Management Of Employees' Emotional Is Important Topic Of Enterprise Culture Construction

As the enterprise has its own organization targets, employees have their individual psychological goals. It is the key issue of management that how to coordinate the behaviors of organization and employees to reach the organization targets. The purpose of emotional management is to provide an individualized organization culture and management mode for completing such coordination perfectly. Therefore, the management of employees'emotional becomes an important topic of enterprise culture construction. Through analysis and discussion of emotional & management, present status and problems of emotional management in modern enterprises as well as the successful and failure cases of emotional management, this paper will ponder over actions of strengthening employees'emotional management in modern enterprises to keep harmonious with enterprise culture, and seek for effective methods and tactics to promote the harmonious development of national enterprises by stimulating the enthusiasm of employees and enhancing the enterprise morale. This paper will be divided into four chapters Chapter1 "Introduction"At the beginning, taking the lodging of "emotional management"by Daniel Gorman who was American famous psychologist, and "human sentiment"proposed in Chinese ancient Sunzi Strategics as starting points, this chapter will bring forward that emotional management will play an important role in modern enterprises considering large amount of constant researches on modern theories of business administration and practices of enterprise management. Then it is demonstrated from the basic theory how employees'emotional and emotional factors affect their behaviors, and relations with achievements and labor efficiency, as well as the effect of management on employees'emotional. In the end, it is deduced from the connotation of emotional management that emotional management of employees is the key issue of business culture construction, and the important link to mobilize employees'positivity and exert their creativity to impel the enterprise development. Chapter 2 "Existing Situation and Problems of Employees'Emotional Management in Modern Enterprises"In the beginning, through analysis on the situations of modern emotional management to employees from "Incident of Li Kaifu", this chapter will conclude that the main problem of modern emotional management lies in the insufficient respect and satisfying to psychological needs of employees, and will illustrate from the aspect of emotional management that in order to satisfy psychological needs of employees, the principle "comprehension, keeping pace with time, striving for the comparison of superiority and frequently communications"will be obeyed. One of the key factors to enhancing production efficiency is to respect and care about every employee, and to strengthen their self-confident and psychology of standing out. Then it lists details of typical problems of emotional management in reality: utilize the talent personnel by supposing them as resources without emotions, while lack of basically necessary humanity concerns; have no idea about how to promote those talents (employees) to unite heartfeltlly to strive for the common goals; during the transition period of personnel systems in our country, the transited management from option of manpower capital to manpower resource lead to the low lever of team EQ and constant conflicts and intense in personalrelationship; meanwhile as the result of lacking realization of management levels to the importance of emotional wisdom and no emphasis on studying and cultivating on emotional wisdom, leaders have no enough necessary management ability on emotional; at the same time there are troubles in employees'own stress and emotional management. Thirdly, from the analysis of effective factors to employees'emotional, it is concluded that the most expective power supplies of employees are: interesting jobs; the leaders completely recognize work they have done; feel that they can "participate"or "share"something. Fourthly, illustrates the positive emotional that have direct influence to enterprises: over-absorption of mind, challenge, fervor, devoting spirit, determination, joy, love, sense of pride, desire, and trust. The negative emotional disadvantageous to innovation and growth of enterprises are: frighten, anger, impassibleness, constrain, anxiousness, hostility, envy, greediness, selfishness, and hate. Finally is the concluded summary that will cause dissatisfactory of employees to enterprises and lead to negative emotional: first is to place those pickthanks or armchair strategists onto important posts; second is working role ambiguous, conflict or overload; third is talents loss and impeded internal communication; fourth is the congenial behaviors of individual managers; fifth is enterprise superficiality which is shown in hurry to change personnel when no good achievements; sixth is lacking feel of work success; eighth is disapproving the enterprise developing direction or losing confidence to power structures. Chapter 3 "Practice of Emotional Management of Employees"In the beginning, this chapter talks from the re-understanding of business culture. The basic principle of enterprise culture construction is the realization of management thought "human being as foundation". At present, the root source of crux in enterprise cultural reconstruction is that the human foundationidea is not practically realized, namely, the basic function of enterprise that promote the positive emotional of employees is not brought into play. Secondly, illustrate the important role of emotional management of employees: it can reducing emotional pressure of employees and impel enterprise's transformation; strengthen mutually cooperation spirit to enhance the competition ability of enterprises; obtain direct and the indirect economic efficiency; stimulate self-confidence and enthusiasm to create an atmosphere of developing for enterprises. Thirdly, by further bringing in the success cases of Motorola and Haier in emotional management, analysize the practical experience of emotional management: first is to fully grasp the needs of employees. If the enterprise can guide and promote the individual target of employees to develop in the anticipated direction, positive emotional will generate, otherwise, it can bring bad mental condition. Second is to create a working atmosphere of infinite communication. Third is to respect and recognize the employees. Chapter 4 "Ponders and Suggestions on Attation Employees'Emotional Management to Create Harmonious Culture"This chapter is ponders and suggestions of this writer based on elaborations in the foresaid three chapters. It is notified that the emotional management of employees should be started from business culture to promote the enterprise emotional management. The enterprise should diligently build non-prejudice and supportive environment, respect the dignity and value of personnel, and help the employees to realize enterprise culture atmosphere of self-developing and self-surmounting. Firstly, carry on transformation on enterprise culture to realize the human foundation option; secondly, build effective energizing culture, and taking CNC Group which the writer belongs to as example, illustrate the method of emotion driving, trust and respect, praising and listening attentivelyas well as criticism and reverse side promotion, as well as lodge suggestions to existing inspiring mechanism; thirdly, illustrate the ponders and suggestions which can positively build cultural platform and create harmonious cultural atmosphere from entire by creating loose environment , harmonious atmosphere and smooth communication, giving employees better participation feeling, as well as choosing advantageous carrier. The practice has proved that, emotional management can improve the member's experience and build better company atmosphere, thus accumulate and promote enterprise culture atmosphere to fully display cultural strength. However, the problem on how enterprises cultivate cultures with specialty according to their individual production and operation characteristics and how to establish regular and reasonable management system combining emotion, principle and law to fully display the subjective mobility of employees will be a long lasting issue which requires the business people of unceasing pursuit, whole-hearted learning and constant summarizing as well as sublimation.