Keywords: mental health of employees in state-owned enterprises, reasonable incentives, humanistic care, prevention network
First, the significance of employees' mental health to the development of state-owned enterprises
The mental health of employees is a major event related to the survival and development of enterprises. The development of enterprises needs to unite the wisdom and strength of employees and fully mobilize their enthusiasm and creativity. Philosophically speaking, human behavior is dominated by consciousness, so what kind of psychological state also determines what kind of behavior employees have at work.
Some business management experts have done experiments, and the work efficiency of employees with harmonious and healthy mental state is several times higher than that of employees with unhealthy and harmonious mental state. Only when employees have healthy and harmonious psychology can they have a sense of accomplishment and belonging, and can they stimulate their enthusiasm, initiative and creativity. The wealth of enterprises is created by employees, and the creation of employees comes from their psychology. A healthy mind stores wisdom and ability and can turn it into productivity.
The healthy psychology of employees is not only the need of enterprise development, but also the objective need of enterprise stability. Imagine that if the employees of an enterprise are psychologically distorted, seek trouble, sow discord, or even lose their rationality and indulge in revenge, it will not only lead to vicious instability, but also affect the harmony and stability of the whole society. The core of Scientific Outlook on Development that we have been advocating is people-oriented, and people-oriented is to ensure the healthy development of people. Healthy development includes not only physical health, but also mental health. Therefore, paying attention to employees' mental health is also a further understanding of Scientific Outlook on Development's profound connotation.
China is an economic structure with the state-owned economy as the main body and various economic forms coexisting. State-owned enterprises have always played a leading and driving role in economic development. However, with the strategic adjustment of industrial structure and the development of economic globalization, the deepening of reform and opening up and the gradual expansion of the coverage of socialist market economy, it has brought great impact to state-owned enterprises. Correspondingly, employees of state-owned enterprises have also found many changes in their concepts, psychological behaviors, and their psychology has become more and more detailed, complex and even elusive, and the resulting every move will have a certain impact on the enterprise.
Therefore, the psychological state of employees is an important factor for the development and stability of enterprises, and it must not be taken lightly. Strengthening the management of employees' mental health can bring endless benefits to enterprises. First, it can make employees feel the concern of the enterprise, make employees have a sense of belonging and enthusiasm for work, and attract more outstanding employees. Secondly, through the implementation of employee mental health management, employees' stress is at the best level, their body and mind are healthier and more energetic, thus improving the labor productivity of enterprises and enhancing their core competitiveness. Thirdly, by monitoring the stress level of employees in real time and recommending appropriate guidance and suggestions, employees can adjust their physical and mental state at any time to prevent psychological crisis.
Second, the mental health survey of employees in state-owned enterprises
Employees of state-owned enterprises have always enjoyed the treatment of "stable work, good welfare and high salary". However, a survey on employee engagement shows that private enterprises, foreign joint ventures and other types of enterprises have higher employee engagement, while state-owned and state-controlled enterprises have the lowest employee engagement. In recent years, more and more attention has been paid to the occupational stress and mental health of employees in state-owned enterprises and their influence on enterprises.
According to the survey of authoritative organizations in China, 25.04% of all employees of state-owned enterprises who participated in the survey have certain mental health problems, that is to say, one in every four respondents has certain mental health problems. At the same time, 2.24% respondents have serious mental health problems, and 22.8 1% respondents have serious mental health problems. Further data analysis shows that the mental health problems that respondents often appear frequently are: mental stress; Feel unhappy and depressed; I feel that I can't play a useful role in things; Low mood, low work enthusiasm. Take the power supply enterprises in state-owned enterprises as an example. Due to the single and bad working environment, narrow interpersonal communication and high pressure of safe production, employees often have four kinds of psychological problems: first, physical fatigue, manifested as physical discomfort and occupational diseases; Second, mental fatigue, manifested as obvious emptiness, the heart is willing but unable to do so, and self-evaluation declines; Third, emotional exhaustion, manifested as loss of passion, exhaustion of emotional resources, irritability, pessimism, deep helplessness, or extreme self-esteem and sensitivity, anxiety, depression and autism; Fourth, the exhaustion of value is mainly manifested in the meaningless and worthless work, low work efficiency and often feeling incompetent.
