Team Management: "Hook Heart" Can Not Fight Angle.

< p > "hook heart" and "Dou Jiao" together become a derogatory term.

But in fact, in reality, "hook heart" is needed. If people and people hang each other, they will reduce or not "fight angle".

< /p >

< p > the so-called spiritual link is that people understand and tolerate each other in order to share each other's common a href= "//www.sjfzxm.com" > interest /a > goals.

What is worth learning from is the enterprise culture of Miao Li Yuan. Its core is: "we > < /p >.

"P > I," this is greater than that, that is, we can put the interests of the team in the first place, with the ego to obey the big I, with the big I to command the ego.

< /p >

< p > five fingers gather together to discuss who is the real boss.

< /p >

< p > thumbs proudly took the lead in the speech. He said, "among the five fingers, I rank the first and the most thick. When people praise the best or outstanding performance, they are thumbs up.

< < /p >.

"P > index finger disagrees." I am the biggest, "he said.

Besides, human beings must rely on me when they direct their directions.

< < /p >.

< p > middle finger disdains to say: "five fingers I am the most slender, such as standing in a crowd, and I live in the middle position, everyone stars in the moon. Is this the proof of the boss?" < /p >

< p > the ring finger is not to be outdone. It is right to assert that "the three place is too arrogant. The most precious jewels in the world are only on me.

That is why I am called the eldest.

< < /p >.

< p > little finger aside, but silent.

Four fingers were surprised and asked, "Hey, why don't you talk about your opinion? Do you still want to be the boss?" < /p >

< p > "everyone has a prominent position.

It is only when mankind is in the ten week that only I am closest to the truth and the other.

< < /p >.

"P" is a common phenomenon in the team.

This is a typical crab culture: when a crab is placed in a low pool, a single crab may crawl out of its own capacity. But if there are several crabs, they will be pyramid. One of them is on the top and one is on the lower side. Then the bottom one will not work, and will climb up and climb up the crab's legs, and nobody will climb up.

< /p >

< p > < strong > the origin of crab culture < /strong > < /p >

< p > 1. the helmsman of the team has no "sunshine psychology".

There is no pparent interest mechanism and incentive mechanism for team building.

As the saying goes, the upper beam is not right, the lower beam is crooked.

The source of team culture lies in the team leader. What kind of team culture does team leader have?

If the regiment himself is not bright enough to be aboveboard, cronyism, flattery, and petty favors will open the door to villains and mediocre people.

< /p >

< p > 2. there is no solidarity among top executives.

The relationship between top executives determines the vitality of a team and even an enterprise.

If there is a disharmony between the high level and the heart, or the internal conflict often occurs between the high levels, then the staff behind are bound to "line up the line".

If this is the case, the "fight" and "people" in the team will become the main line and the theme, and the real management, management and enterprise culture, it is natural to talk about.

< /p >

< p > 3. "non organizational behavior" in the team occupied the mainstream of team interpersonal relationship.

The so-called "non organizational behavior" refers to a close and intimate relationship formed across the Department in the team.

For example, the A of human resources department and the B of the business department and the C of the board of directors may be a group of "iron triangle" relationships in private.

Because this intimate relationship tends to breed working interests that pcend corporate culture and principles.

This kind of non organization "small groups" will consolidate their position. They will crowd out, suppress and persecute the virtuous people, so that the whole team will only have people who are inferior to themselves and listen to their own words.

Incentive mechanism and corporate culture are backward or incomplete, so that the sages can be assimilated and lack of reform and enterprising consciousness.

< /p >

< p > 4. the culture of the team is not really formed or not strong enough.

A team does not have its own real a href= "//www.sjfzxm.com/news/index_f.asp" > culture < /a >, or when the culture is not strong enough, it will not lead to team members' "mental link", and there will be no unified pace.

Under such circumstances, some uneasy members of a team or members of a new entry team will automatically jump out, lead the team to the wrong way with their own ideas and behaviors, or the team culture which is not strong enough will become more vulnerable under the impact of this "hero individual".

If this new member brings positive energy, it will be fine; if it is negative energy, then the whole team will have a "hidden" second regiment leader.

< /p >

< p > 5. there are too many crabs in the team.

Crabs are characterized by their domineering ways. They like to do things that are harmful to others or benefit others.

When a crab in a team is in the ascendant, it will break the balance.

The palliation of evil is a blow to good.

Or, if the members of a team are not equal to each other in terms of expertise, ability, especially age and personality, and the mechanism is not perfect enough, then the crab effect is inevitable.

< /p >

< p > 6. the evaluation criteria of the team lack fairness, pparency and defects.

A team, like the five fingers of the palm, is an organic whole only when it is united in the palm of the palm, so that a real fist can be formed, each of which has its own value and contribution.

If the evaluation system lacks fairness and pparency when it comes to rewarding rewards and rewards, it will undoubtedly lead to "five fingers".

< /p >

< p > < strong > crack path < /strong > /p >

< p > establish common objectives and interests mechanism under the sun.

In Tang's monk's Apprentice group, despite the misunderstandings of Sun Wukong, though Sun Wukong often had no control, he was greedy and sleepy even though he was greedy and sleepy.

Why? Because they have a common goal: to learn from Buddhism and to live in harmony.

The common goal and interest mechanism under the sun is the hook of the soul, which enables the hearts of team members to be closely linked.

< /p >

< p > establish emotional bonds between teams.

Teamwork, common interests and goals are important, but it is not enough to have goals and interests.

Man is an emotional animal.

The so-called "reasonable" and "common feeling" are the foundation and link of "Dali".

For profit, for bustling; for love and for exhausting its side; for profit and affection, for the battlefield.

< /p >

< p > establish a scientific performance evaluation system.

The so-called scientific performance appraisal system has the following characteristics: taking into account the long term and the present, both long-term strategy and realistic plan; taking into account goals and targets, reflecting strategic intentions and evaluating indicators; taking account of explicit performance and basic performance; basic performance is melon seedling; explicit performance is the fruit; taking account of all positions and departments, horizontal to vertical, and vertical; in the end, taking into account personal ability and teamwork, an excellent talent not only has excellent personal ability, but also has good team relationship and mass foundation.

< /p >

< p > no matter what industry, no matter how high technology content, no matter how big the a href= "//www.sjfzxm.com" > team < /a >, the relationship between people is always the first. Teamwork is always greater than personal strength.

And let this team strength really unite to the point is "hook heart" instead of "fighting angle".

< /p >