Emotional Management Of Enterprise Culture Management

There is a very important factor in corporate culture management, which is emotional management.

The so-called emotional management is to enhance the emotional connection and communication between managers and employees, to satisfy the psychological needs of employees, and to form a harmonious and harmonious working atmosphere.

Emotional management can best reflect the affinity of cultural management. Its core is to stimulate the enthusiasm of employees, eliminate the negative emotions of employees, and achieve effective management through two-way communication and communication of emotions.

Emotional management is very important in China.

Chinese traditional culture is an ethical culture, and ethical culture often relies on emotional ties to maintain it.

Ancient Chinese sages had many wonderful discussions on the role of emotion management. From Kong Meng to sun and Wu, from advocating "loving the people" to "seeing a soldier like a son", all kinds of views are exactly the same as those of modern emotional management.

The role of emotional management in enterprises has been gradually recognized.

Generally speaking, employees with positive emotions, such as those who love their jobs, love their posts and pursue, are conscientious, responsible, active, creative, energetic and highly efficient. Conversely, employees who are indifferent, bored or dissatisfied with their colleagues will affect their work efficiency.

People who are enthusiastic, sincere, modest, tolerant, outgoing, cheerful and emotionally active are easy to get along with other employees in the enterprise. On the contrary, employees who are indifferent, sour, jealous, and passively feel less comfortable with the group.

In the enterprise, if the former employees with positive emotions occupy the majority, the cohesiveness of the enterprise is often stronger.

Furthermore, the endurance of each employee to the difficulties and setbacks in the work is different.

Emotional factors are important factors that affect endurance.

If employees work for their own loved businesses and businesses, they will persevere and overcome all difficulties.

If he is passively obedient and has a knot in his heart, any slight setback will lead to his frustration.

The emotion of employees is an urgent human resource development.

In implementing cultural management, enterprises must attach great importance to emotional input, actively implement cultural guidance in emotional life, pay attention to good emotional communication with employees, and enthusiastically cultivate the feelings of "caring for employees and employees concerned about enterprises", so that enterprises can be filled with love feelings everywhere, so that employees often feel the warmth of enterprises.

We should give full play to the infection and stimulation of emotional factors, so that employees willingly do well in their work and repay the enterprise with high efficiency.

There are several key points in the emotional management of enterprises.

1, care about life, warm heart, people need respect, because people have their own personality. People also need love, because people need friendship.

As the saying goes, "man is not grass and who can be merciless".

When dealing with the relationship between enterprises and employees, business managers can greatly reduce the psychological distance between employees and employees in daily production and life if they properly integrate emotion into them.

Many enterprises pursue the perfection of their living environment. They even spend a lot of money on building "garden type" enterprises, and establish and improve various humane work and living facilities, do everything possible to improve their production and life comfortableness, have air-conditioning in summer, hot water in winter, and continuous improvement in the quality of rear service.

And built a Kangle building for employees to develop corporate culture, sports activities, staff life is warm and harmonious, some employees say, enterprises are "magnified home", this is one of the advantages of attracting talents and retaining employees, enterprises must continue to do well in this aspect, and warm the hearts of employees.

In the emotional management of enterprises, managers should be enthusiastic and have a sense of intimacy in "love". Managers should be enthusiastic about employees. They will soon open the hearts of employees, and the management of employees will be like a spring breeze, "moistening things silently". 2.

At present, the management of enterprises is facing the "walking management" in management, so that managers can go deep into the production site, understand the situation and solve problems. In the more contact with employees, words and deeds must start from the heart, strengthen emotional communication, cultivate a close and trusted interpersonal relationship, and create a dedicated and harmonious atmosphere for cooperation.

Enterprise managers are good at carrying out emotional management which is full of human feelings. They are "lubricants" for enterprises to reduce internal friction and straighten out interpersonal relationships.

3, understand each other and communicate smoothly. The intimacy between managers and employees can only be based on mutual respect and mutual understanding.

Managers and managers can only understand each other's behavior by putting themselves in the other's thinking. Communication can only be effective, misunderstanding can be reduced, and the relationship will be close.

In the field of enterprise management theory, some people put forward the idea of "management pparency", which requires managers to adhere to the principles of openness, fairness and impartiality, communicate with staff honestly, and maximize their enthusiasm for production.

4, be honest and open, listen to your advice. Managers should listen carefully to their opinions and create opportunities for employees to make full comments.

The situation of enterprise's production and operation is closely related to every worker. Every step of the company's development must be understood by every employee. Only when employees know the truth, can they stand on their posts and devote themselves to their work.

Some enterprises set up general manager's mailbox in the company's scope. There are unpleasant things in the workers' minds. There are suggestions to be raised, which can be reflected to the general manager. The general manager personally reviews the questions raised by the staff and answers, and forms fast feedback channels and mechanisms.

Some enterprises attach importance to questionnaires, and often understand what employees usually think.

What is the most urgent need for workers to solve?

What kind of cadres are welcomed by workers?

What makes you happy in a company?

What worries you most?

What good ideas do you have to promote efficiency in enterprises?

The first phase of the dynamic survey of the mind does not leave a name or a unit. Everyone speaks freely and tells the truth. The results of the investigation are both real and targeted.

The company's opinions or suggestions should be dealt with. No matter what functional departments it involves, no shirking or wrangling can be done. It is necessary to minimize the burden of thought and burden on employees and concentrate their efforts on production.

