The view of a senior scholar of China Academy of Social Sciences may be the answer: the defect of Foxconn's management system plays a decisive role in the tragedy, that is, the pressure of employees cannot be released normally there.
Liang, a senior trainer and psychological counselor, said that young people who go out to work lack an important person to guide them. We should give great care and attention to those young people around the age of 20. They are the middle force of China's future. This is a social problem, and it is also related to the future of China, which requires the concerted efforts of all of you, Qi Xin.
Foxconn's "nine consecutive jumps" put the mental health problems of the new generation of migrant workers in the spotlight. At the same time, a strange term has gradually surfaced-psychological capital.
Psychological capital refers to the positive psychological state of individuals in the process of growth and development. It is the core psychological factor beyond human capital and social capital, and the psychological resource to promote personal growth and performance improvement, including self-efficacy, hope, optimism, tenacity, emotional intelligence and so on.
At present, more and more human resources departments of enterprises have realized that psychological capital has become an invisible new human capital. This kind of intangible capital can bring intangible value to enterprises.
EAP in large enterprises has become a trend.
One day in March, psychological counselor Liang went to a company in the south for training.
At 8 o'clock in the morning, the night shift and the day shift are changed. Workers in and out of the workshop wear uniform tooling, and some people dye their hair and chase each other. In the training class, Liang saw that many people used good mobile phones and kept fiddling with them.
"Those mobile phones are their friends and spiritual comfort, adding some color and joy to their monotonous and boring life. Looking at them, my heart is full of pity and anxiety. " Liang told reporters.
Liang said that under normal circumstances, a person's suicidal behavior will affect 5-6 people with homogeneous problems around him, and the workplace is more contagious. The background of Foxconn employees is very homogeneous, so in a sense, the nine consecutive jumps are caused by the infectiousness of suicide. In this case, it is not only necessary to intervene in people in crisis, but also life education and values education are very important to them in daily life.
In fact, at present, large domestic enterprises have paid more and more attention to employees' mental health.
Lenovo's former employee in charge of human resources told National Business Daily that Lenovo has many products about employees' mental health, including purchasing EAP for employees. EAP is the English abbreviation of "EmployeeAssistanceProgram". It is an intervention plan to prevent and solve work and personal problems that may affect employees' performance. It is a mental health benefit purchased by enterprises for employees and enjoyed by employees free of charge. Generally speaking, it is a psychological service system, which can better understand and meet the mental health needs of employees and is also a new way to solve personal problems.
The reporter learned that more than 90% of the Fortune 500 companies have established EAP. In this context, a large number of foreign-funded enterprises, especially IT enterprises, such as Hewlett-Packard, Motorola, Cisco, Alcatel, Nokia, Ericsson, Coca-Cola, DuPont and Procter & Gamble, have started EAP projects in China.
EAP mainly includes three aspects: primary prevention, secondary prevention and tertiary prevention. Its function is to eliminate the source of induced problems, educate and train, and provide psychological counseling and consultation to employees.
Wang Rui, manager of Shengxin Sunshine Marketing Department, who provides EAP services for China enterprises, told me.
National Business Daily: At present, most enterprises that buy EAP products are located in big cities such as Beijing, Shanghai, Shenzhen, Guangzhou and Wuhan.
At the beginning of his career, Wang Rui gave psychological counseling to prisoners in prison. He said that he often saw some failure cases there. What we see here is a different situation. "Because people who accept EAP are a group of people who have a good life and want to live a better life."
Flexible management is not just a coffee shop.
The second reflection of Foxconn incident on enterprise management is the change of traditional management mode.
Can those large assembly line enterprises increase flexible management methods under the management of militarization, simplification and rigidity? This is a question that Liang pondered.
How to show flexibility? The specific approach is to start from the grassroots level. The soothing and comforting effect of peers is particularly important for young people of that age. If the management recognizes this role, it can consciously adjust the grouping of new employees. For example, according to personality characteristics, native place, etc. New employees are placed in teams with fellow villagers or classmates, or introverts are placed in groups with many extroverts to optimize interpersonal relationships and relieve stress. Another way is to find peer counselors from employees, create an atmosphere, explore their internal needs, motivations and life development goals, and then stimulate their interest and enthusiasm in learning cultural knowledge. Those children may not have high academic qualifications, but that doesn't mean they don't have the desire to learn. Knowledge is only the nutrition to enhance the wisdom of life.
Everyone who has been to Foxconn agrees that Foxconn's production area is very good, and the factory is equipped with tennis courts, cafes and ventilation rooms, but employees will think that I have worked hard to earn a little overtime, so is it ok to have a cup of coffee for tens of dollars? How much does it cost to play tennis once? This is too extravagant for them.
Liang said that it can't be said that these venting hardware facilities are there and will definitely play a role. It only caters to the needs of some people, and more people need personalized decompression methods. There are some decompression methods that white-collar workers like, and blue-collar workers may not accept them. Just like a new coffee shop opened near the company, some people just regard it as a landscape and have never been there. Differentiation and matching are the key.
Therefore, Liang said that the best way for enterprises to pay attention to employees' mental health is to match their real needs. What does a blue collar need? What do white-collar workers need? What do top managers need? Catering to their sexual and personality needs is the best way.
Who will guide the new generation of migrant workers?
A professional manager with factory management experience in the south told the National Business Daily that the Foxconn incident not only made enterprises pay attention to employees' psychological intervention and change their management methods, but also began to think about a long-term topic: the special identity background of the new generation of employees and the social problems caused by it.
According to the professional manager mentioned above, people who go out to work now, "post-80s are the mainstream, and post-90s are also increasing". They shoulder two missions, one is to change their parents' quality of life, and the other is to change their own destiny. These missions are on their shoulders, and many times they don't know how to achieve their goals.
