How to arouse the enthusiasm of employees in logistics enterprises for answers

With the progress of modern enterprise management practice and the development of management theory, the traditional hard management based on "things" has gradually changed into soft management based on "people". The essence of humanistic thought in enterprise management is to cultivate and stimulate employees' sense of ownership. Cultivating employees' sense of ownership is the ideological basis for rationalizing the internal production relations of enterprises, realizing unified will and collective struggle, and is also an important measure and strategy to fully mobilize employees' enthusiasm, tap talent potential, enhance enterprise cohesion, improve enterprise combat effectiveness and constantly adapt to the needs of market economy. Giving full play to employees' sense of ownership will be the "killer weapon" for the long-term success of expressway industry and the key to the healthy, sustainable and harmonious development of toll collection.

The word "master" seems ordinary, but in fact it contains a kind of affirmation and recognition, a kind of responsibility and mission. It is a complete concept, advocating dedication and input, a rare spontaneous automation and a selfless working state. In the process of expressway development, employees' sense of ownership can inspire employees' pride and sense of mission in loving my expressway, so that they can actively and consciously share the same breath, destiny and heart-to-heart, and Qi Xin will work together to advance towards the established goals; It can stimulate the cohesion and creativity of employees, make them truly regard the collection and management office as their home, start a business passionately in their posts, and make contributions to the development of enterprises with their own intelligence. To this end, I think we should comprehensively enhance the sense of ownership of expressway employees from the following aspects.

First, innovate the management mode and improve the management mechanism.

The concept of "people-oriented management" inspires us that we must respect employees, give full play to their subjective initiative, and wholeheartedly rely on employees to develop the charging cause. In order for all employees to establish a true "master" idea, think with one heart and make efforts to serve our charging cause together, we must implement democratic management, let employees feel the atmosphere of democratic management, enhance their sense of ownership, give play to their own specialties, and do their duty and make contributions to the charging cause. For example, through the disclosure of factory affairs, especially the detailed analysis and disclosure of income and expenditure accounts such as wages, bonuses, meals, overtime pay, holiday solatium and deductions. Let employees participate in management, employees have discerning eyes and clear hearts. They realize that leaders are considerate of employees everywhere, and only they are the real masters of our enterprise. You can't just manage for the sake of management, you can't be divorced from employees, and you don't know what employees are thinking, doing and needing. Don't always accuse employees of disobedience, reprimand employees or even fine them, and use your power to exercise prestige. It is necessary to skillfully resolve contradictions, make management work change from passive to active, encourage employees to consciously accept management, obey management and participate in management, and form a sense of responsibility as masters imperceptibly.

Second, develop a humanized management system, make full use of the incentive mechanism, and develop the potential of employees.

The core problem of people-oriented management is to put people first and increase the humanized management of enterprises. The starting point of various rules and regulations should be the long-term interests of employees. When employees play the role of masters, the enthusiasm of employees has long been condensed together. In terms of management mechanism, the formulation and implementation of each rule and regulation should make employees realize from the deep heart that the formulation and implementation of each rule and regulation is imperative for the development of enterprises and is also to mobilize the enthusiasm of employees. It is an important symbol of management success to establish an incentive mechanism that organically combines self and superego, and to create a beautiful scene of perfect corporate culture and management system. It is necessary to improve the daily performance appraisal methods, reward the advanced, spur the backward, and reward and punish the lazy with certain material and spiritual rewards; Encourage advanced models, crack down on violations, and encourage everyone to consciously abide by rules and regulations. Organize competitions on current affairs, politics, business knowledge and labor skills from time to time to encourage employees to unite and cooperate. In practical work, the incentive mechanism is regarded as an important working method, and its purpose is to combine and use talents to achieve a unified will and make individuals feel comfortable, thus promoting employees' sense of responsibility as masters.

Third, fully understand the ideological trends of employees and fully stimulate their sense of ownership.

Charging grass-roots work is a simple, repetitive and responsible work. Coupled with the harsh external environment such as tail gas pollution and motor roar, only the toll collector knows the pressure, hardship and suffering best. The environment and nature of our charging work have caused a bad situation envied by outsiders and hated by ourselves. In this case, if there is no correct moral concept and firm belief, employees will be tempted by money and scared away by hardships. Only by mastering and understanding the ideological status of employees in time can we respect their individuality and independent personality and highlight their status as masters. People-oriented, paying attention to, caring for and shaping people is the eternal theme of enterprise and social development, and realizing people's lofty beliefs, values and ideals should be the greatest goal of enterprises. Therefore, strengthening the trust and care for employees and fully understanding their ideological trends are the most important tasks to gain employees' initiative and fully stimulate their sense of ownership. Human beings are animals with bloody emotions and can repay kindness. The power of family can always make employees work with the greatest enthusiasm and double the value of the enterprise. At the same time, it is necessary to strengthen the ideological and political education of employees, and regularly or irregularly carry out on-the-job training, clean government education, responsibility awareness education, moral cultivation education, etc. Always communicate with employees, adhere to the daily study and education system, form a good learning and enterprising atmosphere within the enterprise, and create a big environment for strengthening employees' sense of ownership.

Fourth, give full play to the function of "corporate culture", promote the motivation of employee groups, and improve the sense of collective honor and mission.

An important factor to stimulate group motivation is the cultural behavior of enterprises. Corporate culture is an effective carrier of innovative ideological and political work, which expands the field and space of ideological and political work in enterprises, organically integrates the education of employees' ideals and beliefs, ideology and morality, organizational discipline and dedication, and enhances their attraction, penetration and influence. For example, in the staff sports meeting held by Zhangzhou Management Branch in 2008, a series of various activities fully mobilized the enthusiasm and creativity of employees. The staff of all departments, institutes and teams unite as one, work hard bravely and make all-round progress, which embodies the high sense of collective honor and mission of all the staff of Zhangzhou Company, comprehensively enhances the cohesion and centripetal force of the staff, further enhances the sense of ownership, and changes "business" into the staff's heart. Practice has proved that corporate culture has improved the sense of responsibility of employees, and all employees of Zhangzhou Expressway are proud to be high-speed people.

Enterprise is my home, and development depends on everyone. I believe that as long as we firmly believe in employee-oriented, harmony-oriented, caring-oriented and development-oriented, we will be quenched and tempered at work, employees will be moved by enterprises, enterprises will be more energetic because of employees, and the gold content of masters will be higher and higher! For expressway managers, it is necessary not only to build a broad stage for employees to improve their quality and give full play to their talents in their work, but also to provide them with smooth channels to participate in enterprise management in the system, effectively protect their legitimate rights and interests in treatment, and provide them with warm humanistic care in life. Only by truly caring for employees can employees have a sense of identity and belonging, and can they really inspire their sense of responsibility and ownership. For employees, we should firmly establish the concept of ownership and always think about the idea of "enterprises prosper me and enterprises fail me"; We should respect our posts, love our career, and treat our work with the host's mentality and strong sense of responsibility. Only when you always have the master's heart can you have a good mood every day; Keep doing the business of masters, and our road will get wider and wider.