归属感=想要工作的感企业培训觉（Sense of belonging = sense of wanting to work, enterprise training）.doc

归属感=想要工作的感企业培训觉（Sense of belonging = sense of wanting to work, enterprise training） 归属感=想要工作的感企业培训觉（Sense of belonging=sense ofwanting to work,enterprise training）归属感=想要工作的感企业培训觉（Sense of belonging=sense ofwanting towork,enterprise training）Whether the pany confirmyour presence,increase yoursense of achievement,or for yourself intosuch acorporate culturedesire particularlyurgent,which hasrelatively highsense of belonging to the pany,it wouldbe ablessing.There aresome people who takethe monthlysalary oftens ofdollars,but regardthe unitas thehome,regard their work as the mostglorious,willing tosacrifice their own smallhome foreveryone.This magicalthing has been calledthe spiritof masterin generations.In afashionable way,its the sense of belonging.Now itstheultimate goalof allpanies-especially humanresource managers-all theirlives.From atechnical pointof view,the sense of belongingrefers to employees ofenterprise in the ideological,psychological,emotional identity,justice,security,value,sense ofmission andsense of achievement,these feelingseventually beea sense of belonging.The pany is yourfamily,colleagues in the family,you aresincerely forthe panystruggle,excluding gains and losses,to the pany asthe honor,hated themost is that the pany aboutothers.In aword,to have a strongsense ofself substitution,the deeperthe play,the better.In thissense,luxury goods pany HRmay feelgratified,these paniestry to keep employeesin theembodied selfand panyimage on the initiativeof theamazing.And alllove issimilar tothat ofunilateral payis unsustainable,it is a perfectXiangjingrubin secretrelationship.When a pany,a jobto createa goodatmosphere,make yourealize thereand a sense of aomplishment,let you see yourvalue,you willfeel respected,yishenxiangxu.Thats whatwe callcorporate culture,and whatthe bestemployers do.Google officeposts thatare widelycirculated on the Interare anexcellent example.Employees getpleasure fromthis happyrelationship-psychology believesthat avoidingpain andpursuing happinessis humannature.Tao wasrecruited intoa foreignIT enterprisetwo yearsago.Work inShenzhen,he joinedthe Guangzhoubranch,and perennialexpatriate staffhave beencounted,oasionally backto Guangzhouwithout debriefing,travel expenses,are falling.My contactwith the pany wasall done in Outlook,and mycolleagues inGuangzhou andShenzhen thoughtI wason abusiness trip,and Ididnt evenhave afixed office.But Sowhat,Ive beenworking happilyfor two years,and Ihavent beenignored.Itsasmall suessto gointo this pany withIT.Tao Zhengis a person witha strongheart.He isstill full of sense of belonging.We oftensee a lot ofexpatriates withclients thanwith colleagues,but onthe other hand,the panybrought hima sense of aomplishmentto someextent helphim toplete theself-identity and positioning.Apart fromcorporate cultureand brand,the benefitsofajob,colleague relationship,promotion mechanismand fairenvironment arethe factorsthat directlyaffect the sense of belonging of the pany.A workfor nearly15years,said in an interview,a pieceof cakeof the sense of belonging is the panyforyourpainting,many factorsmay affectthe sizeand tasteof thecake.But when you gothrough somepanies andyouseedifferent pies,youll findthat themost importantthing isyour mentality.So,whether the pany confirmyour presence,increase yoursense of achievement,or foryourself intosuch acorporate culturedesire particularlyurgent,which hasrelatively highsense of belonging to the pany,it wouldbe ablessing.Sense of belonging canimprove yourworkplace EQ,make dailywork moredynamic andmore efficient.01Soft environmentis moreimportant thanhardware Wedivide the work environmentinto twoparts:software andhardware.Among them,salary,welfare,personnel relations,promotion,training andso onbelong to the softworking environment.Of the10panies surveyed,5felt that they hada sense of belonging,and4of themwere satisfiedwith theworking environmentof the hardware andsoftware.The other5panies thatjust passableoneintreatment,theworkof OMRONpany whenit esto greaterliquidity,using thetermchilling.Care aboutthe extentof softenvironment,was significantlyhigher than that of the hardwareenvironment,hardware facilities,pantry staffcanteen is the icingonthecake,and colleagues,and promotionaording tostatus informationsymmetry,rewards andpunishments istheir carefulconsideration,so thereis araise feelmuch lowerthan theirpsychological expectations,people