The increasingly fierce social competition, work pressure, working environment, interpersonal relationships, job changes, differences in welfare benefits and family harmony will directly affect the mental health of employees. Internal factors are mainly impetuous employees of state-owned enterprises, and their investment in work is relatively low. Many people are unwilling to work now and are eager to seek success in their careers. External factors that cannot be ignored, such as the plan execution system and mode of state-owned enterprises, contradict the encouragement and creative education that employees receive. Many young people do not adapt to the working environment of state-owned enterprises, resulting in low job involvement; Moreover, our society is in a period of transition, and all kinds of ideas and information have had a great influence on young people.
Third, how to strengthen the mental health management of employees
The mental health of employees refers to employees' efficient, satisfied and sustained mental state, which is mainly reflected in the five mental states of employees in enterprises. Job stress, job burnout, career direction, organizational belonging and interpersonal affinity are all positively balanced. Strengthening the management of employees' mental health is a complex project, which should be flexible and gradual.
(A) reasonable incentives
In modern enterprise management, material incentives and spiritual incentives are still important means. According to Maslow's hierarchy of needs, people have physiological needs, security needs, social needs, respect needs and self-realization needs. These five demands are arranged from low to high, and only when the former demand is met will the latter demand be generated; After the former demand is fully satisfied, the latter demand will show an incentive effect. Reasonable incentives can effectively stimulate employees' spiritual and material desires and promote the harmonious development of enterprises and employees. Many state-owned enterprises have established human resource management systems with employee incentive mechanism and restraint mechanism as the core, which not only provides institutional guarantee for the development of enterprises, but also provides support for strengthening the management of employees' mental health.
1. Analyze employees' needs and implement targeted incentives.
The same incentive can't meet all the needs. According to the hierarchy of needs theory, even the same person will have different needs at different times. Therefore, enterprises must take different incentives for different people and different incentives for the same person at different times. In order to motivate employees, we must understand their motives or needs, find out the factors that motivate them, adopt different incentive methods and carry out targeted incentives.
2. Improve the system and implement scientific, fair and appropriate incentives.
In order to make the incentive system scientific, enterprises must systematically collect and analyze the information related to incentives, and constantly formulate corresponding policies according to the changes of the situation. Incentive must be fair. Whether a person is satisfied with his remuneration depends not only on its absolute value, but also on social comparison or historical comparison. Through comparison, judge whether you have been treated fairly, thus affecting your mood and work attitude.
(B) pay attention to humanistic care
Humanistic care is a concern for people's living conditions, and it is an affirmation of people's dignity and living conditions in line with human nature. Humanistic care is a big category, and its core is people-oriented, paying attention to employees' personal feelings and needs, and creating a harmonious and warm humanistic environment. Facing the psychological problems of employees brought about by fierce market competition, the psychological management of employees full of humanistic care can reduce employees' complaints about the organization and establish a good corporate image; Enhance employees' recognition of the enterprise and promote communication between employees at all levels and departments; Improve staff morale and organizational atmosphere.
1, psychological counseling
Psychological counseling is a common way for managers of state-owned enterprises at present, with low cost, various ways and sometimes good results. To carry out psychological counseling, we must first deeply understand the psychological state of employees and analyze and judge which unbalanced state employees' psychology belongs to. To understand the psychological state of employees, we must establish a good expression mechanism of employees' demands. State-owned enterprises should give full play to the role of workers' representatives and workers' congresses and enhance the attractiveness and cohesion of trade unions. Some enterprises make full use of the internet platform to set up the general manager's mailbox or hire the general manager's liaison officer to build a bridge for employees to communicate with managers. Some enterprises have set up their own blogs and Weibo, which provide a platform for employees to express their opinions. In short, give employees the opportunity and space to express their thoughts and feelings. In this way, employees will be more calm when receiving counseling after a process of venting bad emotions and releasing pressure. Secondly, we should be good at using skills and flexibly carry out psychological counseling. We should seize all kinds of opinions and favorable factors that are easy to be accepted by them and guide them; We should honestly help analyze practical problems and avoid each other's guesses and doubts; We should not give empty comfort, let alone prevaricate. According to the specific circumstances and characteristics of the case, give different inspiration and support. If the parties are hostile and take aggressive actions, they should adopt an appropriate evasive attitude, exercise patience and restraint as much as possible, and let other personnel go to the rescue work first. In the process of psychological counseling, we should also pay attention to establishing a relationship of mutual trust and encouragement with employees to help employees establish a correct world outlook, thus consolidating the results of psychological counseling.
