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某通信公司在企业文化理念上大力倡导“团队合作”,要求同事之间、上下级之间、部门之间通力协作,但新近聘请某全球知名咨询公司导入了绩效考核的强制性“正态分布”和“末位淘汰”等办法。该办法规定,每个考核周期中,无论各部门整体业绩如何,必须有5％的员工被评为“不合格”,并将这部分员工降级,连续两次“不合格”的员工必须予以开除。这一办法出台后,该公司原本团结协作的优良传统迅速被员工集体抛弃,以往工作中常见的合作互助现象逐渐绝迹。对此,员工有自己的理由:既然实行强制性正态分布和末位淘汰,就意味着在同事之间存在此消彼长的竞争关系,为了使自己的考核结果为优,选择不协作甚至破坏他人业绩的策略更为省力。类似的冲突现象在中国企业正在进行的企业文化建设中大量存在。如果不能解决企业所倡导的文化理念和现实制度之间的冲突,企业文化理念就很难落地,企业希望塑造的文化氛围就不会出现。
A communications company vigorously promote the concept of corporate culture, “teamwork”, requiring co-workers, between superiors and subordinates, departments co-ordination, but recently hired a world-renowned consulting firm to introduce a mandatory performance test mandatory “normal distribution ”And“ last resort ”and other means. This approach stipulates that in each examination cycle, no matter what the overall performance of each department, there must be 5% of employees were rated as “unqualified” and downgrade this part of the staff, two consecutive “unqualified” employees must be expelled . After the promulgation of this measure, the company’s original fine tradition of solidarity and cooperation was quickly abandoned by its employees and the phenomenon of cooperation and mutual aid, common in previous work, gradually disappeared. In this regard, employees have their own reasons: Since the mandatory normal distribution and the elimination of the last phase, which means that there is competition between colleagues in the competition, in order to make their assessment as excellent, choose not to cooperate or even Strategies to undermine the performance of others are more labor-saving. A similar phenomenon of conflict exists in the ongoing corporate culture of Chinese enterprises. If you can not solve the conflict between the cultural concept and the real system advocated by the enterprise, the concept of corporate culture will be hard to come by and the culture that enterprises hope to create will not appear.