Whether an enterprise can build a harmonious labor relationship with its employees not only directly affects the economic benefits of the enterprise, but also directly affects the harmonious development of employees' lives. Generally speaking, from the perspective of building a harmonious society, the harmony of labor relations will inevitably highlight the harmony of interpersonal relationships; And social harmony depends largely on the harmony of interpersonal relationships. Therefore, it is more and more necessary to build a harmonious labor relationship. First, the performance of labor relations disharmony and its causal labor relations are the most basic relations within the enterprise. Whether labor relations are stable and harmonious directly determines and affects the survival and development of enterprises. Labor relations are abstract and implicit, which are easily ignored by enterprises and employees objectively. Therefore, in order to build harmonious labor relations, it is necessary to explore the manifestations and reasons of disharmony in labor relations. (A) the performance of labor relations disharmony 1. Managers lack a sense of cooperation. As managers of enterprises, they often think that employees are managed and they are managers, so they attach great importance to the management status of employees. Conceptually, employees include both workers and employees. The problem is that managers don't realize that they are employees, but treat themselves as management cadres and regard themselves as higher than ordinary employees. Therefore, in the eyes of managers, their relationship with ordinary employees is no longer a cooperative relationship or a colleague relationship, but a distorted relationship between the leader and the led. In fact, the secret of management is that managers should change from managing people to managing things, not managing people. This is because no one is willing to accept the control of others from the heart, which is why even in the family, after the child grows up, because of considerable independence, he can no longer receive the education or management of his parents as he did when he was a child. Thus, as a smart manager, in the process of enterprise management, he should focus on managing affairs, and maintain equal cooperative relations and colleague relations with employees. The employment contract signed by both parties should be reasonable, legal and fair, rather than becoming a one-dimensional "overlord clause" of the enterprise. 2. Employees' lack of effective participation in the enterprise and managers' lack of cooperation consciousness actually means the lack of "employee identity", which will inevitably suppress and constrain the subjectivity of most employees objectively. As far as employees are concerned, they all have enthusiasm and love for the development of the enterprise, and they all hope that the enterprise will develop better and better, so they can also make suggestions for the development of the enterprise consciously. However, if managers are arrogant and subjective, it will inevitably suppress the enthusiasm of employees, and employees may take an irrelevant and aloof attitude towards the production efficiency and long-term development of enterprises, and hold a negative attitude that more things are not as good as less things: I will do more work for enterprises as much money as enterprises give me. One of the reasons for the disharmony of labor relations is that the sense of responsibility of employee heroes is relatively weak, which is manifested in the lack of effective participation in enterprise development. 3. The relationship between enterprises and employees is tense. Managers lack a sense of cooperation, and the relationship between enterprises and employees will inevitably tend to be tense or even antagonistic, which is also an important manifestation of disharmony in labor relations. On the one hand, enterprises regard employees as the opposite of their interests. Managers believe that once employees are given an increase in salary or bonus, or training is provided, it means that enterprises pay for employees, which seems to harm the interests of enterprises. Therefore, enterprises often only regard employees as competitors of corporate interests, or even the opposite of corporate interests. In this way, the enterprise will give as much money as the employees have made for the enterprise. This "distribution according to work" seems reasonable and legal, but it is actually a negative distribution. On the other hand, due to the tense relationship between enterprises and employees, there is no smooth information release and information transmission channel objectively, the channels between enterprises and employees are blocked, and employees lack effective participation in enterprises, which will inevitably lead to the increasingly tense relationship between enterprises and employees. The disharmony of labor relations has many manifestations. Both enterprises and employees should deeply reflect on the disharmony of labor relations, fully understand the harmfulness of disharmony of labor relations, and rationally analyze its causes and results. (2) Analysis of the causes of disharmony in labor relations 1. The primary reason for the disharmony of labor relations is that enterprise managers have not mastered the science and art of enterprise management and have not realized the serious harm of disharmony of labor relations. Specifically, managers have no optimized knowledge structure and ability structure, lack leadership art and personality charm, and morality is not enough to convince people and leaders. Due to the simplification of labor relations and the lack of scientific and humanized management, enterprises are fragmented and employees become stragglers. Not the "lion-sheep effect", but the "sheep-lion effect". (See China Talent 1996, p. 34, my essay "Lion-Sheep Effect and Sheep-Lion Effect"). Secondly, the low quality of employees is also an important reason for the disharmony of labor relations. Because there are serious deficiencies in both enterprises and employees, there must be huge differences and opposites in value orientation: enterprises pursue their own economic benefits, while employees care about their own benefits such as salary, and enterprises and employees lack recognition and cognition of their own development goals. 