2. Develop family support.
Some state-owned enterprises have established regular condolence systems and follow-up assistance systems to actively solve difficulties and contradictions for employees; Visit and sympathize with employees with difficulties on important holidays, and issue subsidies for difficulties; In the face of national and social disasters, difficulties and urgent need for help, organize organizations at all levels to lead employees to donate money and materials, extend a loving hand, and give sunshine and warmth to groups in need. Through these systems and measures, the employees of the company have devoted themselves to help, learned love and gratitude in dedication, constantly improved their spiritual quality, and developed a good mentality of loving dedication and grateful service.
3. Solve the specific difficulties of employees.
Enterprises should not only listen carefully to the voices of employees, but more importantly, solve various specific difficulties of employees. For the practical difficulties and reasonable needs of employees, we should actively coordinate in time to help employees correctly handle practical problems such as interpersonal relationship, income distribution, medical housing and so on. Care for cadres and workers politically, help them in life, encourage them spiritually, actively do practical things and do good deeds for cadres and workers, and enhance their sense of belonging and identity. Enterprise management should unite all employees with emotional ties, listen to their voices, care about their difficulties, understand their ideas, relieve their worries, let them put more energy into their work, and turn gratitude into the enthusiasm of enterprises. Party organizations should be concerned about all kinds of practical difficulties encountered by workers and their families, such as emergency medical care, weddings, funerals, student assistance, emergencies and emergencies in daily life, and take effective measures to provide all kinds of help and services in time. Formulate and improve the supporting mechanism to effectively implement the reasonable demands of employees. Only in this way can we truly think of employees, thus resolving contradictions, reducing conflicts and maintaining stability. At the same time, it is necessary to combine the culture and present situation of the enterprise, educate and guide employees with specific cases and examples, and help employees correct their conscience.
State, to achieve inner balance.
(3) establish a prevention network
Under the heavy pressure of work and life, employees will inevitably have some psychological problems. At this time, it is necessary to find and intervene as early as possible, establish and improve the mental health prevention network of employees, and nip in the bud.
First of all, we can establish a linkage mechanism between enterprises and families. Set up mental health workers in the work team, organize out-of-town training and regularly go to enterprises for training, and constantly improve the professional level. The duty of mental health workers is to detect the mental health status of employees in this shift, communicate actively when problems are found, ask the mental health department of employees for help if they can't solve them themselves, and track and feedback the psychological counseling effect of the intervened people until the problems are solved. At the same time, strengthen communication with employees' families and pay enough attention to the abnormal psychology and behavior of employees reflected by employees' families.
Secondly, we should create a good atmosphere conducive to mental health. A positive, healthy and harmonious internal and external environment plays a very important role in improving employees' ability to control and adjust unhealthy psychology, consolidating the achievements of psychological education and doing a good job in psychological counseling. Enterprises can carry out reading creation, knowledge contest, staff forum, singing contest, fitness, photography, calligraphy, fine arts painting and other activities. A beautiful and comfortable life and interpersonal environment can effectively guide employees' psychology and make employees tend to be healthy.
Third, vigorously popularize psychological science and mental health knowledge. Popularizing the knowledge of psychological science is the basic work of doing psychological education well and cultivating workers' good psychological quality. At present, it is common that people are unfamiliar with the knowledge of psychological science, can't correctly understand and explain psychological phenomena and problems, are not good at solving psychological problems with scientific methods, and can't effectively play the psychological potential of employees. Enterprises can also organize experts to compile a psychological test question bank for employees according to their own reality, and put it on the enterprise website, so that employees can test their mental health at any time, or regularly invite professionals to give lectures on mental health knowledge for employees and provide one-on-one help, so that employees can get the help of professional psychological counselors in time.
In short, only the mental health of employees can ensure the harmonious and stable development of enterprises. Enterprise managers must strengthen the management of employees' mental health, help employees build a strong psychological defense line and cultivate healthy emotions. Only in this way can the development of state-owned enterprises have a steady stream of strength, and they can stand firm in the tide of reform and development and market economy and move forward steadily.