Leadership Required: 12 Compass For Modern Enterprise Management

One, abandoning the old management concept, 1, digital indicators, the only manifestation of the old management concept is: drain the energy of the staff, in order to create more income and gain greater profits.

You will hear these people chattering about digital indicators as if they were the sole purpose of an enterprise.

2, employees are just the traditional management of economic men. They regard people only as resources, and are the objects of management, the theory of commanders and executors.

Its essence is the embodiment of only worshiping objects and not worshipping people.

It is based on the assumption that employees are economic people.

3, cadres are a group of parents. In the enterprise management, the traditional "organization person" mode is based on the authority of the management personnel. This management mode advocates that enterprise management can be successful only if employees can be predicted and controlled like the assets they manage.

Paternalistic management is prevalent in the management of enterprises in China.

However, the practice has proved that in the enterprises that choose this management mode, senior managers pay attention to the consistency and obedience of employees to enterprise management, do not advocate employees' personal innovation consciousness and initiative spirit, nor encourage employees to take risks. As time passes, enterprises will fall into a state of stagnant management.

At this time, talented employees are often oppressed and excluded. Their talents and professional skills are also limited. The managers at the grass-roots level lose the passion and motivation to seek opportunities or create new ideas. They do not care what problems will happen and how to solve them.

Modern enterprises are facing a new competitive environment -- continuous change and high uncertainty.

Once the enterprise falls into the state of stagnant management, it will gradually go to death in the increasingly fierce market competition.

Two, respecting and caring for employees, 1, the first rule, Wilson, vice president of BMC, stressed: "enterprises do need rules, but the first rule is respect for individuals. If this rule is done, everything will be easy."

2, employees are social people. In fact, employees are both economic men, and labor is a way to earn money to survive. There are also social workers looking for self development and self actualization.

Management also has two functions of restriction and self-discipline.

Actively create the environment and conditions for staff to develop in an all-round way. Under the premise of comprehensively improving staff's quality, changing commanding and commanding management thinking into guided and coordinated management thinking is a wise choice.

3, concerned about the future and future of employees. "I like those who are best at encouraging all employees to carry out their own goals," Anderson, the world's largest consulting company, said. "I do not like to command the dictator like kings, because management is really compatible with employees, not only on the surface, but also on the future and future of employees, which includes employees' salaries and stocks, including their learning opportunities and opportunities for development.

The "staff self declaration system" of Japan's SW group is required to fill out self declaration forms every year, demand for further education, exchange of work, promotion of jobs, and satisfaction with current work.

Its corporate culture is to motivate employees to pursue self actualization.

4, care about the family members and family members, respect the staff, care about his family from time to time, and greet his family.

As long as he feels that you are sincere, he will repay you and your company with great loyalty and enthusiasm.

The nursery of YAMAHA group.

The old and young day care center of the US Ritter Corporation, under the age of 60 and under 6 years old, is of mutual benefit.

The Bank of America Group has set up a family affairs manager who looks for nannies, sick parents, birthdays and so on. The employment conditions are very strict.

The staff self-help team, 5, has a certain cultural and sports activities. Health care is not just welfare, but a big problem of competitiveness.

MITSUBISHI electric, skips rope for three minutes every day, matches...

More than half of the weekend runners in the Asahi chemical industry are participating in...

Microsoft headquarters is like a university campus, sports ground, outdoor eating area and basketball court.

In a famous scenic area, a sanatorium is established.

MITSUBISHI business, winter skiing, summer swimming, 31 sports teams, 17 cultural activities groups, clubs, sports centers, contract sports venues...

The president of the American tannin company has created a very good working environment for its employees.

There are specialized Rugby courts, swimming pools, reading rooms, and gardens for workers to rest and quiet walks.

He provides for free beer for employees every Friday afternoon.

The company also regularly organizes a variety of drinks, banquets, and staff birthday celebrations, and also holds a male employee bodybuilding competition by the female workers, and listens to the employees' opinions and suggestions to the company, not only in praise, but when you have to criticize your employees, you must consider the time and occasion, not to criticize the staff in public, which will hurt his self esteem extremely. 6

Generally speaking, it is better to criticize employees on the phone.

Such a "criticism" is also a respect, not only does not make employees resentment, but also makes him aware of his mistakes, and strive to improve and serve the business.

Three, give employees a sense of fairness and a sense of fairness 1, a psychological sense of fairness. Haier's corporate culture is mainly committed to solving three problems: first, to give people a sense of fairness, if not the sense of fairness in fact, at least feel the sense of fairness.

Smith, President of the federal rapid pit, has posted a new announcement on the walls of every office, the policy of ensuring fair treatment. The policy specifically requires that all the chief executive's offices should be open all day, and that their subordinates can communicate with their superiors as soon as possible, so that they can get private coordination before the conflicts and problems between them reach the top of the 2 level executives.

In addition, employees will be able to write a written complaint on any complaint, and the company's Appeals Board will handle it regularly.