2. The result of disharmony in labor relations Because of disharmony in labor relations, enterprises and employees spend a lot of time and energy in the tense labor relations between the two sides, shirking, restricting and even opposing each other. Over time, it is difficult for enterprises to expand their scale, let alone by going up one flight of stairs; The more employees work on the job, the more unhappy they are, the lower their mood, and they can only be passive. Because the relationship between enterprises and employees is not a benign interaction and a virtuous circle, but a negative restriction and a negative block, enterprises are bound to lack cohesion and development. Therefore, the efficiency of enterprises has been stagnant for a long time, even losing money, which is the most direct result of disharmony in labor relations. In the long run, if the labor relations are not harmonious and can't be coordinated and communicated in time, it is more manifested as the opposition between enterprises and employees than unity, which will not only make it difficult to form the joint force of enterprise development, but even lead to decline and become a negative factor or even resistance to building a harmonious society. Second, the essential characteristics of harmonious labor relations In order to build harmonious labor relations with employees, enterprises must clarify the connotation of harmonious labor relations. The so-called harmonious labor relations should be manifested in two aspects: first, from the perspective of enterprises, the production of enterprises is scientific and efficient. The scientific nature of enterprise production mainly refers to the high scientific content of enterprise production, including both scientific production and scientific management; The high efficiency of an enterprise mainly means that the enterprise can obtain greater output with less input, produce more products with good quality and obtain greater economic benefits. Secondly, from the perspective of employees, the most important thing of harmonious labor relations is to regard labor as a free and conscious activity, so that people can freely realize their subjectivity as human beings to a great extent while working. However, as far as the two essential characteristics of harmonious labor relations are concerned, most enterprises insist on pursuing the first characteristic, that is, the scientificity and high efficiency of enterprise production, but fail to pay enough attention to whether employees can enter the free and conscious labor state, which is manifested in the management of enterprises, consciously or unconsciously focusing on how to improve the production efficiency of enterprises, rather than promoting the realization of employees' subjectivity. In this way, the labor relationship of enterprises can only be a simple labor relationship between employment and employment: on the one hand, enterprises hire employees mainly to enable employees to create more economic benefits for enterprises; On the other hand, employees only produce for enterprises in order to get a certain reward, that is to say, labor is only regarded as a means of making a living. Since entering the capitalist society, although some utopian socialists have envisioned a beautiful socialized mass production, in fact, business owners have long regarded employees as "economic people" and failed to fundamentally regard employees as "social people". As far as China enterprises are concerned, although state-owned enterprises attach great importance to the economic benefits of enterprises on the one hand and care about the welfare of employees on the other, they fail to fundamentally care about the pursuit of human nature by employees; Some private enterprises, especially private enterprises, mainly pursue production efficiency to a greater extent, which not only directly suppresses or fetters the subjectivity and humanity of employees, but also strictly controls the basic welfare of employees. As for some illegal coal miners, they regard their employees as slaves, and their labor relations are simply slavery and exploitation slavery. Practice has proved that if there is no harmonious labor relations, enterprises can neither have a huge driving force for economic development nor promote the harmonious development of employees, nor can the whole country fundamentally build a harmonious society. 3. Some Thoughts on Building Harmonious Labor Relations To build harmonious labor relations, as an enterprise, it is necessary not only to scientifically analyze the existing labor relations, but also to rationally explore the essential connotation of harmonious labor relations, on the basis of which it is possible to find positive and effective countermeasures. 1. Managers should establish a new sense of cooperation. The leading factor of unharmonious labor relations lies in managers, in other words, managers are the main contradiction of unharmonious labor relations. Therefore, managers should fully realize the serious harm of disharmony in labor relations, not only establish a brand-new sense of cooperation, but also master the science and art of enterprise management, further optimize the knowledge structure and ability structure of "mountain talents", improve the leadership art, enhance the charm of personality, and have enough morality to serve the public, so as to lead the public, consciously and actively cooperate with employees, and establish the idea of helping each other in the same boat. To say "the factory prospers me", we should not only accelerate the development of enterprises, but also integrate the overall interests of enterprises with the interests of employees. If managers have a new sense of cooperation, they will consciously or unconsciously combine management with interpersonal relationships, thus embodying the beauty of interpersonal relationships in management. "Management is external ethics, and ethics is internal management. Ethics is a kind of self-management, and management generally involves groups and is a kind of group ethics. " (Zheng Zhongying, Creating Harmony, Shanghai Literature and Art Publishing House, 2002), p. 32. In this way, the labor relationship between enterprises and employees will no longer be a simple negative relationship between management and being managed, but has the inherent meaning of human beauty and human feelings. 