The inspiration of the Law of the South Wind and how to apply it in real life?

Revelation 1: Those who touch people's hearts come first from love

The Law of the South Wind is also called the Law of Warmth. Its biggest inspiration in human resources management is that those who touch people's hearts, But love comes first. When companies treat their employees, they should be more humane and implement warm management. The so-called warm management means that company leaders should respect employees, care about employees and trust subordinates, be employee-oriented, be more humane and less official, and try their best to solve employees' practical difficulties in work and life, so that employees can truly feel the leadership The warmth given to them stimulates their enthusiasm for work.

Warmth management is of great significance to corporate human resources management.

First of all, warm management can satisfy employees’ needs for love and respect. Maslow's hierarchy of needs theory tells us that the highest level of human needs is love and respect. Everyone hopes to be recognized and appreciated by others, and to receive positive and positive evaluations from society. Warmth management can just meet the emotional needs of employees and cultivate their deep feelings for the company.

Secondly, warm management can stimulate employees' work enthusiasm and intelligence. People are not grass and trees, and no one can be ruthless. If the company implements warm management, cares about employees everywhere, and respects employees in everything, employees will feel more comfortable and warm at work, and they will repay them with peaches, plums, and full enthusiasm. Enthusiasm for work, abundant work energy, give full play to your intelligence and talents, and make greater contributions to the enterprise.

Finally, warm management can increase employees' loyalty to the company. William Ouchi said that warm management allows each person's true abilities and work performance to be fully demonstrated, and the close relationship also brings a high degree of subtlety needed in the process of understanding each other's "needs and plans". This mixture of support and self-denial promotes mutual trust and therefore mutual harmony of purpose and radical open-mindedness that excludes the fear and desire of deception. Because of this, warmth management creates a harmonious working atmosphere for employees, makes them feel at home, enhances mutual trust within the company, and increases employees' sense of loyalty to the company.

If an enterprise implements warmth management, it must respect, care for and trust its employees, so that employees can feel the warmth given by the enterprise and enjoy the warmth sent by managers.

First, respect employees. In a sense, the most profound principle of human nature is that we want others to appreciate us. William James said: The most ardent need in human nature is the desire to be affirmed. Tom Peters and Nancy Austin believe that management issues are fundamentally people issues. Only by respecting every employee and respecting their value and contribution can they give full play to their enthusiasm. Borev's Law believes that the most important thing to establish a cooperative and trusting relationship is to know yourself and respect others. To implement warm management, we must first respect employees. Specifically, the company's work arrangements, system design, environmental layout, and managers' language and attitude must adhere to the people-oriented approach. They must not only respect the personal dignity of employees and maintain their face, but also respect their legitimate rights and value their labor. Results.

Second, care about employees. Caring for employees is an important way to implement warm management and mobilize their enthusiasm. Excellent business managers should not only care about their employees' work, but also their lives; they should not only care about their current situation, but also their development; they should not only care about and understand employees in normal times, but also be considerate and help employees at critical moments; We even need to care about both the employees themselves and their families. When employees celebrate birthdays, get married, have children, or move to a new house, company leaders can express congratulations on behalf of the company in various ways; when employees go on business trips, leaders should consider whether to help them arrange the lives of their family members and children, and send dedicated personnel to take charge when necessary. ; When an employee or his family member is sick, the leader should visit him in time, grant him leave or appropriately reduce his workload; when an employee's family encounters misfortune, the leader should provide timely relief to solve the urgent need, and even mobilize everyone to help to relieve the employee's worries.

Third, trust your subordinates. Trust is the bond that unites the organization's shared values ??and vision.

For people with higher incomes, who value honors and respect needs more, a company's spiritual encouragement such as a certificate, a trophy or a certificate of honor can satisfy their spiritual needs better than rewarding them with material or money. Better obtain the effect of emotional investment. Secondly, companies should adopt different incentive measures for employees with different ideal pursuits. For ambitious employees, corresponding work responsibilities can be increased; for employees with individual development, ideal training opportunities should be created. Finally, companies should adopt different incentive measures for employees with different personality traits. For independent thinking employees, relative autonomy should be given; for life design employees, flexible working time and space may be provided; for teamwork employees, it is best to create a harmonious cooperative atmosphere.

Application in real life

First, when leaders use the South Wind Law in management, they must respect and care for their subordinates, put them first, be more humane, and try their best to solve problems. The practical difficulties in the daily life of subordinates make subordinates truly feel the warmth given by leaders, thereby stimulating enthusiasm for work;

Second, the government should pay attention to the use of education and Methods of persuasion;

Third, when handling civil disputes, public prosecutors, prosecutors, and legal agencies must first focus on mediation;

Fourth, when there are conflicts between colleagues, they must pay attention to communication and comminicate.