Corporate culture management focuses on emotions and focuses on many things.

Enterprise managers should deeply understand that "emotion" is an extremely delicate psychological experience of employees to enterprises. Emotional factors have important influence on people's work enthusiasm and interpersonal relationship.

As long as enterprise managers pay attention to the subtle changes in staff's feelings, implement appropriate emotional induction, carefully cultivate employee's feelings, and actively meet the emotional needs of employees, and strive to enhance the affinity of enterprises, the prosperity of enterprises has a solid human foundation.

The reason for corporate culture management is emotional management, which is a management style of managers with sincere emotion, enhancing the emotional and ideological communication between managers and employees, meeting the psychological needs of employees, and forming a harmonious and harmonious working atmosphere.

The core of emotion management is to arouse the enthusiasm of the staff, eliminate the negative emotions of the staff, and achieve effective management through two-way communication and communication of emotions.

Emotional management is very important in China.

Chinese traditional culture is an ethical culture, and ethical culture often relies on emotional ties to maintain it.

Ancient Chinese sages had many wonderful discussions on the role of emotion management. From Kong Meng to sun and Wu, from advocating "loving the people" to "seeing a soldier like a son", all kinds of views are exactly the same as those of modern emotional management.

The role of emotional management in enterprises has been gradually recognized.

Generally speaking, employees with positive emotions, such as those who love their jobs, love their posts and pursue, are conscientious, responsible, active, creative, energetic and highly efficient. Conversely, employees who are indifferent, bored or dissatisfied with their colleagues will affect their work efficiency.

People who are enthusiastic, sincere, modest, tolerant, outgoing, cheerful and emotionally active are easy to get along with other employees in the enterprise. On the contrary, employees who are indifferent, sour, jealous, and passively feel less comfortable with the group.

In the enterprise, if the former has the most positive emotions, the cohesion of the enterprise will be stronger.

Moreover, the endurance of each employee to difficulties and setbacks in work is different from that of endurance.

Emotional factors are important factors that affect endurance.

If employees work for their own loved businesses and businesses, they will persevere and overcome all difficulties.

If he is passively obedient and has a knot in his heart, any slight setback will lead to his frustration.

The emotion of employees is an urgent human resource development.

In implementing cultural management, enterprises must attach great importance to emotional input, actively implement cultural guidance in emotional life, pay attention to good emotional communication with employees, and enthusiastically cultivate the feelings of "caring for employees and employees concerned about enterprises", so that enterprises can be filled with love feelings everywhere, so that employees often feel the warmth of enterprises.

We should give full play to the infection and stimulation of emotional factors, so that employees willingly do well in their work and repay the enterprise with high efficiency.

There are several key points in the emotional management of enterprises.

1, care about life, warm heart, people need respect, because people have their own personality. People also need love, because people need friendship.

As the saying goes, "man is not grass and who can be merciless".

When dealing with the relationship between enterprises and employees, business managers can greatly reduce the psychological distance between employees and employees in daily production and life if they properly integrate emotion into them.

Many enterprises pursue the perfection of their living environment. They even spend a lot of money on building "garden type" enterprises, and establish and improve various humane work and living facilities, do everything possible to improve their production and life comfortableness, have air-conditioning in summer, hot water in winter, and continuous improvement in the quality of rear service.

And built a Kangle building for employees to develop corporate culture, sports activities, staff life is warm and harmonious, some employees say, enterprises are "magnified home", this is one of the advantages of attracting talents and retaining employees, enterprises must continue to do well in this aspect, and warm the hearts of employees.

In the emotional management of enterprises, managers should be enthusiastic and have a sense of intimacy in "love". Managers should be enthusiastic about employees. They will soon open the hearts of employees, and the management of employees will be like a spring breeze, "moistening things silently". 2.

At present, the management of enterprises is facing the "walking management" in management, so that managers can go deep into the production site, understand the situation and solve problems. In the more contact with employees, words and deeds must start from the heart, strengthen emotional communication, cultivate a close and trusted interpersonal relationship, and create a dedicated and harmonious atmosphere for cooperation.

Enterprise managers are good at carrying out emotional management which is full of human feelings. They are "lubricants" for enterprises to reduce internal friction and straighten out interpersonal relationships.

3, understand each other and communicate smoothly. The intimacy between managers and employees can only be based on mutual respect and mutual understanding.

Managers and managers can only understand each other's behavior by putting themselves in the other's thinking. Communication can only be effective, misunderstanding can be reduced, and the relationship will be close.

In the field of enterprise management theory, some people put forward the idea of "management pparency", which requires managers to adhere to the principles of openness, fairness and impartiality, communicate with staff honestly, and maximize their enthusiasm for production.

4, be honest and open, listen to your advice. Managers should listen carefully to their opinions and create opportunities for employees to make full comments.

The situation of enterprise's production and operation is closely related to every worker. Every step of the company's development must be understood by every employee. Only when employees know the truth, can they stand on their posts and devote themselves to their work.

Some enterprises set up general manager's mailbox in the company's scope. There are unpleasant things in the workers' minds. There are suggestions to be raised, which can be reflected to the general manager. The general manager personally reviews the questions raised by the staff and answers, and forms fast feedback channels and mechanisms.

Some enterprises attach importance to questionnaires, and often understand what employees usually think.

What is the most urgent need for workers to solve?

What kind of