Discussion On Organization Trust Repair Of The Protocol Motorcade In CA Province Under The Background Of Organization Revolution

The Protocol Motorcade, target of this research, locating in CA province, is the first to make a major decision to transform more than 100 commercial public institutions and enterprises, belonging to provincial institutions directly, into J Group Company. After the foundation of J Group, there is no substantial progress in the reform of public institutions of the Protocol Motorcade; since the commercialized management has been implemented by the J Group, the car renting business for political receptions and bull sessions of the four groups of the province has been decreased year by year, which become to zero in 2013 and the fiscal subsidies was also canceled. The employees’ income decreased with the company’s operation revenue accordingly, and the employees are jobless or jobless-to-be, and the work stability and long-term guarantee, such as the endowment insurance, of the employees are threatened substantially. The employees are very unsatisfied with the present situation of the Protocol Motorcade, but are not willing to participate in the market competition, strongly desire to return to the old days, when the business was arranged by the province, was under the provincial government’s management, and could apply for fiscal subsidies when the earnings are lower than the expenditure. Therefore, they are with strong resistance to normal management and the effort for market development made by J Group and even oppose publiclyThe situation of the Protocol Motorcade is complied with the three factors of organization-level failure, which is in the status of organizational trust transgressions, after the revolution from public institutions to enterprise, the substantial problem has not been solved, the effort made by the Protocol Motorcade itself has not repair the organizational trust, and the internal relationship is seriously inharmonious, which greatly impacts the production and management of the Protocol Motorcade. Therefore, with relevant theories of trust repair after organization-level failure, and by comparing with other J Group Company’s units that don’t encounter with similar problems, the author analyzes six factors, affecting the trust to the organization of the Protocol Motorcade’s Employees, and the change and the development of the trust to the organization after the Protocol Motorcade has been put under the J Group, analyzes the main reasons for the trust transgressions, investigates the method and means to repair the organizational trust of the Protocol Motorcade, and puts forward countermeasures and suggestions as follows:(1) Although the Protocol Motorcade or J Group Company itself is not capable of solving the problem of the combination of employees’ ‘two insurances’, such as endowment insurance, they shall try all means to affect and facilitate the provincial government or even the central government, who has the right and ability, to solve the problem.(2) After the problem of long-term guarantee has been solved, reposition of redundant personnel shall be carried out in accordance with Management Regulations on Public Institution Employees issued by the State Council, and the Protocol Motorcade could be transformed into an automotive passenger transportation company, which could be realized in multiple patterns, with certain conditions and preferential policies given by the government, and the new company shall operate following modern enterprise management system.(3) As for personnel management, the policy that ‘old employees follow the old policy and new employees follow the new policy’ shall be used during the transitional period of the transformation, the employees’ job stability shall be legally granted and the employees’ labor rights shall be protected so as to eliminate employees’ worry about the instability of their job and the fair of unemployment.(4) Revolution is out of the need for social development, and the revolution shall be established in a better life and job for the employees, and makes them to be faithful and hopeful to their future. In order to make revolution decisions to be more scientific and reasonable and to make policies for the revolution to be with continuity, relevant rules and regulations shall be established accordingly, and revolution decision making shall be regulated so as to avoid undesirable consequences caused by decision-making errors.