In order to celebrate the "May 4th" Youth Day, under the proposal of the general manager, the company's administrative department and personnel department organized an entertainment event such as chess and basketball games on the afternoon of May 4. However, the employees' participation in the event was not high, the atmosphere of the event was relatively deserted, and the whole event ended in failure. The reasons for the summary are as follows:

First, the time is rushed and the preparation is not sufficient.

The principle of collective activities should mainly reflect the characteristics of “full participation, enhance corporate cohesion, and promote employee team spirit”. At the same time, it should take into account the characteristics of “time characteristics and catering to the interests of most employees”. Therefore, in the preparation process of just one hour, the game activities of low-level fun were eliminated, and finally decided by "chess, poker competition" and "basketball game". However, due to the rush of time, no specific activities and steps were implemented, and the whole activity was not organized.

Second, managers at all levels do not support, cooperate, or even have resistance to activities.

(1) The production manager does not cooperate.

Since there is no clear plan for activities, after work in the afternoon, I took the initiative to find the manager of the production department, Zhao, and explained the main purpose and original intention of the organization's activities - to enhance cohesion and to reflect team spirit. Due to the large number of employees in the production department, the production department was the focus, and the grouping plan and competition rules were introduced. However, Manager Zhao explained three points of opinion and ultimately did not cooperate with the organization activities: 1. Because the company is not in the company in the morning, it organizes activities. I don't know it at all; 2. There is no prize in the competition. It is not my business to apply for it. 3. How to group, how to arrange yourself, I don't care, I go to basketball.

(2) Although the supervisor of the workshop cooperated with the work, the organization was weak, and no one listened when the staff was mobilized. Some team leaders first sang the opposite tone and acted as a thorn.

Afterwards, in order to avoid the cold field and prevent employees from disappointing, I first announced the rules of the game in the production workshop. The production department was divided into four groups according to the class, and the management department and the development department were merged into one group. Each group first selected the competition. After the game, a winner was selected to participate in the finals - the round robin, the team winning the final group rewarded 50 yuan in cash. The rules of the game were announced in the form of on-site meetings, and they called on everyone to sit in the front row of the workbench. They also clarified the purpose and significance of the company's intention to free up half a day to organize activities, but the individual team leaders not only did not actively support cooperation, but instead In public, there are three things: "Do you have to sit together to show cohesiveness? Is it a lazy thing to sit on one side? We can neither play poker nor play chess. It is better to let us go back to wash clothes after half a day.... "At the end of the strong order, I sat on the workbench in the front row with great complaints." Similarly, at the beginning of the activity, each team leader is led by his team members to conduct a trial on a workbench, and each team is given a pair of chess, but no one responds, the team leader does not actively coordinate, and finally only has to Called the supervisor Wu Xincun group, Wu Xincun still no one listened after the grouping, so the whole event had to be uninteresting in the sloppy.

The event initially reflected the following questions:

1. The cohesiveness and centripetal force of the company's employees are very scarce. All departments and teams are “independent”, ignoring each other's interests, ignoring the overall interests of the company, and having a small collective collectivism with no organizational concept and hierarchical concept, and arbitrarily resisting the decree.

2. The relationship between the management and its management personnel “rights, responsibilities, and interests” needs further consideration, the ideological quality needs to be improved, and the sense of collective honor needs to be strengthened.

3. The organizers of the event should be fully prepared, carefully planned, and characterized so that each group event can benefit and satisfy the employees, and do not lose the true meaning of the activities.

                                                 Personnel department

                                                May 5, 2008