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Paper代写:Emotional management of business

2018-09-14 | 来源:51due教员组 | 类别:Paper代写范文

本篇paper代写- Emotional management of business讨论了企业的情感管理。情感管理是人本管理的重要内容,它要求企业管理者要以真挚的情感增强来管理者与员工之间的情感联系和思想沟通,是把思想工作也纳入企业管理体系的一种管理方法,是现代企业制度下科学管理的重要组成部分。建立以人为中心面向人的情感管理,既能满足员工的心理需求,又能提高企业管理的效果,从而为企业的发展提供源源不断的动力。本篇paper代写51due代写平台整理,供大家参考阅读。

Emotional management,企业的情感管理,paper代写,代写,essay代写

Emotional management is an important content of humanistic management. It requires enterprise managers to strengthen the emotional connection and ideological communication between managers and employees with sincere emotions. It is a management method to bring ideological and political work into the enterprise management system and an important part of scientific management under the modern enterprise system. The establishment of human-centered and people-oriented emotional management can not only meet the psychological needs of employees, promote the formation of a harmonious working situation, but also improve the effect of enterprise management, so as to provide continuous power for the development of enterprises.

The purpose of emotional management is to use a human organizational culture to coordinate the relationship between enterprises and employees. Motivate employees in a humane and personalized manner. The starting point of management is to promote the realization of reasonable aspirations of employees, realize the common development of enterprises and employees in an environment of respect, trust and support, and let employees feel their own value and significance in work.

The situation of each employee in the enterprise is changing, which determines that emotional management is different from other management methods and has its own characteristics.

Human emotion is limited by time and emotion management should be transferred by time and place. Therefore, the emotion management should grasp the time regulation, discover the problem in time and take effective measures in time. It is easy to cause some legacy problems and hinder the concrete implementation of emotion management by missing certain time. Second, directivity. The generation and change of worker's feeling, often live together with certain problem, certain desire, reflect apparent directivity. Ignoring this, emotional management will be ill-directed. Therefore, in the work, the work must be done, can really blossom and bear fruit; Third, continuity. Emotion management is not a periodical affair, but a long-term continuous work. As the enterprise moves forward and the social environment changes, employees will show colorful emotions. But from a certain Angle, the real emotion is the continuation and development of the past emotion, the two are related. Therefore, we should adhere to the rules of connection and development and pay attention to emotional continuity. Fourth, communication. Traditional management emphasizes the grasp of employees' behaviors, ignores the care of employees' inner feelings, and shows more characteristics of being inflexible, mechanical and arbitrary. Emotion management, on the other hand, pays attention to the objective psychological situation of human beings, attaches importance to the communication between each other, and shows the characteristics of democracy, equality and harmony. The implementation of emotion management, mainly through different communication channels, strive to contact feelings, exchange views, and finally reach consensus. Therefore, it is more effective than the traditional management method, the method is more feasible; Fifth, hysteresis. The management of the system is generally effective and immediate. Emotion management has a certain lag, not to see the effect soon, but its effect is solid, lasting. It's the transformation of people's emotions that doesn't happen very quickly. Therefore, only emotional communication can achieve behavioral change, and the behavior with emotional attachment is the most powerful.

Emotion management is the management mode of modern enterprise. If enterprise managers want to use emotion management flexibly during working hours, they must follow the basic principles of emotion management.

The basic principle of emotion management has three aspects: one is the principle of universality. The enterprise personnel is numerous, the sentiment that reflects comes out is various. To straighten out the emotions of employees and cultivate their healthy emotions, we need to take the overall situation into consideration and focus on the general problems. You can't beat or suppress the positive emotions of most people by satisfying the negative emotions of fewer people. Second, the principle of efficiency. The primary goal of emotional management should be: the employee's emotion is better and positive; the needs of the staff are basically met, and they are relieved of their duties. The enthusiasm of the staff is very high and full of energy. Truly achieve this goal requirement, can drive the enterprise to develop well, can certainly promote the enterprise economic benefit growth. Therefore, enterprise leaders must understand that emotional management is linked to the economic benefits of the enterprise, and the use of emotional management must reflect economic benefits. Emotional management without economic benefits is not successful, or even a failure. The third is the principle of control. The function of emotion management is limited, it can only be one of effective management methods. In the use of emotional management, avoid a word "excessive", abuse of emotional management can not fundamentally solve the problem. And the mood of management object, demand and enthusiasm to do accurate analysis. The positive positive, the negative negative, the adjustment of the adjustment, not lost control, avoid unprincipled coping, do "good man". We should adopt rational and scientific control to implement emotion management accurately and effectively.