think they have a sense of belonging.Of the10panies,7mentioned therapport betweencolleagues.Although theoffice of thehardwareenvironment willhave allsorts ofunpleasant places,such aspersonal space,obsolete equipment,privacy isvery poor,but ahealthy interpersonalrelationship cankeep themmore pleasurein thework,ontheotherhandalso hasto bemoved to the newoffice ofa panyfullofhope.In addition,it is also amon phenomenonthat therelationship betweencolleagues isestranged due to thelong-term work in theclient pany.In addition,the surveyfound thatJapanese enterprisesemployeessense of belonging islow,the managementis stiff,and thehierarchy isstrict,which isthe evaluationof employees.Secondly,Hong Kongfunded enterprises,becausethe bossis tooaffordable.American enterpriseemployees a sense of belonging isstrong,because theyusually have a goodincentive mechanismand perfectwelfare measures,and relativelyfair andopen promotionmechanism.02The numberof paniesmentioned isproportional to thesense ofbelongingEven thosewho sticktotheprinciple ofseparation betweenwork andlife arealso verydifficult toavoid talkingabout paniesthat theyserve whentalking tofriends orin somesocial situations.In fact,the higherthe degreeof identification,the morewilling tomention the name of the pany.Of the10respondents,3were morelikely tomention thename of their pany.One hasso far5years of work experience,and thelast two years atDowspany,after enteringthe pany,found that,whether ornot theindustry,there aremany peopleknow Dowchemical.Now,when shementioned the pany,she didnt sayour pany,but saidDowdirectly.She couldbe one of themost influentialpeople in the survey.A panyworking in a watchand clockpany isproud ofits brand.Another panyusually has a circleof friendsas wellas workingpartners.Two paniessometimes mentionthenameof theirpany,oneof the panies working in the4A advertisingpany said:whenyoutalk tothe panynormally,there willalways be,but notfeel toomuch cattle.Almost alladvertising paniesdo notthink whichpany is particularly good.Amateurs maythink,Wow,Ogilvy iswonderful,and its almostthe same.His understandingof the panys developmentgoals istake morecustomers andmake moremoney.At the same time,he feltthat thepromotion pathof thisindustry isvery simple,that is,slowly aumulatequalifications.03Male paniestend tobe morerational Communicationand theresulting self-awareness arean importantponent ofbelonging.Regardless of the lengthor lengthof enteringthe workplace,most of the panywill usemunication asan effectiveway tosolve problemsand improve their ability.The surveyshowed that the proportionof maleemployees affectedby belongingwas lessthanthatof females.Womens paniesare morelikely tobe frustratedwhen theadvice is not takenseriously bythe pany,orIm notthat important.They willtake someleeway andtactfully wayto understandwhy theirvoices arenot surethey want to getattention.The malepanyisa littleunfortable atthe time,forget itafter work,orif youcan dosomething likethat,Im OKtoo.Dealing withones emotionsmore rationallyis ohing,but it is undeniablethat theidea ofbeing aeptedis alsoasense ofachievement.Although onlyone ortwoyearsit willnot consciouslygive yourselfmy ideawas tobe junior,normal psychologicalsuggestion,but alsowill bebased onthe natureof thework and their ownstrength havedifferent situations,such asa panyfor twoyears onhis planwill beused veryoften confident.Independent workand teamworkare essentialqualities forthe pany,but there are twopanies whobelieve thatcross departmentalmunication is not smooth,which willalso affectthe enthusiasmofthework.04Do youhave asense ofbelonging?This isnot tosay thatpanies withmore freedomtoworkare lesslikely to haveasense ofbelonging tothe pany,and thatwomen areless sensitivetothesense ofbelonging than men,who generallybelieve thatwomen are more emotionalthanmen.The surveyfound thatpeoplewhooften worklonger years,even inthe currentpany inthe timeisnotlong,but alsoa moreobjective viewofbelonging to thismatter.Working for10years,a malepany thathas enteredSAGE Chinafor lessthan3years,the maincontent ofthe currentwork issimply:to providereasonable solutionsto customerswith the panys softwareproducts.His workis slightlyrelated tohis interestsand interests,and hehopes toget moretraining opportunities.His definitionofbelonging is that he feelsthatheispartofthe pany,and thatthepanyfeels likeyou area veryimportant person,and thatyou createvalue forthepany.A manin Sport100pany thatsense ofbelonging isevery dayI