First, the distribution of benefits. Although the rectum is distributed according to work, there will inevitably be a situation in which the pay is not proportional to the return. Between colleagues, departments, and even between enterprises and employees, enterprises rate employees for various reasons, resulting in different salaries for employees in the same position. Even if employees make the same efforts, the final rewards will be different. However, these contradictions and conflicts can be improved by management methods. What I fear most is the contradiction between enterprises and employees. Enterprises want employees to work 24 hours a month, 365,438+0 days, while employees want to work according to normal working hours, with overtime pay and holiday benefits. In the issue of interest distribution, the conflict of interest between enterprises and employees is the most difficult to solve.
Second, the establishment of the system. As the saying goes, "No rules can make Fiona Fang", but in the workplace, in order to further squeeze employees, the management of some enterprises often set up some very harsh systems, such as restricting employees' clothing when it is not necessary, setting the number of times employees go to the toilet, and limiting the attendance methods of field personnel. Maybe many people don't quite understand this. They believe that the system established by enterprises must be established by employees. If it is set up to make up for the loopholes of employees, this is not the main reason for the conflict. For example, the company is in Shunyi, Beijing, and the office is in Daxing. Because of the work content, it will consume a lot of time and cost for field workers to go back and forth between the office and the company. It takes at least four hours to go back and forth. If you just want to play a card, it will inevitably lead to deeper and deeper contradictions between employees and enterprises, and some of them are conflicts caused by unreasonable systems.
Third, the problem of work content. Recently, a popular word is called involution, and some conflicts in the workplace are caused by involution, such as the work arrangement of new and old employees, conflicts within the team, mutual calculation between employees and so on. All these will lead to involution in the work, which will affect the progress and efficiency of the work. Top managers only look at the results and don't pay attention to the process, but the managers who perform below can't manage the team well, which will lead to the last departure who can do things and muddle along with high salary. What is even more frightening is that when such problems occur in enterprises, managers are unaware of them. Those excellent employees will not tell managers the real reason when they leave their jobs, while those who stay are still waiting for a group of new people. This kind of thing is not a case. The bigger the enterprise, the more common this kind of thing is.
In fact, we should carefully analyze that no matter what kind of conflicts or contradictions, they are actually caused by corporate culture and management problems. Many problems obviously exist objectively, but as managers, they just watch and even provoke contradictions. This is the problem.