State-owned enterprise management performance Survey and Design Organizational Behavior Discussion

Papers REVIEW: So, survey and design enterprise managers is necessary for the organization to explore behavioral science research staff and research management practices applied to specific activities, people-oriented, in order to promote the improvement of management performance. Organizational Behavior is the integrated use of a variety of knowledge about people using the system analysis, study of human behaviors in certain tissues, thereby increasing levels of executives predict human behavior and the ability to boot in order to more effectively achieve a scientific organization's objectives. The success of state-owned enterprise survey and design managers are neither simple design experts, should not just be proficient in the art of leadership experts.
Keywords: State-owned enterprise survey and design, performance management, organizational behavior

State-owned reconnaissance technical units have a common characteristic is that all knowledge-intensive enterprises, and its core competencies are those who have professional and technical knowledge and expertise of employees. Thus, survey and design enterprise managers is necessary for organizational behavior of employees to explore science research and research management practices applied to specific activities, people-oriented, in order to promote the improvement of management performance.
Organizational Behavior is the integrated use of a variety of knowledge about people using the system analysis, study of human behaviors in certain tissues, thereby increasing levels of executives predict human behavior and the ability to boot in order to more effectively achieve a scientific organization's objectives. Engineering survey and design of state-owned enterprises, the systematic study of ideas and behavior survey and design staff, learning how to use organizational behavior to improve management performance and staff satisfaction survey and design is very realistic, but also has great potential.
First, pay attention to the coordination and organization behavior survey and design staff, with the organization to ensure that the target normalized behavior survey and design of state-owned enterprises successful managers of neither simple design experts, should not just be proficient in the art of leadership experts. They not only want their management competence, but also to effectively lead their team to work together to complete the goals. Survey and design enterprise managers must strive to conduct the survey and design personnel and organizational coordination, vision employee goals with organizational normalized. Establish realistic goals for enterprise development can be obtained, the individual can achieve self-worth, so that businesses and individuals striving direction to find common ground, so that business objectives sense of direction, a sense of mission and a personal sense of honor, a sense of the pursuit of integration ʱ??
Enterprise development process is full of contradictions, confrontation and conflict - the conflict between short-term benefits and long-term business interests, conflicts within the enterprise and individual interests and the overall interests. In most state-owned enterprises in the survey and design, whether it is the project leader or general design, it is the existence of much psychological rewards do much to take. Free Thesis. The prevalence of serious internal egalitarianism, did not reflect the hard work and there are a lot of technical backbone staff complained that their income to the end of vague. This psychological directly reflected in the labor organization and labor attitude, this mentality and behavior is necessary to proceed from improved organizational behavior. Project leaders and management personnel, to make use of the principles of organizational behavior, start from the fine, take appropriate measures, such as the recognition, promotion, rewards, training, etc., with organizational behavior in order to avoid personal goals with organizational goals deviation situation.
Second, people-oriented, and actively strengthen the incentive and restraint mechanism that combines survey and design enterprises is intelligence-intensive enterprises, must create a people-oriented environment, talent, and the concept of knowledge, meet employees to pursue personal values needs to take effective incentive and means of restraint, so as to stimulate the enthusiasm of employees. China Architecture Design Institute to implement E-LEARNING e-learning platform, with its own post, targeted self-learning. People-oriented, what they need to effectively address the contradictions between.
Practice has proved that incentives are more effective than punishment. In the real work, we found that at the right time and place, to reward survey and design staff, can greatly stimulate creativity and morale survey and design personnel, increasing the cohesion of the organization. Of course, in the process of survey and design staff incentives, management has set an example of behavior is also very important. Words and deeds and there can be a leader in the performance of its appeal and cohesion among employees is also very strong in this organization, the large proportion of its outstanding subordinate. People are very easily into the role of being assimilated environment. If your leadership is often late and leave early, slack duties, then subordinates easily become slack, bad faith. Care for survey and design staff of the enterprise, giving the designer a good working environment and interpersonal and adequate support for the work, enabling designers to confidently survey work in enterprises, and inspire designers to work creatively. Free Thesis. We can say that positive reinforcement incentives are a powerful tool to change the individual.
In addition, it can also constraint means to strengthen accountability, especially leading cadres should set an example, so that virtually regulate employee behavior, and gradually make the company's management from passive to active management accountability.
Third, establish staff exchanges and recommendations platform, keep the information flow of state-owned enterprise managers survey and design, for turnover and job satisfaction survey and design staff studies should be carried out to varying degrees, to be information flow, exchange Shunda. Managers should always do research, do interviews, to understand the true idea of professional and technical personnel. Enterprises can use different carriers and channels to understand the voices and ideas of employees. Free Thesis. In China Architecture Design Institute, for example, the hospital's 'build datagram' and the hospital network, potentially forming the internal mutual learning, mutual exchanges, mutual promotion of cultural and ideological grounds. Practice has proved that companies can through websites, newspapers and exchanges, build communication up and down, inside and outside the interactive platform of information and exchange of feelings, so that the information within the enterprise fast, effective and accurate flow and reduce uncertainty for staff survey and design information sex, can improve customer satisfaction survey and design staff to improve the efficiency of enterprises, thus improving management performance.
Currently, the design of the enterprise young professional and technical personnel have a more intense desire to achieve self-worth, and some architects like to do the program, do not like to do working drawings, some architects like big projects, do not want to draw from the foundation of stairs From more. Now open labor market, but also to the young professional and technical personnel loyalty to the organization significantly reduced. Therefore, survey and design enterprise managers should determine the values from the survey and design staff is consistent with the dominant values of the enterprise, only those values the same, and also that professional competence is worthy of investigation and design staff training and promotion, or should promptly be eliminated or support them flow out from the enterprise. Because when the survey designer's values and corporate values are the same, their talents and satisfaction to be able to promote the improvement of management performance.
Fourth, build a platform for fair competition, and create a sound justice system construction and standardized management, as well as open, fair and just competition environment, these are the constituent elements in organizational behavior management. There are many business executives in the survey and design reflect satisfaction survey and design staff to reduce or even reason for leaving, it is often the salary is not high in the first place, that if substantial increase in wages can solve this problem, it is not. Survey showed that 45 percent of survey and design personnel not to leave the company because of low pay, but because I think they pay and give unfair. Organization Fairness is very important, if one of the individuals feel unfair, often reduce his enthusiasm, and even make him leave. In modern management, the fair reflected in all aspects of business management, such as fairness, equity at fair performance evaluation, reward system, recruitment, promotion opportunities and so fair. Fair is every honest survey and design companies who want to have one of the features. Organizational behavior can make a fair investigation and design staff satisfaction and no distractions to concentrate on work.
Investigation and design enterprises must strengthen the research and application of organizational behavior, which improve the management and improve the management level, improve performance, for improving the relationship between cadres, the masses of workers to mobilize the enthusiasm, initiative and creativity, enhance enterprises and institutions vitality and social productivity, and promote the steady improvement of management performance are of great significance.

Reference
[1] Off Peilan, organizational behavior, Wuhan University Press, 2001.5.

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