One is to create a fair, just and open atmosphere within the enterprise. Pay attention to the actual assessment, enhance the internal motivation, to achieve a clear reward and punishment, chapter must follow, and form a good working atmosphere of the enterprise; Second is to do everything possible to arouse the enthusiasm of employees dedicated to work. Every enterprise should adjust the work posts of employees regularly and change the practice of "staying the same, never changing" so that employees have the right to choose their career positions. Appropriately changing jobs can increase employees' interest in work, stimulate their enthusiasm for work, and exercise employees' ability to adapt to work, so as to improve the work efficiency of the enterprise; Third, we should adopt democratic and equal working methods. We should create an atmosphere of free discussion and exploration within the enterprise, give employees some autonomy, encourage them to tell the truth and tell the truth, care about the future and destiny of the enterprise, participate in the management activities of the enterprise, and offer Suggestions for the development of the enterprise. Fourth, respect the personality of enterprise personnel, protect and support their healthy feelings. When making decisions or executing, enterprises should fully respect the thoughts and wishes of enterprise employees, respect their own personality, do what they are willing to do and do what is beneficial to them. Once against the enterprise personnel's will, hurts their personality, any work is difficult to complete smoothly; Fifth, dredge up and down communication channels. Enterprise managers must go out of the office, go deep into the field of enterprise management, strengthen information communication and emotional connection between superiors and subordinates, and reliably grasp and guide the development of the situation. Realize advanced guidance, timely prevention, so that the adverse factors can be eliminated as soon as possible, to promote good aspects of the transformation; Six is to care about key employees. Do a good job to help employees who have difficulties and problems. Be honest and do practical things to help them. By doing one thing at a time, you can reach more people and motivate more employees. Seventh, managers should lead by example and unite the masses. Enterprise managers should be strict with themselves and act by themselves, maintain common values with subordinates, share weal and woe, do not engage in privilege, equal get along with each other, fulfill their responsibilities, establish a good relationship with groups, form joint forces, and promote the rapid development of the enterprise.

Generally speaking, emotion management can be divided into seven stages: cognition stage, communication stage, guidance stage, coordination stage, transformation stage, inspection stage and evaluation stage. For these seven stages, the following management methods can be adopted: Business managers and employees should talk with each other sincerely and equally on issues of mutual concern, communicate information, enhance feelings and exchange views, so as to jointly explore and solve problems. Through a practical and simple investigation, the employee's emotional performance, demand composition, work attitude and other situations can be mastered, laying a foundation for the formulation of measures and countermeasures of emotional management. Direct and indirect methods are used to find out the performance and psychological state of employees. It is necessary to carry out various cultural, learning and public welfare activities among enterprise employees, and reflect the mental state of the employees in the activities, so as to master various emotions and emotions revealed by the employees. Enterprise managers, especially senior managers, should meet with enterprise employees on a regular basis and have direct conversations with each other to enhance mutual understanding and eliminate misunderstandings, so as to protect and promote the initiative of employees. You can set up a reception day, network mailbox, online BBS, suggestion box, etc., and listen to the opinions, Suggestions, criticism and even complaints of employees in a timely manner. Give employees the opportunity to express their wishes and relieve their psychological pressure. We need to pay attention to the fact that we must respond to questions and answers in a timely manner, and we should not ignore them or put them off. According to the characteristics of the enterprise, the related personnel should be summoned regularly to make a comprehensive assessment of the ideological, psychological and behavioral status of the enterprise employees, determine the basic results, find out the existing gaps and reasons for the gaps and formulate the solutions.

In general, to do a good emotional management, enterprises must be the "home" of employees, so that employees have a sense of belonging, security and happiness. Managers at all levels of an enterprise should care about and care for their employees as their relatives do. Only in this way can employees more consciously create benefits and wealth for the enterprise. In addition, emotional management should pay attention to the combination with corporate culture construction, formulate development strategies and development goals that have corporate personality and reflect the company's expectations, formulate developmental ethics and code of conduct, train talents, develop intelligence, and improve employees' cultural quality and technical expertise.

As long as an enterprise truly attaches great importance to employees' emotional factors, which can not be ignored for its business operation and development, and does the emotional management well and truly, it will create an efficient and harmonious enterprise environment with unlimited positive energy and the integration of people and enterprises.

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