2. Establishing the dominant position of employees in enterprises Fundamentally speaking, the socialist system should naturally reflect the dominant position of the people. As an enterprise, whether employees have a dominant position in the enterprise directly reflects the social nature of the enterprise. Therefore, in order to build a harmonious labor relationship, enterprises should establish the dominant position of employees in enterprises. In fact, only employees can give life to enterprises. If an enterprise has no employees, then it is not an enterprise, but just some factories and equipment. The dominant position of employees is not given by enterprises, but what the socialist constitution and labor law should mean. In this regard, as an enterprise, we should not look down on employees from a condescending perspective, but should respect employees as the main body of the enterprise and truly be people-oriented. Only by actively listening to the opinions and suggestions of employees and brainstorming can the enterprise have cohesion and development. On the basis of establishing the dominant position of employees, enterprises should also pay attention to the development of employees themselves. Generally speaking, employees have two main development trends in enterprises: one is to enter the ranks of managers; The second is to take the road of professional development. Therefore, enterprises "can adopt the method of dual career paths to meet the needs of employees with different values" (China Human Resources Development,No. 1 issue, 2007, Populus euphratica, etc., Analysis and management countermeasures of employee turnover under TBG, p. 39. If employees truly establish their dominant position, they can inspire the hero's sense of responsibility and closely link their own development with the development of the enterprise. 3. Enterprises and employees establish cooperative organizations. As an enterprise, employees should not only be managed, but should be new partners and an inseparable part of the enterprise itself. Therefore, enterprises should consciously establish cooperative organizations with employees, and regard labor relations as a new type of cooperative relationship between enterprises and employees, rather than a simple relationship between employment and employment, let alone a passive relationship between employment and employment. Since it is a cooperative organization, it should be based on observing the law. Enterprises and employees should understand each other, respect each other, depend on each other, promote each other, benefit from each other, develop harmoniously, live harmoniously and win harmoniously. Only in this way can employees regard the enterprise as their "home" and form the knowledge of "all losses, all glory". "Cooperation means * * * working together, and effective cooperation means * * * working together efficiently and effectively" (Lei et al., Beyond Team, Huaxia Publishing House, 2005, p. 4. ); Only in this way can enterprises and employees pursue a new win-win situation on a fair and reasonable basis. In fact, hardware such as factory buildings and machinery and equipment is important, but "software" such as high-quality enterprise employees is more important. Therefore, it may be said that employees themselves are part of the enterprise, even the main body of the enterprise. What modern mass production needs most is not only modern production equipment, but also high-quality employees with modern ideas and technologies. Especially with the improvement of employees' academic qualifications and skills, the traditional enterprise organization and labor relations are increasingly exposed and become a negative factor hindering the development of enterprises; It has become an inevitable trend and general trend for enterprises to establish new cooperative organizations between enterprises and employees. 4. Harmonious labor relations are positive life interaction relations. Harmonious labor relations not only mean that enterprises and employees are only material interests, but also reflect the positive life interaction between enterprises and employees. As an enterprise manager with strategic vision, he should not exhaust his resources and fish, but should put water into fish farming, regard the relationship between enterprises and employees as a strategic partnership for sustainable development, and pursue the interactive relationship between life and positive life. In this regard, from the perspective of the two-way interaction between enterprises and employees, on the one hand, from the perspective of enterprises, enterprises must rely on employees wholeheartedly in order to pursue economic benefits; From the perspective of employees, enterprises objectively provide a stage for employees to start businesses. If we look at the dialectical relationship between means and ends, enterprises and employees are objectively means and ends to each other. But on the whole, it is not difficult to see that enterprise production, as an important way of employees' life activities, should not only focus on the pursuit of economic benefits, but should be regarded as an important practical activity to promote the all-round development of employees and social harmony and progress. Therefore, enterprises should increase the training of employees and are willing to invest in employees in all directions, because employees themselves are the best corporate brands and the most valuable human resources. Only by upgrading ordinary human resources to human resources can we promote the development of enterprises; Only first-class employees can have first-class enterprises. 