Karoshi; Overwork suicide; Enterprise management; Enlightenment research
First, China's "karoshi" phenomenon
In recent years, in China, due to the rapid economic development, people's work is getting busier and more stressful. Words such as "karoshi" and "karoshi suicide" are coming into our eyes more and more. Not long ago, Huawei, a large private enterprise in China, suffered several incidents of sudden employee suicide, most of which were young people in their prime, which made people sigh. The cruel facts tell us that the shadow of "karoshi" is slowly hanging over the office workers in China.
Second, the consequences of karoshi and karoshi suicide
(1) has caused great damage to the physical and mental health of workers. Overtime is too long, labor intensity is too heavy, and psychological pressure is too great, which may lead to the health damage and even death of workers. It is reported that China has become one of the countries with the longest working hours in the world, and its per capita working hours have surpassed those of Japan and South Korea, and 600,000 people die of overwork every year. (2) Aggravated the contradiction between supply and demand in China labor market. The "overtime culture" of enterprises leads to a laborer working for more than ten hours a day, which is equivalent to the workload of one person doing two people. Compared with the legal maximum working hours in China, it leads to a decrease in job demand and a disguised increase in China's labor supply. (3) It is not conducive to the long-term development of enterprises. In modern enterprise management, the management of people is called human resource management, that is, people are regarded as a resource of enterprises. However, although people are renewable as a resource, they also have individual limitations, so if enterprises "abuse" human resources to the maximum extent, it will inevitably lead to the exhaustion of resources.
Three, the enterprise response to karoshi and karoshi suicide phenomenon countermeasures
(1) Build a harmonious labor relationship. Overwork death and suicide of employees are attributed to enterprise management, that is, enterprise labor relations management. Traditional labor relations management tends to be rigid management, that is, work-centered management mode that emphasizes rules and regulations. Therefore, in the handling of labor relations, both employers and employees are antagonistic, resulting in tension and conflict. Therefore, enterprises should change the management mode from rigid management to flexible management. Flexible management refers to "people-centered" personalized management based on the same values and cultural spirit of enterprises. It is based on the study of people's psychology and behavior laws, and it produces a potential persuasion in the minds of employees in a non-mandatory way, thus transforming organizational will into personal conscious action. (2) Building a harmonious, relaxed and people-oriented corporate culture. The realization of self-worth is a satisfaction of people's highest spiritual needs, which will certainly form a strong incentive. In the people-oriented corporate culture atmosphere, leaders and employees, employees and employees care about and support each other. Especially the leaders' concern for workers, the trade union will feel respected and will naturally cheer up and work hard. (3) Create a harmonious working atmosphere. Employees spend most of the day in the workplace, so it is very important to create a relaxed and harmonious working environment for employees. In particular, like some enterprises with relatively high work pressure, employees should be equipped with some facilities to relieve their work pressure. (4) Establish a reasonable operation system and performance evaluation criteria. In our country, many small and medium-sized enterprises have many disadvantages in the process of enterprise operation because of their late start, lack of resources and lack of scientific management and operation concepts, which is not only reflected in the lack of reasonable mode and scientific planning in enterprise operation, but also in the serious waste of people, money and materials. The operation efficiency of enterprises is low and the use of talents is unplanned. Moreover, talent management lacks scientific performance appraisal standards. In this way, on the one hand, human resources are greatly wasted, but the benefits of enterprises cannot reach a better level. On the other hand, although employees work hard, they can't get the rewards they deserve. Enterprise employees, including enterprise managers, have great pressure on their work and life, and karoshi and karoshi suicide emerge one after another. (5) Change the traditional concept of personnel management, and establish modern human resource management ideas. China is still in the period of economic transformation, and many enterprises still retain the traditional concept of personnel management. There is a lack of understanding of modern human resource management concepts, or some enterprises have set up so-called human resource departments on the surface, but they are still personnel management in essence, and they have not played their modern significance.
With the development of economy and society, human resource management does lag behind, so there will be karoshi, karoshi and other phenomena. This is a kind of sorrow for society, but it is also a loss for enterprises. Today, the country and society advocate "people-oriented, building a harmonious society", and the concept of enterprise management should also change from traditional personnel management to human resource management. Build a platform more suitable for employees' personal development and promotion, and realize a win-win situation for both enterprises and employees.
Take the exam and contribute.
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