wouldlike toworkinthispany,feel thisbusiness withmy owninterests areclosely related,I amwilling topay,even ifsometimes Ineed tosacrifice somepersonal interests.And finally,when Ileave thepany oneday,Im goingto focuson itsdevelopment andchange.The wordsare veryemotional,and hehasbeen10years sincethe firstday ofhis career.Although henow feltthatthepromotion ofspace isnot big,but thereisnoplace tobe toodissatisfied.Dialogue withWang Tianpeng(vice presidentof CREEinternational HumanResources Inc)W=Wang TianpengC:where isthesense ofbelongingof employeesin largepanies?W:the advantageof foreign enterprises isthatthebrand isbig andattractive.Some peopledo notwanttogo to8000yuan monthlysalary ofprivate enterprises,but ifa luxurypany outof4000yuan monthlysalary,may alsogo.This issure tohappen.Brand playsa hugerole init.A well-known brandcan makeemployees feelproud ofthemselves,which isin itselfa reflectionofbelonging.Its easierfor abig panytokeeppeople.As far as Ican see,the biggerthepany,the lowerthe salaryis.For example,a topfive panyintheworld,the salarylevel islow inthesameindustry,but becauseofthebrand influence,and welfare,training and other verygood,so thatit has a strongsense ofbelonging toemployees.But asfarasIm concerned,therearesmall and medium-sized employeeswho havemore senseofbelonging.If thescale ofthe enterprise is large,employees willfeel thatit isjust ajob.C:at present,what industrypanies give employees asenseofbelonging isrelatively strong,which cannot retainpeople?W:traditional industries,such asconsumer goods,aremorestable,like IT,which ismore liquid.Generally speaking,the proportionof normalflow ofa panyis between10%and15%,and thelower isin8%.C:what isthe importanceofbelonging?What isthe differencebetweenyesandno?W:the so-called senseofbelongingis togive employeeswear agolden handcuffs,giveemployeesa mediumterm,that is,3to5years ofgoals,so easy to allow employees tohaveasenseofidentity andsecurity ofthepany.Companies will be veryconcerned aboutthe keypositions andcore positionsof employees,such people haveasenseofbelongingtothepany,to stabilizethe managementstructure ofthepanyis ofgreat benefit.They willadapt tothe operationand cultureofthepany,continue toexert influencein theirown positions,thepanymanaged tosave worry.C:5aspects relatedtothesenseofbelonging:employee satisfaction,personal future,personal interest,relaxed environmentand personalimportance,which canbring satisfactiontoemployees?W:the treatmentisthebasic thing,the differentstaff demandpoint isnot thesame.One ortwoyears ofworkexperience andlack of corporate cultureshould chooseinstead ofmoney,but morethan10yearsofwork,aumulated enoughexperience,they cansolve theproblem withrich experiencein anyenvironment,it willpay tobee oneofthemost importantfactors theyconsider.The enterprisegives employeesa platformthat suitshim,releases energyinafew years,and makesemployees happyto stayinthepany.At thesame time,appropriate incentivesare important,allowing employeesto find theirownsenseofpresence,and avoidleaving thepany graduallydisappointed.Chinese peoplepay attentionto emotionalidentification intheirwork,andtheidentification ofthe bossand colleagueswill makethepanyfindtheirown value.In addition,an opendemocratic environmentallows themto feelrespected andself-esteem fulfilled.C:what causesloss ofsenseofbelonging?W:some eventsduetolarge environmentalreasons,such asthe impactofthefinancial crisis,resulting infrequent employeeturnover;industry opportunities,change ajob withhigher salaryposition,also letalotof peoplequit addiction,do notease theexisting work;the internalmanagement ofthepanyhasa problem,not internalpetition mechanismfair andso easyto letemployees feelchill.In addition,some privateenterprises,aording tothe bosss wishesto dothings,which willalso makeemployees feeldisoriented.C:what shouldapanydo whenemployeessenseofbelongingisgradually lost?W:usually500panies operatingsystem hasbeen improvedfor severaldecades,each linkhasaprogram ofthings,but thisisalsoaproblem,foreignenterprisesinto onehole,the generalstaff donot havetoo strongsenseofresponsibility.Some domesticenterprises arenot likethis,they havesome deficienciesintherules ofthe system,but themorale isvery enough,thesenseofbelongingof employeeswillbestronger.For largeenterprises,itisnecessary toimprove employeessenseofbelonging throughsome effectiveincentives,while smallandmedium-sized enterprisesneed toimprovetherules andregulations toallowemployeestohaveasenseofbel