5. Harmonious labor relations should reflect employees' free and conscious pursuit of free and conscious activities, which is an important factor or even an essential factor that distinguishes people from animals. Therefore, to judge whether the labor relations of an enterprise are harmonious, we can see at a glance whether the labor of the employees of the enterprise embodies free and conscious activities. All employees in harmonious labor relations will be energetic and willing to engage in their own work, showing the characteristics of personal freedom and consciousness in the labor process. In harmonious labor relations, employees no longer only regard labor as the need to make a living, but as an individual's free and conscious life activity. They work willingly, diligently and without regrets for the enterprise, that is, they regard their own labor as their due responsibility and their own labor as a value activity full of life significance. Facts have proved that if employees participate in labor with free and conscious subjective consciousness, they will inspire a high degree of enthusiasm for the development of enterprises, and regard the development of enterprises as their own career, to care, care and pay. Therefore, when arranging employees' work, enterprises should take care of employees' interests and hobbies as much as possible, give full play to employees' abilities and specialties, and carry out job mobility within enterprises in time. 6. Harmonious labor relations should reflect the aestheticization of employees' life activities. There is no doubt that the production activities of employees in enterprises are important life activities of employees and the only way for employees to satisfy their own survival and development. With the development and progress of society, the pursuit of truth, goodness and beauty has become the eternal theme of human practice, and the resulting scientific artistry and scientificization of art show a development trend of high mutual infiltration and integration. On the one hand, the scientificity of employee labor and the artistry of science are further unified; On the other hand, the aestheticization of employee labor and employee life activities are increasingly showing a new integration. That is, the artistry of science, the aesthetics of labor and the aesthetics of life are playing the main theme of enterprise development and progress. Therefore, as an enterprise, we should learn to develop human resources for employees with aesthetic dimensions, pay attention to the principles of labor aesthetics, technology aesthetics and life aesthetics from an aesthetic point of view, and apply the essence of aesthetics to labor relations, so as to make the interpersonal relationship within the enterprise full of beauty, make the labor process of employees reflect beauty, and promote the aestheticization of employees' life activities. 7. Harmonious labor relations reflect the creative social essence of employees, and harmonious labor relations should also reflect the creative social essence of employees. In other words, employees should not only adapt to the working environment of enterprises, but also transform the environment and be the masters of the environment, so as to consciously or unconsciously turn labor relations into development relations, that is, regard labor relations as an extension of their own lives, the realization of life values and the development of potential. Through positive labor relations, employees can realize their creative social essence. Labor relations are not the relationship between employees and working environment, production equipment and labor products in essence, but the relationship between employees and enterprise managers, as well as the complex relationship between employees and society. So in the final analysis, it is an interactive relationship between people, which contains the sum of all social relations to a certain extent, and therefore will inevitably reflect and highlight the social essence of employees. From the perspective of enterprises, managers are duty-bound to build harmonious labor relations. As a manager, we should strive to achieve four words and actively promote the formation of harmonious labor relations. Show a word "love" first. The so-called "love" means that managers should have love for their careers and employees. Second, moved by a word "beauty". The so-called "beauty" means that managers are required to review Confucius' teachings, read some aesthetics, set up their own beautiful image, make the inner beauty and the outer beauty harmonious and unified by strengthening their bones and muscles inside and shaping their image outside, and infect, edify and motivate employees with their excellent beautiful image. Third, say the word "reason". The so-called "reason" means that managers should be familiar with the basic principles of management, economics, philosophy, psychology, sociology, education and aesthetics as much as possible, convince people with reason in the process of enterprise management and communication with employees, and consciously communicate with employees in many aspects of their hearts and emotions, so that employees can identify with the development goals of the enterprise from the heart, rather than convincing people with strength, let alone oppressing people with power. Fourth, manage a word "Fa". The so-called "law" requires managers to understand the law, consciously abide by the law, and manage according to law. Rules and regulations formulated by enterprises should not be "at home" or "at the same time" even if they conform to the legal spirit of the national constitution, criminal law and labor law. Building harmonious labor relations can promote the cohesion and development of enterprises, which is an important productivity of enterprise development and a strategic requirement for enterprises to build a harmonious society. Building a harmonious social relationship is the adhesive and important link between enterprises and employees, which requires the excellent management ability of enterprise managers and the participation and collective efforts of employees. Only by building a harmonious labor relationship can we achieve a win-win situation for enterprises and employees and help promote the harmonious development of society.