In a company, if employees frequently leave their posts, are late, or sleep at work during working hours, and the management turns a blind eye to this, what’s your opinion?

This post was last edited by lovelife1997 on 2018-5-17 at 13:23. First of all, are you a leader with decision-making power in that company? Or just an ordinary employee who is concerned about the company’s fate? ? Depending on the role you hold, the reference solutions that forum members can provide to you will also be tailored to that role

The leader probably thinks the same way too :)

It depends on the nature of the company. Such chemical companies are probably on the verge of closing, right?

This post was last edited by lovelife1997 on 2018-5-17 at 13:42. Hehe……Your preconceived biases are at work again; not all fingers are of equal length. Have any of those state-owned enterprises done you any harm? According to your way of thinking, are all other types of enterprises and companies in the country of high quality, with no flaws at all? So how do I discover that even the subsidiaries of most Chinese world-class companies recognized on a global scale have various negative issues? Such things occur in any organization where people are involved, whether it is foreign-funded enterprises, multinational companies, listed firms, private businesses, individual entities, or the civil service – there is no vacuum free from such issues. Can you give a simple assessment of it as overall good or overall bad? ? Although there are no costs associated with online commentary, it is still necessary to present one’s personal opinions in an objective and thorough manner. Otherwise, if we’re being strict, what you’re doing could even be considered slander

Such companies are companies that reap huge profits. It’s amazing.

This post was last edited by lovelife1997 on 2018-5-17 at 14:08. Such a situation is particularly evident in some small private workshops and enterprises, where there is a lack of awareness of institutional rules; decisions are made based on emotions rather than rules, which inevitably leads to poor results. Those who are skeptical can go and experience it for themselves by visiting shops, workshops, and private companies with fewer than 30 employees in their vicinity. When our forum members post topics for discussion, if they intend to have others explore the management issues of a particular company, they should avoid obscuring the nature of that company. This prevents some people from making random accusations. It is important to clearly indicate the type of company: state-owned enterprise (please specify whether it is a municipal state-owned enterprise, a township state-owned enterprise, a county or city-level state-owned enterprise, a provincial-level state-owned enterprise, or a central-level state-owned enterprise); private enterprise (please specify whether it is a small workshop, a workshop-style individual business, an enterprise with 10 employees, an enterprise with 50 employees, or a joint-stock enterprise with 100 or more employees); foreign-funded enterprise (please specify whether it is a joint venture [indicate the shareholding ratio], a wholly foreign-owned enterprise, or a multinational corporation). It is also necessary to clarify the level of organizational structure development, the status of established rules and regulations, the level of cultural awareness within the organization, and its affiliation. . . . Describe the situation of your company in as much detail as possible, so as to provide a comprehensive picture for the forum members; this will enable those who are asking questions as well as those who are just observing to receive some accurate opinions and perspectives. Instead, what everyone ended up spending time on were valuable and meaningful messages that provided no guidance for solving similar problems. I think a small number of people come here to discuss topics related to production management not in order to complain or vent their feelings, but to find solutions to relevant problems and phenomena, or to gain insights for their work.

As a company, it certainly has rules and regulations in place; there’s no need to question that. So, as the original poster said, there is chaos rampant in enterprises, and the main reason for this can only be: failure to abide by laws, lax law enforcement, lack of accountability for violations, unfair rewards and punishments, and officials who fail to do their duty. The chaos in managing the situation has rendered rules and regulations meaningless and devoid of any deterrent effect; the situation has become even more chaotic, leaders lack authority, and there is a lack of discipline at all levels. To rectify this situation, the only approach is to delegate full authority to capable individuals who can enforce strict controls with determination, acting swiftly to prevent the situation from worsening. It is necessary to reorganize the staffing structure, remove those who cause excessive disruption, establish clear and concise rules for rewards and punishments, define and quantify individual responsibilities, and strengthen hierarchical authority. Rapidly restore order and stabilize public morale, and then gradually address internal issues, starting from the higher levels down to the grassroots, department by department, position by position, and individual by individual. The time cannot be too long.