiers" have completed the publicity and promotion work again and again, and made remarkable achievements, thus making Shunchi a myth in the real estate industry in China today.