Will you put the interests of the company first?

In many companies, we often hear the voice of "putting the company's interests first" and often see the propaganda slogan of "the company's interests are above everything else". Whether to put the interests of the company first depends on your status in the company.

1. If I am the boss or shareholder, there is no doubt that I must put the interests of the company first.

2. If I am not a shareholder, it depends on which contradiction this interest is related to. Interests are used to solve contradictions, and different contradictions determine different interests. When one party pursues a certain interest, it has obvious or potential damage to the interests of the other party, and the contradiction between the two is born.

for example, in order to achieve the assigned performance targets, the company breaks down the assigned performance tasks and assessment requirements for all employees. If the tasks cannot be completed, there will be no salary for the month.

however, for employees of the company, it is impossible to complete the task of super-high performance, which means that employees work hard and can't get their wages, then the legitimate rights and interests of employees will be violated, and there will be contradictions in labor disputes.

in this case, we should think about the company's interests on the premise of protecting personal interests. From the essence of interests, under the premise that "responsibility and rights" are clear, the interests of companies and individuals are consistent.

In every position in the company, "responsibilities and rights" should be clearly defined.

"responsibilities and rights" are complementary, mutually restrictive and interactive. Responsibility and rights should be equal, in order to arouse the enthusiasm of every employee in the company, that is to say, what kind of responsibility you have, you should have corresponding rights, and at the same time you should obtain symmetrical benefits.

The company only talks about your responsibilities and obligations, and doesn't tell you what kind of power you have. How can you carry out your work equally and effectively? At the same time, I didn't tell you what will happen if you do it well, what will happen if you don't do it well, what kind of relationship will it have with your interests, and will you do it with your heart?

If a company wants its employees to achieve the assigned performance goals, it must fully consider and mobilize the enthusiasm of employees, formulate practical incentive measures and action plans, so that each employee can give full play to his individual ability, and finally form the comprehensive ability of the team to achieve the performance goals.

only when the interests of employees are satisfied can their kinetic energy be brought into play and the interests of the company be realized to the maximum extent. The interests of the two are consistent and should be taken into account. Within the company, we should also treat the relationship between personal interests and company interests dialectically. Usually, personal interests should be subordinated to the interests of the company, and local interests should be subordinated to the overall interests.

For example, some rules and regulations of the company are the needs of the overall interests of the company. According to the company's schedule, we should go to work at 8: a.m. and get off work at 5: p.m., so we can't consider individual special needs alone and ask the company to go to work at 9: , which will conflict with the interests of most people. At this time, the interests of the company are also the personal interests of most people in the final analysis. Only when there is a conflict between personal interests and company interests, under the premise of no harm to basic interests, the company interests should be the first choice.

For example, when the company receives an important customer order temporarily, it needs to work overtime to complete it. At this time, the interests of the company should be considered. If it is necessary to work overtime, it is impossible to find an excuse not to work overtime.

However, when employees are sick, they can't insist on working overtime, or even go to work. The company can't force employees to work on the job, or give priority to protecting employees' basic interests-ensuring their health. When there is no conflict between company interests and personal interests, it is the duty and obligation of every employee to protect company interests. For example, when you see that the company's interests are damaged, you just find out that you must take stop-loss action immediately to ensure that the company's interests are no longer infringed. You can't say it's not your duty, it's none of your business. Finally, to sum up, under normal circumstances, it is still necessary to put the interests of the company first, because the company is your ship, and you can't reach the other side of your dream without the escort of the ship.