Cutting down the member of persons employed is an any one thing that the home has company of preeminent company culture to be willing to do least of all, because cut down the member of persons employed,often be one of actions that the strategy adjusts, have nothing to do with the expression of employee and outstanding achievement, more whether to violate company viewpoint of value to have nothing to do with employee. “ company tells everybody, we do not hope to lose any employee. So we hope every employee replaces the colleague beside to consider, everybody is taken less a bit, but everybody can stay. When ” should install the Lu of manpower resource chief inspector of company of China of nimble human relations to open eaves to say so, we hope to be regarded as one of celebrities of Chinese company culture of course associate the group is adjusted in the strategy in December 2004 same sound can be given out in the action. However, the result is disappointing.
one, associate, does your “ give matrix ” ready?
associates the member that the group expresses to take a group about external labour whole is proportional of 5% strategical the structure cuts down the member of persons employed is to be advanced energetically change, a few more amalgamative branch and jackknife post, better troops and simpler administration will conduce to reduce resource to repeat investment and efficiency of promotion group operation. Associate at the same time return advocate its cut down the member of persons employed compensation, psychology coachs to specialization etc process. However, associated to use fast battle quick decision actually none the method of leave some leeway: The employee that “ is dismissed beforehand complete not know the inside story; Before 20 minutes of interview, all their formalities companies had done, wait while they are called assembly room, card of map of mailbox, manpower, IC is cancelled entirely, after knowing a news when them, the company must leave in two hours. Those are ” as a result associate loyal and devoted employee gave out “ company is not a ” is n wailful. This is not to associated to cut down the member of persons employed for the first time, but backstage know the inside story caused us however to associating the first time of culture thinks over deep.
Associate think business management wants to had resolved 3 pairs of fundamental contradiction at least, namely agile and own “ and ” process control the contradiction between “ of exterior development of “ of “ in-house operation and ” , ” the contradiction between “ of short-term benefit of “ of long-term benefit of the contradiction between “ , ” and ” . And associate developed a target support is regular and oriented, oriented, oriented and innovation is oriented 4 quadrantal core viewpoint of value.
looks presumably with couplet associate, cut down the member of persons employed in this decision-making judgement is faced with in the process is innovation direct the inside and outside that directs with support contradicts. Support is oriented (culture kissing affection) those who pay attention to is group concern, with the group, share, groom, participate in, cooperation is relevant element; Innovation is oriented (poineering culture) pay attention to open system, it is relevant element with study, attempt, risk, own, enterprising. But here the sign that we see less than associating pay close attention to faithfulness to spend, the setting that cannot see attributive feeling dimension spends employee. This produces such contradiction necessarily, enter when employee associate when, associate culture is so called “ asks into matrix ” employee is faithful, to associate altruistic dedication; When associating not to need these staff, be not especially with outstanding achievement, with what be premise with conflict of viewpoint of value is ability, strategical when cutting down the member of persons employed, 2 hours end everything, include self-identity and follow associates the group of core viewpoint of value.
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