Chapter 3068: No Position or Power

Zhang Yiming said: "In my opinion, the biggest advantage of the outsourcing system is that it can effectively curb the culture of flattery within the company. When a company becomes bigger, there will be more loopholes, and many people will take advantage of the loopholes and rely on things beyond their abilities to climb up. This phenomenon is very bad, especially in the domestic workplace."

Zhou Buqi nodded, "It has something to do with the competitive environment and cultural atmosphere. Domestic workers are ultimately lacking in courage. For a worker in the workplace, his income comes from the wealth he creates for the company. It is not a gift from someone."

Zhang Yiming laughed and said: "This is too niche, most people don't have this confidence."

Zhou Buqi said: "I already have that feeling now . In the past few years, I walked around the company and many people ignored me, especially some technical staff, who didn't give me face at all. They rely on their strength and performance to speak, not on me as a boss. Now it's different. Even many middle-level and senior executives don't dare to be so tough when talking to me. "

Zhang Yiming smiled and said, "Maybe you are too famous, and I respect you."

"Maybe."

"Now the scale of the company is getting bigger and bigger. When doing projects, more and more resources from all parties need to be allocated and coordinated. Workplace emotional intelligence and interpersonal communication skills will become more and more important, which is different from startups and small companies."

"Indeed."

Zhou Buqi nodded, he understood this.

When the company was small, everyone knew each other, and it was easy to advance the work. Basically, the position is equivalent to power. Everyone trusts you and you can do whatever you want. It doesn't matter if your emotional intelligence is poor, as long as your professional ability is strong enough.

Big companies are different.

If you don't know each other, the position is not equivalent to power, and ability is still power. If you want to exercise power by relying on your position, it will produce a series of negative chain effects, which will quickly make a company rot.

For example, the vice president wants to ask Friend.com to help open an interface so that his project can be connected.

The interface team on the Friend.com side asked, why?

I'm still busy!

We are not in the same department. You are not my direct leader, nor are you a +2 or +3 leader. Why should I listen to you?

I have more than a dozen projects waiting in line. Do you want to do it? Sure, it's official business. Wait in line first. After half a year, it will probably be your turn.

If you really wait for half a year, the vice president's daylily will be cold!

At this time, there are two ways to deal with it.

The vice president speaks with ability. He has a brilliant resume and brilliant performance, he has outstanding personality charm, he has strong communication skills and team mobilization ability. He is well-known inside and outside the company in the process of being promoted to vice president. He is respected and trusted. He can easily convince the other party and make the other party willing to work overtime to help you do this interface docking thing.

This is a benign workplace environment.

The highest work efficiency, the best workplace atmosphere, and the strongest cooperative attributes.

If the vice president is not promoted by ability, he will not be able to exercise power by ability. You can't convince others, and they will not pay attention to you at all.

At this time, you can only rely on your position to exercise power.

He is the vice president and a senior executive of the group. He can complain to Zhang Yiming, or to the president of the friend network to complain, or use the identity of a senior executive to coerce pressure, threaten and intimidate... Relying on some means of workplace struggle to do things, this is the end.

This little thing needs to alarm so many big people?

Who is not busy?

The most important thing is that for the executive team below, they are not actively helping the vice president, they are passively working for the vice president... One is active, the other is passive, and the enthusiasm will be greatly reduced.

The former is willing to help, the latter is passive, and the project results produced will naturally be very different.

If this model of using power to oppress people is used, over time, there will definitely be many bastards who use company resources to manipulate personal rights, and the company will quickly become rigid and corrupt.

But in fact, most companies and organizations are in this model.

The power of executives does not come from his ability, but from his position.

If you use your ability to exercise power, it will be a kind of sincere conviction. I work for you, not because you have great power, but because I admire you and believe in you. I can make achievements by following you! If you make achievements, you have achievements, I also have achievements, and everyone is happy.

If you rely on your position to exercise power, it will make it difficult for the people below to have a sense of identity and belief, and it can only be mechanical and passive execution. Without trust and initiative, it would be strange to make good things!

Therefore, Internet companies and high-tech companies at home and abroad are working hard to do one thing, that is, workplace equality, not judging by position... There is no relationship between superiors and subordinates, only reporting relationships. Position power should be eliminated, and only ability power should be left.

What Ziweixing needs to do is to let capable people have power, rather than letting some people who have no ability and can only exercise position power take over.

A very important path is to cut off the path for people with insufficient ability to take over.

People's hearts are uncontrollable.

Everyone makes mistakes, and everyone likes to employ obedient and dependent people, which inevitably leads to many wrong people being promoted.

There must be a system design.

to impose restrictions.

Human outsourcing is a good model innovation for domestic technology companies to use labor hours.

Zhou Buqi said: "When the company becomes bigger, it does require a lot of changes in systems and models. What we have to do is to use Ziweixing's human management subsidiaries to replace the outsourcing model. Take its advantages and discard its disadvantages. Now There are some very unfriendly opinions on many domestic technology companies in the world.”

Zhang Yiming nodded and said: "Well, some domestic technology companies are very competitive, and they have put great competitive pressure on many established international technology giants overseas. If they cannot compete, there will inevitably be some discussions."

Zhou Buqi sighed: "Yes, people are saying that we are a sweatshop! Not to mention domestic companies, even Apple has been severely criticized by many organizations and institutions! Saying that Apple uses Foxconn as an OEM is squeezing workers !”

Zhang Yiming saw clearly, "Many people hope that Apple can transfer its mobile phone manufacturing business back to the United States."

Zhou Buqi said: "This is critical to corporate brand and social image. Under this pressure, Apple has reached a series of cooperation with Foxconn. Apple will give more OEM fees and require Foxconn to OEM Apple products." When it comes to equipment, we must provide workers with better treatment and adequate protection in terms of food, clothing, housing, and transportation. This is actually an idea of ​​​​taking advantage of the advantages of China's manufacturing model while minimizing negative effects. If you do this, Ziweixing will do the same.”

Zhang Yiming hesitated for a moment and said: "As far as I know, domestic mobile phone manufacturers do not have the same requirements as Apple."

"Compared with them?" Zhou Buqi snorted, "Ziweixing is a flag! This is our base camp. From any aspect, we should have higher pursuits. We have the ability to improve the existing outsourcing Under the model, further upgrades and improvements will be made to create a better and more humane human resources management model.”

"Um."

"Many companies, when expressing their social responsibility to provide employment, will boast that they have 200,000 employees, 100,000 employees, or 80,000 employees, and outsourcing employees are all their achievements. But when explaining their responsibility for layoffs, outsourcing employees Forget it, it’s just layoffs from the outsourcing company and it has nothing to do with them, so I think it’s very embarrassing.”

"Then we have to make a detailed and complete plan."

Zhang Yiming accepted his suggestion.

You can set up a human resources management subsidiary, which is separate from the human resources department of the headquarters, and each has its own responsibility.

However, the specific process and system design still need further improvement.

Boss Zhou just provided an idea.

Still very incomplete.

A decision-making committee meeting is required for discussion.