1. A newcomer to the unit. The development training pays attention to team spirit and advocates sharing. For newcomers to new units, especially graduates, a team with affinity can give them confidence and enhance their communication and coordination skills.

2、團(tuán)隊(duì)凝聚力缺失、情緒萎靡的員工。 時(shí)間長(zhǎng)了，員工不免有惰性甚私心，熱情慢慢消退。在一成不變的環(huán)境里，靠固有溝通方式很難解決這些問題。當(dāng)員工看不到前途，感受不到團(tuán)隊(duì)溫暖時(shí)，就會(huì)跳槽。此時(shí)，拓展訓(xùn)練可在一定程度上加強(qiáng)溝通協(xié)調(diào)，改善員工態(tài)度。

2. Employees who lack team cohesion and are depressed. Over a long period of time, employees inevitably have inertia and even selfishness, and their enthusiasm slowly subsides. In an unchanging environment, it is difficult to solve these problems by inherent communication. When employees can't see the future and feel the warmth of the team, they will change jobs. At this time, expansion training can strengthen communication and coordination to a certain extent and improve employees' attitude.

3、企業(yè)組織變革時(shí)。 從職業(yè)心理健康的角度來分析，組織變革對(duì)員工而言是一個(gè)特殊而強(qiáng)大的刺激源，員工必然會(huì)產(chǎn)生不同尋常的應(yīng)激反應(yīng)，如若員工沒有足夠的能力應(yīng)付如此強(qiáng)大的壓力，將會(huì)帶來一系列生理、心理、行為上的不適，進(jìn)而影響正常的工作與生活，這樣的員工必將對(duì)組織變革的執(zhí)行過程產(chǎn)生消極的影響。

3. When the enterprise organization changes. From the perspective of occupational mental health, organizational change is a special and powerful stimulus for employees, and employees are bound to produce unusual stress reactions. If employees do not have enough ability to cope with such strong pressure, it will bring a series of physical, psychological and behavioral discomfort, which will affect their normal work and life, Such employees will have a negative impact on the implementation process of organizational change.

4、思維陷入慣性的管理者。 拓展訓(xùn)練設(shè)置了富有挑戰(zhàn)、激情并充滿趣味的任務(wù)，有助于調(diào)整思維僵化的管理者，甚重建知識(shí)結(jié)構(gòu)，使思維重新高速運(yùn)轉(zhuǎn)，擦出新火花。

4. Managers whose thinking falls into inertia. The expansion training has set challenging, passionate and interesting tasks, which help to adjust the managers with rigid thinking, and even comprehensively rebuild the knowledge structure, so as to make the thinking run again at high speed and spark new sparks.

5、企業(yè)發(fā)生重大突發(fā)事件后。 重大突發(fā)事件是指突然發(fā)生，影響巨大，對(duì)員工生理和心理產(chǎn)生巨大沖擊的事件。突發(fā)事件的目擊者或者直接相關(guān)人員心理上產(chǎn)生了巨大沖擊，特別需要心理干預(yù)。此外，許多危機(jī)事件的影響一旦產(chǎn)生后，并不會(huì)立刻表現(xiàn)出來，特別在行動(dòng)上看不出什么不同，但突發(fā)事件的畫面并因此會(huì)重復(fù)出現(xiàn)在員工腦海中，其隱性的負(fù)面影響也就開始形成。

5. After major emergencies occur in the enterprise. Major emergencies refer to events that occur suddenly, have a great impact and have a great impact on employees' physiology and psychology. The witnesses of emergencies or directly related personnel have had a great psychological impact, especially in need of psychological intervention. In addition, once the impact of many crisis events occurs, they will not show immediately, especially in action. However, the picture of emergencies will reappear in the minds of employees, and its hidden negative impact will begin to form.

根據(jù)國(guó)際標(biāo)準(zhǔn)，工作倦怠包括情緒衰竭、玩世不恭和成就感低落三個(gè)指標(biāo)。通常表現(xiàn)為一種感覺疲勞或挫折的狀態(tài)，可表現(xiàn)為生理、心理多種癥狀。職業(yè)倦怠因工作而起，直接影響到工作準(zhǔn)備狀態(tài)，然后又反作用于工作，導(dǎo)致工作狀態(tài)惡化，職業(yè)倦怠進(jìn)一步加深。

According to international standards, job burnout includes three indicators: emotional exhaustion, cynicism and low sense of achievement. It is usually manifested as a state of feeling fatigue or frustration, which can be manifested as a variety of physiological and psychological symptoms. Job burnout arises from work, directly affects the state of work preparation, and then reacts on work, resulting in the deterioration of work state and the further deepening of job burnout.