The Temptation: Beautiful Female Boss

"Of course, Wang batian is not that stupid..."

"Yes, stupid people like Zao se will find a ghost to replace death, not to mention smart people like Wang batian. It's so easy for us to find the evidence, so he's still a bully? Ha ha, Hu Ke, Wang batian is a more difficult opponent than Wang Huashan. But don't be afraid. Wang Huashan will hurt our bodies, but Wang batian doesn't have to. " I'm optimistic.

"But I still got you divorced..." Hu Ke lowered his head and said in shame.

"Silly you! Even without you, can't he count on Zihan? Who will go to hell if you don't go to hell? In fact, Wang Jin and I have Make up. That's, that's me and Susha. It's just me. Really, don't feel guilty. " I said hastily. "Just work hard."

Hu Ke raised his head and said in a very low voice, "well."

……

……

The implementation of the company's reform policy is a long-term process, which takes a long time to run in. There are running in between new and old employees, as well as running in between new and old employees. The running in process requires everyone to absorb and learn from each other, grow up with each other, and new and old employees stare at each other, so there is the pressure of competition. At the same time, this kind of pressure also forces us to work hard to grow and learn. The old employees of the company used to know each other when they were working, so there was never any pressure. Now we introduce a group of people with high education background, rich experience and better understanding of standardized operation. The old employees will feel the increased sense of pressure, and the new employees also know that they have to make some achievements in order to work in the company If the director general works for a long time, he will get a raise. If you don't make some achievements, you'll be so fussy. Will be criticized by the old staff or will be eliminated by the company, so as to lose this very well paid job. So both sides are working hard to do a good job. In fact, it's a good thing that this kind of appropriate pressure of mutual promotion can be controlled. It can encourage both parties to grow up as soon as possible, so as to meet the requirements of work and improve the level and quality.

The company's reform is not only a contradiction between new and old employees, but also a contradiction between old and new employees in the process of reform.

Manager Zou of the company's production department is 40 years old. He has been engaged in the foundry industry for more than ten years and has rich experience. He has also worked in a large foundry enterprise in the Pearl River Delta, and has a wide range of knowledge. He is a rare senior person in the company. He has strong ability and can also have a sense of responsibility. However, his shortcoming is that he is too tough, and he likes to nag like a woman. He is also very arrogant and often likes to show off and boast about how powerful he is.

In fact, after manager Zou came into the company, he was quite responsible for his work, but he worked for several months because of his rich experience and the ability of a manager. Make the company's GDP rising. He also saw that the output value kept going up, and he knew that he was better than others in the company, so his tail began to tilt up, and he began to teach others all day, as if he was the biggest. Because of the good results, when I worked as the quality manager twice, when the supplier came to the company to inspect the supplier's goods, I relied on my contribution to the company. I see that the supplier is just a small company. Therefore, it is a bit difficult for the supplier to ask that the supplier's car must be parked in the factory and inspected by IQC. As a result, the supplier complained to manager Liu, who had a dispute with manager Zou. In addition to some minor contradictions between the company's project plan and production, manager Zou often insulted manager Liu behind manager Liu and in front of many employees.

In the company's complaint box. Several times, someone wrote to the general manager's mailbox, saying that manager Zou looked down on others by his achievements and insulted manager Liu in front of many employees. Usually, when they were inconsistent in plans and requirements, they began to quarrel. When manager Liu left, no matter who was next to him. Manager Zou will point at manager Liu's back and scold: this abnormal old woman doesn't understand bullshit and so on.

In fact, I didn't believe it at first. Later, when manager Zou talked with me, he said something like that intentionally or unintentionally. Only then did I believe that manager Zou really went too far. Therefore, in a conversation with manager Zou some time ago, I hinted and reminded manager Zou that he should get rid of that shortcoming and not go too far. But maybe manager Zou didn't pay much attention at that time, which made the current situation more and more serious. In the company manager meeting, when manager Liu asked questions, he openly attacked manager Liu with voice line. Moreover, after those several disputes, the phenomenon of people under the two departments attacking each other and bickering is very serious. I understand that they must be seeing their superiors attacking each other in public.

