Excellent reading review based on strivers

Excellent reading thoughts based on strivers (1)

Culture is abstract, invisible and intangible, but it does not affect us all the time. Any company has its own culture. A good culture can motivate and encourage people, unite the hearts of employees, stimulate their motivation, and let everyone know the way forward. A striver-oriented culture is the sublimation of a people-oriented culture. It advocates employees to be dedicated and diligent, keep making progress, and not slack off, and opposes employees who are arrogant, unwilling to make progress, and sneaky. It is also the standard for judging the value of employees. can play such a role.

The general experience of enterprise development: the first is the start-up stage, the second is the development stage, and the third is the mature stage. In the start-up stage, authoritative management is generally adopted; in the development stage, institutional management is generally adopted; in the mature stage, cultural management must be adopted. But for corporate culture, it will accompany the entire process of corporate development, and cultural issues are not discussed only at the mature stage.

Corporate culture is not just a few beautiful slogans, nor is it a slogan posted in the window or hung on the wall. It is reflected in the daily work and various behaviors of all employees, and is reflected in the vast majority of employees. Generally recognized and able to consciously practice it. Not just work attitude, but also specific actions. A good culture must be guaranteed by systems. Without advanced systems, there would be no advanced culture. Without institutions, culture is like a portrait of a beautiful woman posted on the wall, which only attracts attention but has no substantive meaning to your life. Therefore, in order to establish an excellent corporate culture, a sound institutional system must be established. Once the system is established, we must unswervingly implement it, use the system to regulate employee behavior, and make compliance with the system a conscious decision for everyone.

To ensure that the system is implemented in place, necessary inspections and assessments must be carried out to promote the formation of habits through coercion. Habits will become natural and a good culture will be formed. At present, the survival space of the express delivery industry seems to be very large. In fact, the field is already in a state of fierce competition. Under this situation, if we want to be invincible and win opportunities for continued development, we must keep our eyes on it. Go inward and do a good job in internal management. We do not have the resource advantages, talent advantages, financial advantages, and policy advantages of some experienced companies. If there is any advantage, it is the flexibility advantage of "salary and employment". Therefore, if we want to make good use of this advantage and maintain our vitality, we must establish a corporate culture that is based on strivers.

To establish a striver-oriented culture, I think there are the following points: First, establish an assessment and evaluation system for employees, which can be combined with performance appraisal to conduct regular evaluations of employees in a more scientific way. Second, the salary distribution is tilted towards the strivers, so that the strivers can benefit financially. The third is to establish a tenure system for middle and senior managers, accept comprehensive assessment and evaluation of tenure, and effectively implement competitive recruitment. This is extremely important. The fourth is to resolutely overcome the problem of seniority, and judge heroes based on their abilities rather than their seniority.

These measures may not seem to have much new ideas, but the key is whether the company really pays attention to them and whether they really resolutely implement and implement them. The initiator of a striver-oriented culture: Huawei's vivid case study of 25 years of rapid development has given us a lot of inspiration. Building a striver-oriented culture is an experience worth learning from. Let those who strive to stay and those who don't strive to leave; let those who work harder get benefits, and let those who cheat and cheat not get benefits. Only then can we truly give full play to the advantages of human resources. Only in this way can we have hope. Only in this way can we There is a future! Excellent after-reading thoughts on "Struggle-Oriented" (2)

After reading "Struggle-Oriented" written by Mr. Zhang, I felt a lot, as a new employee of Yiliu. I think I still have a long way to go, but if I want to create greater profits for the company and add color to my personal working life, I must work harder and harder, and struggle again.

As new employees, we are all young and have a certain amount of motivation. Since we don’t have much work experience and our work ideas are relatively single, we often take detours at work, and sometimes we fail due to minor difficulties or Some minor discomforts and confusions. In fact, this seems normal to me, and it shows that we are already on the way forward, and these small difficulties have become episodes in our struggle. I think Yiliu's "strugglers" should be those who have a passion for work, constantly accept challenges, and re-create themselves through continuous challenges, and then continue to move forward and gradually become stronger.

The "strugglers" of Yiliu should first be absolutely identified with and loyal to Yiliu's cause, and practice Yiliu's seven values; the "strugglers" of Yiliu must be full of passion for work, And have a sense of responsibility and mission for the development of Yiliu; the "strugglers" of Yiliu should maximize the value of their positions and adhere to a "result-oriented" acting style; the "strugglers" of Yiliu should always Have crisis awareness and continue to improve at work; "strugglers" in Yiliu's career should have the spirit of research, learning, and continuous innovation. These are Mr. Zhang's requirements for Yiliu's "strugglers". These five requirements are comprehensive and incisive. They are not much to say but not easy to achieve. This requires each of us at Yiliu to have a sense of responsibility and a sense of mission. Think about the interests of the company with the protagonist's mentality, and at the same time have "crisis awareness".

Use your heart and wisdom to give opportunities to others. I think each of us may have a slightly different understanding of "struggler", but with the directional requirements put forward by Mr. Zhang, I believe there will be a wind vane in the heart of each of us, which guides us. Move forward on the road of struggle. Yiliu gives equal opportunities to everyone. As long as you are willing to work hard and challenge, I believe there will be a broader stage waiting for you.

Finally, we must take the business policy of "customer-centered, striver-oriented, adhere to the business philosophy of "change, innovation, and service" to comprehensively enhance the company's overall competitiveness!" The guiding ideology of struggle and progress. Aiming at the long-term development of the company, we work together in unity! Excellent after-reading review of "Struggle-Oriented" (3)

I have read the book "Struggle-Oriented" in the past few days and gained a lot. The core of this book is management. It elaborates on how to manage and emphasizes that the core of management is people.

It is said that management must start with people. American psychologist Abraham Maslow proposed in his 1943 paper "Human Motivation Theory": Human needs are like a ladder, from low to high. There are five types: physiological needs, safety needs, social needs, esteem needs and self-actualization needs. This theory of hierarchy of needs has two basic starting points. First, everyone has needs. After a certain level of need is satisfied, another level of need will appear; second, before multiple needs are unsatisfied, urgent needs must be met first; After the need is satisfied, the subsequent needs will show their motivating effect. Accordingly, in modern society, physiological needs, safety needs, and social needs can be said to be inherently satisfied. What people are pursuing are respect needs and self-actualization needs. The most intuitive manifestation of these two needs is at work.

The book "Strivers Oriented" first discusses how to create value with all our strength, how to correctly assess value, and how to reasonably allocate value, and proposes that correct assessment of value is the basis for reasonable distribution of value. The difference between the two The purpose is to create value with all our strength, and it even mentioned that "Lei Feng cannot be allowed to suffer", which inspired me deeply. As the person in charge of *****, there are many issues worth thinking about how to do the work of our department better, how to better realize the value of our department, and realize the value of everyone in the department.

This book has provided me with a lot of valuable experience worth learning from. For our *** department, we must work hard to create our own "locomotive" of struggle and lead our department forward. This It requires starting from oneself. You must be fair and just to others at work, be realistic and adhere to principles when doing things, and employ people based on their strengths without seeking blame.