太阳石油公司(Sunoco)前任CEO林恩•埃尔森汉斯表示,将员工的目标与奖励和公司目标挂钩将创造一个公平竞争的环境,让所有人都参与到对话当中。
"People may not, at the beginning, like each other, trust each other, or even think that the other person is worthy," says Elsenhans, "but if you make it the norm that everyone is accountable to the enterprise -- and that we come together to discuss problems and options for solving those problems -- you'll start to build a climate of mutual trust and respect. People begin to look at things differently. 'We are going to help each other to be successful so that the enterprise is successful.'" A natural outcome, she adds, is that people begin to feel they don't want to let each other down.
埃尔森汉斯说:“最开始,人们或许不会彼此喜欢,彼此信任,甚至认为别人一无是处。但如果公司培养所有人对公司的责任心,形成一种规范,例如所有人一起讨论问题,找出解决问题的可选解决方案,就会逐渐建立起一种相互信任和尊重的氛围。人们开始从不同的角度看待问题。‘我们要帮助彼此取得成功,进而让公司获得成功。’”她补充道,这样做会带来一种自然而然的结果,即人们会开始认为绝不能让彼此失望。
While Elsenhans' approach has the potential to reduce the number of conflicts that arise, it doesn't address the issue of how to have an out-in-the-open conflict with someone -- and come out feeling the warm glow of the proverbial "win-win."
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