When a new boss comes into a company, his subordinates are usually unconvinced. Because they have been together with their former boss for a long time, they suddenly change to a new boss. Everyone must think that it's because you have pushed your former boss out, so they will always find some difficult problems that they can't solve. However, when the boss can help him solve them once, twice and three times, they will When he finds out that the boss is actually good, he will gradually convince him. The first three or five problems at the beginning are actually the provocations of subordinates to the new boss. Let's see if the new boss has the ability to lead us well. When most of these problems are solved by the new boss, they are also handled properly. The employees will certainly be convinced by the boss because they are capable and helpful. Once these subordinates are convinced, the problem that subordinates give to their superiors will no longer be provocative. It is likely that they will sincerely ask for advice. Therefore, if the new boss is willing to spend some time patiently teaching subordinates how to deal with things, then subordinates will more and more admire him, work more and more actively, and will not continue to find trouble. However, manager Zou's character makes him not understand this. At the beginning of his subordinates' provocations, he must know that they are provocations. When he has solved all these provocations, his subordinates will be safe and sound. After solving several difficult problems, I also obviously feel that manager Zou's subordinates are more convinced of Manager Zou's ability. If manager Zou is willing to spend more patience to teach them, I'm sure these subordinates will be very impressed by manager Zou, but manager Zou's character made him misunderstand this. After his subordinates sincerely asked for advice, he thought it was a provocation, so he became impatient and began to criticize or scold subordinates. As a result, the prestige established in the previous few months soon disappeared, and the subordinates felt that the boss was capable But it's too arrogant. All the employees began to alienate him. When the department didn't report anything to him, manager Zou thought that his subordinates were impressed by his ability to see, so he didn't feel that there was anything wrong with them. This led him to have a lot of things he didn't understand at the meeting.It may be that in the past few months, I have seen the increase of Zou's working ability and business, which is also a bit along with manager Zou. But when things get to this point, I have to give him a severe warning. Otherwise, he really doesn't know that the sky is high and the earth is thick. He always thinks that he is the biggest. So this time I called manager Zou to the office and criticized him severely. In addition, there was a manager's meeting. I told you my experience in the weekly training, and especially cited the example of Nian gengyao in history to warn you. I hope you can learn from history and not be arrogant and arrogant. In this way, it will become a problem of your own reputation and make you unhappy in your work.

After this criticism, manager Zou has improved, but it's still several times more difficult to restore the prestige established in front of us than it was at the beginning. After all, it's you who start to make us feel bad first. You must have a gap in our hearts. If you want to reply, you will have to pay a higher price. Although this is the case, the development of things is on the way for the better. In this way, soon, there will be less attacks and disputes between the two departments.

As for the conflicts and contradictions between departments, I will pay close attention to them. It's normal to have conflicts and contradictions between departments, but it's better than stagnant water. That's a terrible situation. However, I still don't come forward easily to mediate until someone is attacked. I don't think it's necessary to resolve everything through my superiors, and let them run in That's the right way. However, it is difficult to grasp the degree of this comparison. After several such incidents, Li Wei found that once the two departments got personal attacks, the development of things had stabbed each other, making the hearts of both sides have a shadow. Even if someone came out to coordinate, it was difficult to reconcile. It seems that when I should come forward to coordinate, there is still a lack of assurance in this "degree".

Just in front of manager Zou's incident, manager he of a certain department had just joined the company, and there was a conflict with manager Liu. At that time, they had a big fight in the office, and their subordinates were all watching. Finally, the problems of both sides were not well solved. Finally, Manager Liu threw down his hand, expressed his dissatisfaction and opened the door After a lot of "bang", I left. Later, their subordinates pulled me over to make a ruling. After some understanding, it turned out that manager he was going to assign the shipping function to the marketing department. There were two loaders and two delivery men in the shipping function. Manager he's idea was to assign the delivery man to the marketing department, but the loading man still stayed in the PMC department, When the loader loads the goods, the delivery man will escort the goods out, which is no problem and can reduce the time. But what manager Liu means is that sometimes two trucks will be delivered at the same time. In the past, all four people belonged to PMC department, and there was a tacit understanding between them. If there was any problem, all four people would help each other, but there was no problem. However, if the four people are divided into different departments, and if they are busy loading later, they hope that the two delivery men will help to load the goods, then they are not in the same department. Sometimes they are not in a hurry to help. In fact, I don't think it's a big problem. If the departments are divided and the time is allocated between the two sides, it won't be a big problem.

Later, manager he listed more than 10 details for me to decide, such as under what circumstances the delivery clerk would help, who would pull inside, who would install in the car, and so on. As soon as I saw it, I was a little annoyed. Just a few months ago, in the reform of the organizational structure, I only compiled the "department work function table", adjusted dozens of functions, divided the managers of various departments, and hoped that all departments would communicate and coordinate on their own according to the provisions of the function table. Within two months, all departments were handed over properly. Only some important problems with unclear regulations were brought to the general manager's office for adjudication. But I didn't expect that this trivial matter would be coordinated by the general manager. The department manager could coordinate this detail well. I carefully looked at these details and found that manager he was too fussy, not to mention small companies. Even large companies didn't have such detailed regulations and needed teamwork. So I reminded her: it's a blessing to eat some losses properly! At the same time, he criticized manager Liu for paying attention to his attitude when talking about things. If you have different opinions, you can't leave without leaving the door. We should have a good discussion and don't get angry and make a big fuss just because of a little thing. Later, I let their respective subordinates coordinate the matter. In this case, I found that manager he was too smart. He was fussy and mean in everything. This is a typical petty citizen mentality.

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