A company with a market capitalization of tens of billions of dollars and annual sales of billions. And the manager of their entire company, there is only one person and one dog.
How did they do it?
Quite simply, the company has a fully automated production line, and all the products are produced from the production line. The person is responsible for feeding the dog, and the dog is responsible for watching the people not touch the production line.
Sounds ridiculous, right?
So why do we also want to train our employees to become robots? Just to make management easier?
There are some company managers who want all employees to be "in accordance with the scientific state of action." Let employees work step by step without any complaints and dissatisfaction.
This kind of manager probably lived in 1750!
Now the post-90s employees, as well as the future post-00s employees, are full of self-expression desire, hoping to meet their future development Latest Mailing Database needs through work. If you still want to use power or rules to limit employees, forcing them to remain unchanged and exist like screws, it will be difficult for employees to remain in the company willingly.
We know very well that everyone has their own personality traits. Then, if we want to truly respect every employee equally, we first need to understand the personality differences between employees.
I combined Stephen Robbins' point of view to divide the personality of employees into five characteristics:
One or five characteristics
Self-control is a person's attitude towards life and work, which is identified as self-influence or external factor.
You've surely heard a lot of people complain like this:
"He's just luckier!" "I'm so unlucky." "The boss likes her more."
These are all manifestations of low self-control. Such people prefer to look for reasons from the outside of things, believing that their lives are disturbed by many external factors. It is difficult for such employees to turn the company's incentives into motivation, and they are more likely to be negatively affected by external comparisons. However, it is also difficult for such employees to jump jobs, because job hopping is an internal change, and they hate internal change.
For people with high self-control, they believe that they can control their own destiny, so it is easy for them to devote themselves to their work and do their best for it. However, such employees are also prone to ignore the influence of external factors, may be stubborn, and will "not hit the south wall and do not turn back."
Therefore, for the self-control tendency of employees, we can make a preliminary judgment through the following questions:
Does he like to shirk his responsibilities? Does he have a low opinion of other colleagues? Does he aspire to a "Buddhist life"? (Of course, not the usual ridicule)
Self-interest is whether you will do whatever it takes to benefit yourself.
People with low self-interest will prefer to follow specific rules or act based on the right approach. This type of employee is more inclined to work stably, completing tasks step by step in a planned manner. Therefore, they are more suitable for civil servants, teachers, workers and so on.
People with high self-interest will pay more attention to whether the result is beneficial to themselves, and they do not care whether the process is legitimate. So they are better suited for lawyers, sales, negotiators and so on.