4.How do you help a new employee understand the culture of your organization?
We have trainings for new employees to know more about our organization before we put them into real positions. During these trainings, we provide perspectives about our company’s history, culture, and development process in last decades. Also we invite employees and even managers from different departments to come and give speeches to share their work and experiences. I always reinforce our core values when I directly give new employee any orders or requests; it is a good strategy to make them truly assimilate into our big family.
5.How do you communicate the “core values”?
Talking about the “core values”, everywhere inside our company, in our presentation covers, notes book, and employees’ system has those printed and painting calligraphy which shows our company’s core characteristics and values.
6.How do you encourage others in your organization to communicate the “core values”?
I prefer to have meetings with my subordinates every week, and listen to their summaries about the coming week’s plans and tasks, and the previous
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We have covered how to conduct meetings, provide constructive feedbacks, and delegating. Ms. Li also demonstrated a few communicating issues she had been through, and the most impressive thing I get from the interview is that communicating with co-workers and bosses is an essential part of our work, and we need proper communicating tools in different situations, sometimes we are contacting by emails, phones, or by having a meeting, and sometimes we are just talking to others like usual conversations. All those experiences Ms. Li has lead to better and much more effective working relationship with different levels of employees. I feel that communicating could be so powerful that if I properly use it, I will earn much more benefit than I