Seeing their parents' hard work, they are thinking, in what way can they earn more money? The reality is that their ideal of making a lot of money is quite different from the actual situation. They have no other career growth channels except working overtime to earn hundreds of dollars. It is difficult to achieve the goal of struggle, which makes them eager for quick success and instant benefit, give up on themselves and hesitate. Then, there will be complicated emotions. Under the interweaving of multiple negative emotions, their hearts will become more and more fragile.
They are called "the new generation of migrant workers".
"Let them go back to the countryside, it is very difficult. They got on this track. Although the track is full of bumps, they can't get back to the starting point. Compared with people in their thirties and forties who explore the world from rural areas to cities, these children only know that the outside world is wonderful, but they don't know what they need. They have no direction when they come out. "
According to statistics, the rural population entering cities in China exceeds 65.438+0.4 billion, and the second generation children account for 5%~7% of them. They are distributed in all walks of life, including all kinds of Foxconn.
Liang said that these children are not mature enough physically and mentally, and they are confused and unable to deal with problems. At this stage, guidance from others is especially needed. When they walk alone on the road of life, they wander in confusion and are easy to despair after being frustrated. If there is not enough support to help them get out of the predicament at this time, continuous pressure will lead to suicidal thoughts. Once the idea of suicide is confirmed, their performance is either calm or even weirder. These are early signs and sensitive periods that prompted intervention.
Psychological samples of Foxconn employees after 1980s and 1990s.
"Iron Man" is a great insult.
Interviewer: Zhu Xiao (pseudonym) Working time at Foxconn: 3 months Education: Technical secondary school.
In fact, Zhu Xiao has a secret.
He was born in 1987, but he was actually born in 1990. He said, "I don't want others to think that I am a child."
Zhu Xiao left after working at Foxconn for three months, and his resignation request was not approved. To this end, he lost half a month's salary.
Now Zhu Xiao works in a travel ticketing company in Beijing, and is responsible for docking with college students. The salary of more than 2,000 yuan in January is still a bit stretched for him. However, as he said, I feel more comfortable and free here than when I worked at Foxconn.
Zhu Xiao said he didn't like Foxconn. Leaving Foxconn, he felt like "fleeing".
Zhu Xiao's job at Foxconn is not an assembly line, but induction training for new employees. According to Zhu Xiao, there are two kinds of new employees, one is white-collar workers with higher education, and the other is blue-collar workers with lower education. Zhu Xiao is responsible for the induction training of new blue-collar employees, focusing on the common sense of teamwork, safety and coordination.
He said that what impressed him the most was that there were some workplaces for heavy metal processing in Guanlan Branch Factory, where workers mainly did polishing, and there were no more professional benefits except that the basic salary was a little higher than other front-line workers. They get the basic salary of 1600 yuan, and wear uniforms different from other blue-collar workers-sleeveless vests with the words "Iron Man" printed on them.
"I always feel that the word' Iron Man' is a great insult and discrimination." Zhu Xiao said that he was extroverted and disliked many of Foxconn's militarized processes. "This is not human at all," he said. People with other personalities may not have that many opinions.
To be sure, Zhu Xiao is very popular in the company. Everyone nicknamed him "the guy who escaped from the labor circle."
Zhu Xiao said that Foxconn's enterprises are too big. There are more than 400 thousand people in that factory in Shenzhen alone, and there are more than 10000 people in security alone. "Are young people, tough. So many people commit suicide, I wonder if there is a probability problem? "
Many people in the dormitory don't know each other.
Speaker: Xiao Zhang (pseudonym) worked in Foxconn for two and a half years (joined in March 2007 and left at the end of 2009) Education: High school.
Xiao Zhang, born on 1988, has a girlfriend now. She is a beautiful girl from Guangxi. Because of her, Xiao Zhang came from Foxconn to a textile factory of 200 people in Jiangyin, Jiangsu Province, to do cloth color matching work.
Xiao Zhang experienced a colleague jumping off a building. He said that children who jump off buildings may feel wronged. What I don't understand is, what kind of problems led to suicide? If you are really unhappy at work, you can resign with a maximum salary of 10 days.
He said that Foxconn is still quite good. In addition to the busy assembly line, he misses the treatment of Foxconn and the dormitory with very good environment. The dormitory once allocated to him for 2 1 person is actually only 12 person. Even so, he chose to share the rent around 240 yuan with his colleagues outside. He said that the bed on the upper, middle and lower floors made him feel too depressed. The most painful thing is that although there are so many people living in the dormitory, everyone doesn't know and there is no topic.
Xiao Zhang's income in Jiangyin is far worse than that in Foxconn. But even so, he doesn't want to go back to Foxconn. He said it was good, but it was boring. In fact, many colleagues with Xiao Zhang have now been promoted to foreman. When Xiao Zhang resigned, the leader said that he would be promoted to be the foreman, but he didn't agree.
"I don't understand why they want to commit suicide, and there are so many people." Xiao Zhang said how much pressure others said, but I didn't feel much pressure. There is a TV in the dormitory and you can play billiards. Xiao Zhang, who doesn't live in the dormitory, can't enjoy the supporting services of the dormitory-TV and billiards. When he is bored, Xiao Zhang will go to the Internet cafe outside the factory to surf the Internet.
As in the interview, a partner who went to Foxconn to inspect machinery and equipment told reporters that Foxconn's supporting facilities are still very good.
Xiao Zhang said that the factory has a library, a well-decorated Internet cafe, a ventilation room, a coffee shop, and KFC and Master Kong noodle restaurants.
Xiao Zhang came out of Foxconn for half a year and never met a factory with better treatment than Foxconn. Although a little uncomfortable, Xiao Zhang said, "Just get used to it." Regarding the future, Xiao Zhang said, let's take it one day at a time.