| In the organization network of manufacturing enterprises,the team leader as an intermediate group is the link between the front line workers and the middle and senior managers.Their behavior will directly affect the attitude of the first-line grass-roots workers to the business owners and their performance in the production process.,which in turn affects the overall benefits of the company and the internal labor relations throughout the organization.Although it plays such an important role,the team leader is not aware of the lack of planning for his career and the unclear path of rising in the company,coupled with the imperfections in the selection and appointment mechanism of the company and the system of the team leader’s career planning and guidance.Soundness leads to limited professional development of this group leader.From the perspective of social work,this research is based on the investigation and reflection of the author during the internship of Company B,and guided by the professional development theory and Maslow’s hierarchy of needs theory,and comprehensively uses literature,interviews,and participatory observation to collect data.The author used qualitative analysis of data analysis methods.Aiming at some group leaders of B companies,they designed and conducted group activities with different themes,and measured the intervention effects of the team work by performing front-and-rear measurement on the team members.The data obtained through pre-and post-test evaluation,process assessment,and satisfaction evaluation showed that the current social work group activities had good results.The specific performance of the team leader was that he had enhanced his knowledge of his professional roles and the promotion of the team leader.Learn more about basic knowledge and skills in personal career planning.Due to the limited time of intervention of this group,the long-term intervention effect and stability need to be verified by follow-up studies. |
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