What kind of team atmosphere does a modern organization need?

-The road to the transformation of private enterprises (60) Yao strives to establish a teamwork atmosphere in modern organizations in order to improve the cohesiveness of the organization and improve the enthusiasm, creativity, initiative and loyalty of its members. In order to achieve this goal, managers need to do the following two things. First of all, to create such an atmosphere of teamwork, managers need to respect, value and motivate organization members and employees. If you don't respect and care for employees, employees naturally can't form loyalty to you. You can buy a man's hand, but you can't buy his heart. This is the root of loyalty and enthusiasm. You can also buy a person's body, but you can't buy his brain, which is the base camp of creativity and talent. Only a change of heart can win the loyalty of employees. Wu Jianzhong, former vice president of Hewlett-Packard China Company, once said that a good enterprise and a good manager should always keep this in mind: his duty is to help employees succeed. If a manager bullies employees with power, he is not a competent manager, at least not a manager with modern consciousness, and looks like a foreman in the old society. For a manager, the most important thing is to use his power, professional knowledge and influence to help his employees succeed, instead of letting his employees fail and constantly firing them. Some companies seem to know how to emphasize the principle of customer first, but completely ignore that it is employees who serve customers. They don't even understand a simple logic: you should treat employees as you want them to treat customers. Some managers are often "unresponsive" or even "insensitive" to employees' interests and emotional changes, which leads to the accumulation and even intensification of contradictions. There are also some managers whose promises to employees are superficial, whose words and deeds are different, and even engage in formalism to fool employees. Many bosses of private enterprises said, "I attach great importance to my employees and have high expectations for them. I also try my best to be kind to them and hope that they will work wholeheartedly for the company. " However, I always feel that employees are disloyal. If one day I am sick at home or on a business trip, some people will be lazy or even do nothing. Why can't we train them to be loyal and responsible employees? Why can't I always find such employees? "What they see from employees is only the weakness of human nature, and it is difficult to find the advantages of human nature. Helpless, some managers have to make the management system more and more severe and ruthless, and use the majesty of power to shock employees. So the independent space left for employees is getting smaller and smaller. They don't know the relationship between constraints and incentives, so they don't learn to use the power of incentives to mobilize the enthusiasm, initiative and creativity of employees. As we all know, too strict and lack of humanized management, too hierarchical system, can only make the atmosphere within the enterprise more lack of vitality and vitality. When a columnist visited Intel, he saw that the cubicle of Intel CEO Grove was as big as that of employees, and he sharply accused Grove of hypocrisy. But Grove replied that he didn't want to enlarge his power and put psychological pressure on employees, so that he could communicate with employees better. Secondly, to create a good atmosphere of teamwork, managers also need to pay attention to organizational construction and establish a sound management system. The fundamental reason for the success of an enterprise that can leap from entrepreneurship to development is the establishment of a set of systems, including various systems, core values, mission, vision and corporate culture. This system is the premise of building an efficient team. Such a system can help enterprises create a United, nervous, serious and lively organizational atmosphere. In modern organizations, the rapid and effective establishment of this system requires that the managers of enterprises must first be management experts, preferably professional managers who have been systematically studied and trained. Of course, if an entrepreneur has not received such study and training when starting a business, it is not too late to make up lessons later. Many famous universities' EMBA degree education programs and president training courses provide such learning and training opportunities; Many trainers and consultants provide professional on-site services in this field. According to the author's feeling, the reason why American business school education has become the most expensive and popular education in the world is that it can use a large number of successful cases to teach truly insightful and integrated managers through repeated drills, and establish a set of practical methods for such a system. Within this system, enterprises should create a fully free and independent atmosphere for managers and employees, and let them undertake clear and challenging responsibilities. In this mature management system, select, train and employ professional, self-disciplined and effective managers and employees. The company only needs to maintain and manage this system, without direct managers, and the enterprise mechanism can naturally handle various management problems and employment problems on its own. This is the ideal realm that entrepreneurs and business managers should pursue. First of all, using the modern thought of management by objectives, the work of leaders has changed from just controlling subordinates in the past to working out objective standards and goals with subordinates, and reaching an agreement with subordinates, so that they can complete it by their own enthusiasm. These * * * are the same as the accepted standards of measurement, which urge the managed people to manage themselves with goals and self-control, that is, self-evaluation, rather than being evaluated and controlled by outsiders. Any enterprise must form a real whole. Every member of an enterprise makes different contributions, but they must all contribute to a common goal. Their efforts must all be in the same direction, and their contributions must be integrated to produce an overall performance-no obstacles, no conflicts, no unnecessary duplication of work. This requires leaders to fully communicate with subordinates, fully negotiate and fully solicit opinions when formulating various work goals and standards, and finally reach a consensus to turn organizational goals into common goals. This is the essence of management by objectives. We say: communication brings understanding, and understanding brings cooperation. Without good communication, members can't understand the intention of the organization. Without understanding the intention of the organization, it is difficult to form an ideological tacit understanding and it is impossible to carry out effective cooperation. This is especially important for managers. An enterprise with good internal communication can make all employees truly feel the joy of communication and the performance of * * *. Strengthening internal communication can not only make management easier, but also greatly improve the performance of ordinary employees and enhance the cohesion and competitiveness of enterprises. Therefore, managers need to learn the principles of modern organizational team building and learn to use the method of team communication. Secondly, the most important part of leadership is how to use good people. In daily management, there are two situations in employing people: people can do things well and people can't. If the user can do things well, he should authorize it; If the user can't do something well, there are only two situations, one is that he can't do it, and the other is that he can't do it. If you can't do it, you need training and guidance; If you don't want to do it, you need to take incentive measures through the right mechanism to mobilize people's enthusiasm and initiative. Finally, as an effective leader, all people who can't do things well need authorization. In other words, the organization should form a widely authorized management mechanism. Therefore, if the leadership function is effectively played in management, it should be authorization, encouragement and training. If we can understand the role of leadership in this way, there will be no situation in which management can't find the right person to do things. Because no matter what the subordinate's ability is, as long as the leader plays the management function, people can become competent people and the organization can produce performance. Therefore, there are no bad soldiers, only bad generals, which is the reason. Finally, leaders must believe that people are willing to take responsibility, make contributions and achieve something. If a leader assumes from the beginning that people are weak, unwilling to take responsibility and lazy, then he will get some weak, unwilling to take responsibility and lazy people. This kind of understanding will destroy people and eventually destroy the organization.