Is It A Mischief To Create Corporate Culture And "Filial Piety"?

At present, although the state has promulgated the labor law, it provides a strong guarantee for protecting the legitimate rights and interests of laborers and constructing harmonious labor relations. However, the low loyalty and high wastage rate of employees still remain important issues that some enterprises must face and need to solve.

In fact, employee loyalty is related to creativity, cohesion, centripetal force and so on, and is directly proportional to the degree of importance and concern of employees.

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A part of the company is called directly to your parents as a "filial bonus". Do you agree? Recently, a network technology company in Nanjing has come up with such a system, which has triggered a heated debate on the Internet. Most netizens do not agree that the company can not replace parents, and can not force their parents.

In fact, this is not a "filial bonus". It can only be called "filial piety" which is deducted from employee wages.

This enterprise set up "filial piety gold" to supervise employees to filial piety to their parents, releasing the goodwill of filial piety culture and a manifestation of corporate culture.

The problem is to give parents.

"All employees voluntarily take the compulsory means of withholding wages, which is not only unnatural, but also violates the individual rights of employees to freely control wages.

In the long run, some employees may be inconsistent with filial piety, but they deviate from the original intention of "filial piety".

In contrast, an owner of a business in Xianning, Hubei, produced 300 thousand yuan "red envelopes", each with an average annual cost of 800 yuan, and increased by 200 yuan per year according to the number of years in which the company entered the company, so that employees could take home to honor their parents.

Another example is that a company in Chengdu pays 1000 yuan a month to the employees who work well without giving up the wages of their employees, and sends them directly to the parents of the award-winning employees.

This new reward method not only brings surprises to employees' parents, but also stimulates their spiritual motivation and enthusiasm.

Therefore, it is not so much a rewarding way, but rather a kind of corporate gratitude culture. This culture of gratitude breeds "loyalty and filial piety", which not only makes employees filial piety but also improves employees' attitude towards enterprises.

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It can be seen that enterprises are better able to pay "filial piety" than "give filial piety" to employees, so as to create an enterprise's thanksgiving culture.

The culture of gratitude is not only the result of employees sharing the fruits of enterprise development and welfare, but also the degree of respect for employees.

A good interaction between employees and enterprises and more loyalty to enterprises is the best return for enterprises.