Chatoun also constantly warned all the executives that the committee really paid close attention to them, and they would be dismissed if they were found to be unreasonably able to deal with their subordinates.

3, fairness is more important than justice.

Four, the most important thing is to praise and reward, 1, and management. Therefore, as a manager, it is the top priority in management to build up the correct standards of value, which is in line with the fundamental interests of the enterprise and organization, clear and definite, that is, not to be ambiguous or wobble.

Laberford said he has made two discoveries in management practice: [1], the more rewarding you are, the more you get.

You will not get what you want, demand, desire, or entreaty, and what you get is what you reward.

In any case, you can judge that people and animals will do their best for him.

When [2] tries to do the right thing, it is easy for people to fall into the trap of rewarding the wrong behavior and ignoring or punishing the right behavior.

The result is that we want to get A, but we inadvertently reward B, and we are still wondering why we get B. 2, and often praise and respect the staff. We praise your employees from time to time, and confirm his recent work, which is the simplest and most practical way to motivate an employee to work harder.

Telephone and note.

3, the establishment of love award in the AUX, the automatic loss rate of backbone management and technical personnel is low each year. The reason is that AUX pays attention to people-oriented management, gives talents full respect and good growth space. On the one hand, it creates a long life lock with high pay, which eventually forms an economic interest community between enterprises and employees.

The employees of AUX are generally not treated poorly. In order to make employees feel that the "good play is still in the end", the company has taken additional incentive measures: stipulating that all the key employees who have worked for AUX for a full year can receive the "love Award" in the name of group president in the end of the year award, in recognition of their contribution to the enterprise.

The higher the employee's service year in AUX, the greater the number of love awards.

Like 2002, the company gave the highest amount of love award to employees up to 300 thousand yuan.

However, the award of love award is precondition: employees must be prominent in their work, sincere and sincere, and do not violate the regulations of the company. Of course, the most important thing is not to quit halfway.

Therefore, the love award is like "long life lock", which can not only keep the hearts of employees, but also tie them to the feet that they try to quit.

Five, using the real tools, 1, meeting minutes, the biggest selling point of the jade seven star sword is the seven jade on the sword body, and the meeting minutes can become the first weapon of AUX's weapon spectrum, not only because it is a widely used "conventional weapon" like a sword, but also because it is laying special emphasis on the task of "seven clear", so that the responsible person can not perfunctory.

Xiao Cheng is a young man in the marketing department of the new affiliate. This morning, he participated in a meeting held by the sales department. He was told that he counted a set of data.

In the afternoon, Xiao Cheng received a summary of the meeting.

To his eye opener, the meeting minutes were different from the similar documents he had seen before. He briefly explained the purpose and process of the conference. The following is a full list, detailing a long list of work contents and corresponding responsibilities, completion dates, assessors, assessment time and other items, together with sorting out the forwarder and computer monitoring and assessment personnel.

The name of Xiao Cheng is also in the column of the responsible person, which stipulates that he must complete the statistical summary of all the data in 2 days and form a written report, and then pass the qualification assessment of the competent department's assessors and sign the confirmation, and hand them to the monitoring and assessment personnel as the basis for the completion of the work.

The results of the implementation of this work will not be assessed at the time of assessment, but will still be assessed on the basis of the failure to complete the work on time.

So in the process of handling, who dares to take it lightly?

Xiao Cheng said, "through this matter, I deeply realized that if a task is clearly defined in seven elements, if it is to be carried out and implemented, there is no reason why it should not be completed quickly and well."

According to our impression, the minutes of the meeting are a very useful form of official documents, which are full of empty words and stereotypes, and words are dilatory.

However, when it comes to AUX managers, it has undergone a completely new change from its purpose, form to writing style, which embodies a simple, pragmatic and standardized management style.

Therefore, the first story in this article is the first weapon, or rather innovation.

Only by innovation can we turn corruption into magic and pform an official document into a powerful management weapon.

2, work contact sheet, work contact list, which is applicable to the work assignment of two similar departments or individuals in the company. The process of accepting tasks is equal, friendly and non commanding.

But if you refuse to accept it or fail to do so, it will show its tough side.

This makes the work contact sheet very much like the soft sword in the weapon. Once it has been deployed, it will teach the people not to stand up.

As few people dare to appreciate the power of soft sword, the work contact list will not be rejected easily.

Since the list is printed on the name of the Department concerned, the name of the filling department, the contact matters and the handling opinions, it is emphasized that no contact Department can refuse to handle the work contact sheet.

If a refusal is made, it must be noted in the column "processing opinion" that the work is not within the scope of the responsibilities of the Department.

If it is neither handled nor stated, the filling department may lodge a complaint with the higher authorities.

Wei Wei, the technical department of the company, received a contact sheet from the development department, asking him to provide a technical assistance within 3 days.

Wei said he agreed to take over the job, not only because he was worried that he would not be exposed to it.