Harmony without uniformity is the foundation of a culture of honesty

On February 1, 2021, at the regular meeting of managers on Monday, Mr. Wang Fenghua, the general manager, quoted the famous sentence of Confucius, "Gentleman harmony without uniformity, villainous persons harmony without disharmony", and emphasized that "Gentleman harmony without uniformity" is the basis of creating a frank culture.

Confucius said "The gentleman is harmonious but different, while the villain is harmonious but not harmonious", which means "the gentleman can maintain a harmonious and friendly relationship with others in interpersonal communication, but he does not have to agree with each other in his views on specific issues. Small people tend to cater to others' mentality and agree with others' opinions on problems, but they do not hold a harmonious and friendly attitude deep down." In the workplace, different positions may have different opinions among colleagues and between superiors and subordinates due to their different stances and perspectives on specific issues. "Gentleman" will not deny your personal moral quality because of different opinions. "Gentleman" treats others and works in a principled, measured and bottom-line manner. And the workplace "villains", then do not say at the meeting, after the ramble, do not say to the face, behind the back of the nonsense, or even behind the back of the criticism, to destroy the people who disagree with their views. In order to create a candid culture inside the enterprise, the company requires management cadres to constantly strengthen self-cultivation from the following aspects in work and life.

First, listen to the opinions of subordinates with a modest attitude.

As a management cadre, especially a senior management team, we should have the attitude of accepting others' suggestions honestly and be willing to accept different opinions from subordinates. Many management cadre like to listen to listen to words, sweet words, like obedient subordinates. Out of the question, not to understand the truth of the matter, not to help subordinate to solve the problem, but don't ask anyway, to the subordinate's first jump and fierce. After a long time, subordinate to the superior tone or stay at a respectful distance from superior  , abnormal did not dare to report, the truth can't export, dare not have information feedback, and even some employees see boss comes around the way. If subordinates cannot convey information in a timely manner to boss, within the department not to deal with the problem package or don't know how to deal with, all things with the boss to find, to dig, will inevitably affect the efficiency. That is to say, if there is no established between higher and lower flow feedback channels and candid communication environment, is not conducive to problem solve quickly, but also not conducive to the efficient operation of the enterprise.

Second, With open mind to accept colleagues' advice

ancients said, some short-scale, inch a director. No one is perfect, a lot of people see only your strengths, and ignore their own shortcomings. Some management cadres to hear point out your shortcomings, others tend to show displeasure face of color, or appear quite impatient. He thinks colleagues point out my own shortcomings is a matter of face, or mistaken for someone else is deliberately MSRP is short, make a fool of yourself. Such attitude, will only lead to the other party to swallow back inner real ideas, or words to the mouth to keep half sentence, or more than the less things. The ancients cloud: advice when most needed is least heeded to line. As the management cadre should have the courage to encourage colleagues to his gun, with an open mind to meet different opinions, the good advice to adopt, to put forward his advantages proponent of growth and progress to be grateful.

Thirdly, In-depth communication and gain recognition

Mr.wong said at the meeting "to solve problems, to do two 'and' : one is allowed to have different views on work, has the dispute, but it can't affect team harmony;2 it is faced with problem although there are different points of view, but when dealing with problems, should reach consensus "' completely solve the question. For different suggestion, and you can choose to accept, also can choose not to accept. Because everyone's different backgrounds (background include: knowledge, vision, growth environment, on behalf of the organization, etc.), as a result, his position is different, have different perspective. When their views do not agree with each other, can discuss each other, but not discuss debate; Can debate, but it can't make personal attacks. Discuss the two sides will eventually form solution to accept or agree with each other. We can't because of difference of opinion or argument, spoken to each other, in the work are not cooperate, even pulled elbow. Business in the company, production, logistics, quality, engineering, information and other functional departments work is relate to each other, mutual collaboration. Like army, pay attention to the modern warfare is air, sea and land, information services of cooperative engagement, no force making can win an outright victory a modern war.

Fourthly, Advice should be practical, specific and clear

A lot of management cadres in advice to others, about the problem of not enough precise, mistake lead to the other party a label for yourself. When giving advice, we are going to, facts, not the right person, clear and specific. Cannot be abstract, general, and we respect the objective truth and arbitrary. XXX employees, for example, clothes not clean, to explain is the collar and cuffs have dirty oil, or legs with mud, etc., and cannot say so-and-so staff in general is very sloppy. If the proposed suggestion is not specific enough, will make it more difficult to accept and adopt, even disgust. This is unfavorable to open cultural atmosphere to develop within the team.

A modest attitude, open mind is the premise to build honest culture within the team, establish unblocked between higher and lower rapid feedback channel for problem solving, open communication and depth can seek common ground while shelving differences and reach a consensus. For our enterprises to "gentleman" instead of "man", because only a true man and a "gentleman and but different" to build honest culture within the team.