Micro-fiction: Guo Qiang really has courage

Guo Qiang took office, and the new official took office with three fires, which was different from the previous leadership personality. He led by example everywhere and set an example.

The train runs fast, all thanks to the headband. People move people, and policies mobilize enthusiasm.

At the beginning of his term of office, he established rules and regulations, and strived to manage people with systems and discipline to restrain people.

He strives to achieve the ability of the upper, the mediocre down. But the deep-rooted, intricate interpersonal relationships made him cower and throw rats.

Mountains and rivers are easy to change, and nature is difficult to move. He is him, although he has planted a heel in this regard in the past, but the ambition is not moving, the bow has not returned to the arrow, if the resistance is large, so that he really can not play the wisdom, here is not left grandpa, there is a place to stay grandpa.

Since the chairman has activated him again, he must be in favor of his boldness, integrity, and courage.

He thinks that the chairman absolutely has no doubt about the use of people, and doubtful people do not need to. Since you put yourself in this important position, your talent must be displayed.

The lazy and paralyzed work style of enterprise staff and workers must be punished, the phenomenon of not contributing to work must be punished, the principle of doing more work and getting more must be implemented.

Man does not hate poverty, he hates injustice.

Whether it is a minefield or an abyss ahead, he will always go forward without hesitation, even if he is defeated and discredited, he will not hesitate to do anything.

He assigned responsibilities to various departments and pressed tasks. Year-end assessment, rewards and penalties are clear.

The year-end appraisal of the three managers was hired, the vice chairman greeted, and the deputy general manager refused one by one. The loser asked his guest not to go, and the gifts sent to his home were returned.

He thought in his heart that if the system was not implemented thoroughly, his prestige would be swept away. How many golden decades does life have?

He withstood the pressure of all parties and promoted three managers who were excellent in the annual assessment, and the original manager did not touch it to the end. Just demoted to deputy manager, and said: "If the next assessment is not qualified, you have to be demoted to ordinary employees, ordinary employees who are unqualified in the assessment, the old monk rolls up - leave the temple." ”

When the employees looked at it, they really moved, nepotism was not used, and the work was hard. It's the end of the year again, and profits have gone up a step in each person's wages.

In the third year, he learned from part of Huawei's management model, mobilized employees to invest in shares, bound interests, and each employee did it himself and clarified the direction of his efforts.

Employees treat the factory as their home, saving materials and not wasting. The scraps are cleaned up and the scrap is sold. The factory environment and appearance have been renewed, and the output value has doubled year by year. At the end of the year, the dividends received are 20,000, 30,000 and 50,000, which are strictly divided according to the money entered. At the same time, the salaries of employees have also been doubled.

The employees said happily: Five years earlier, the new house will be in hand.

Planted sycamore trees, flew to the golden phoenix, professional and technical workers from other factories, have asked to come to his factory!

Nowadays, the efficiency of the factory is getting better and better, only those who come, those who do not go, are full of vitality!