The history of General Electric in the United States can be traced as far back as 1878 when Thomas Edison founded the Electric Light Company. 1892, Edison General Electric Company and Thomas? Houston Electric Company merged, named General Electric Company. At present, the company operates in more than 100 countries around the world production, and in 26 countries have more than 250 factories, employees nearly 300,000 people, sales and profits of the world's top long-term. 1998 July 7 became the first market value of more than 300 billion U.S. dollars of enterprises; compared with 1981, 17 years of the market value of 25 times. According to & lt; Fortune) magazine in 1999 the world's largest enterprises 500 list information shows that General Electric Company that year's operating income of 1004, 69 billion U.S. dollars, profits of four, % billion U.S. dollars, assets zygomatic for 355.9, 35 billion U.S. dollars.
General Electric Company discretionary culture change concept, manifested as ?GE? good? Mastery of their own destiny? , good at mastering the situation and potential of people in the enterprise, good at hiring and selecting good managers, the core of the painting is through the words and deeds of the leader will be determined by the development of corporate strategy, corporate goals, the spirit of the enterprise to convey to the public, to seek the cooperation of all employees, and the formation of the influence, so that the people who believe in the vision and strategy of the formation of the alliance, and to get their support.
1.? Take charge of digging your own destiny?
GE was in 1981 when production growth was far below that of its Japanese counterparts, leadership in technology had been lost, and company profits were hovering around [$500 million. Jones, the president at the time, appointed Welmoch to replace him. Upon taking office, Welch created a whole model of corporate culture management, starting with cultural change. Welch pointed out that the world is constantly changing, we must also continue to change, we have the greatest power is the ability to recognize their own destiny, recognize the situation, recognize the market and customers, recognize the self, so as to change the self, mastery of fate. This stage of the enterprise to establish the goal of ? Make the organization awaken, so that all employees feel the need for change? Welch put forward the famous ? Boiled Frog? Theory: If you throw a frog into boiling hot water, it will immediately jump out to avoid death. However, if you put the frog into a pot of cold water and gradually heat it up, the frog will not struggle until it dies, because by the time the water is too hot to bear, the frog is no longer able to struggle. Welch cautioned the king, GE must not be like a frog in the flap ice, facing danger and get by, or not 10 years of business must fail.
The reform process took five years, during which Welch resisted pressure from all sides. At the time, employees were concerned about their own promotion and job security, but not about the reform of the company and cultural change. Welch inspired everyone: the company must win in the competition, must win the customer in order to provide job security, the enterprise development, employees have the opportunity to promote. In a word, it is the market and customers that provide job security and positions, and companies must face reality, face the market, and satisfy customers so that they may protect the basic needs and all the benefits of their employees. He strives to make cE people feel that cK is their own business, a place to realize their ideals and self-worth, and should be in this frame of mind via cK enterprise.
Welch believes that the key to management is not to find better ways to control employees, but to create a cultural mechanism that can quickly adapt to market dynamics and teamwork, to give employees more power and responsibility, and to allow employees to interact with managers. Benjamin Rosen, chairman of the board of directors of Compaq Computer Corporation, pointed out that it is because of Weir that the company has been so successful. Rosen pointed out that it is because of the company's discretionary corporate culture Welch made a successful reform, the creation of a rapid adaptation to market dynamics and teamwork cultural mechanisms, so that cE became a miracle in the corporate world.
2, emotional issues and human potential
Welch believes that the original scientific management to avoid the issue of human emotions in the enterprise, and people always work with emotions. Welch endeavors to develop the great power of emotional potential, advocating to win the employees? heart? and? brain? The company's employees heart to a think, business cohesion, everyone's brain, human ingenuity can be played out. Heart and brain potential are used in the development of enterprises, people come to the enterprise's future blueprint for the realization of the enterprise's goals and efforts, the enterprise will be invincible.
The company's strategy is to recombine its assets, retaining only those that are outstanding in the market belonging to the company, failing to achieve this goal, it will be sold or closed down, and at the same time, the purchase of service enterprises (banks, insurance companies, radio companies), and the development of high-tech enterprises. In order to make all managers and employees to reach **** knowledge on this issue, the company used ? Free Debate? The approach to all aspects of communication at all levels of personnel. Welch believes that real communication is not speeches, documents and reports, but an attitude, a cultural environment, is to stand on an equal footing openly and honestly, face-to-face exchanges, is a two-way interaction. As long as you take the time to do face-to-face communication, we can always achieve *** knowledge. CE has a training center that can train 10,000 corporate backbones each year. In this training center, corporate employees can have face-to-face debates with the president, as well as express their dissatisfaction, raise questions and make suggestions, with the aim of fostering employees' self-confidence, frankness and the courage to face the reality. For the problems raised by the staff, the supervisor must take action and organize the staff target group to propose solutions, so far more than 200,000 people have participated in this activity. The company also grasped the following four tasks: ① Establish trust, each CE person must be frank and straightforward, do not have to worry about affecting their own future because of their opinions ② Empowerment of employees, the first line of employees often have more information than some of the top managers, the company requires managers to give the first line of workers to give more power and responsibility ③ Remove unnecessary work to ease the employee's overload; ④ Establishment of a new paradigm of cE: Shape the company into a new organization that is not divided i. Remove barriers between the company's functional departments and remove obstacles that prevent people from working with each other? management? The management, the staff, the employees, and the organization. staff," "management," "staff," "staff," "staff," and "staff. workers? workers? and other labels, to eliminate the high wall of the company's external contacts, to further improve customer service, customer satisfaction work.
3, the employment and selection of outstanding managers as the most critical issues
Employment and selection of managers is the most difficult to deal with the issue of business, but also the most critical issues. Welch said, only take care of the enterprise discretionary short-term interests, anyone can do, only take care of the long-term interests, anyone can do, how to balance the two is the most difficult, can properly balance the two managers is the best manager. It took Jones seven years to select Welch from a group of outstanding candidates. In human resource management, the scientific management method of selecting talents is the most important. General Electric's selection of talent in three stages;
The first stage, by the EMS (the company's selection and recruitment of professional committees) responsible for the initial evaluation and screening of personnel, and report to the president.EMS is an elite subject within the employee relations section system, its main function is to assess the planning of the most specific supervisor in charge of the planning of the planning of the most specific, these personnel in addition to documenting the candidate's performance performance, but also according to their In addition to documenting the candidate's performance, these personnel produce subjective impressions, evaluations, etc. based on their? Achievement analysis report.
The second stage, the president himself to be circled in a small range of candidate leaders for interviews, written tests and other comprehensive assessment, including willpower, resourcefulness, ingenuity, self-confidence, awareness of change, self-management skills, empathy, and hard-working spirit of the 15 assessment items.
In the third phase, the EMS-produced? Achievement Analysis Report? and the president's assessment to the board of directors, which will make the final decision.