Does Management Really Need To Offend People?

A friend is a deputy general manager of an enterprise. Because the product and market of the enterprise are not well developed due to many factors, a lot of undesirable events have occurred, which has caused a lot of trouble in his time management.

First, he was in contradiction with a director in charge of marketing, then he had a holiday with a marketing manager in a regional market, and finally offended some people. He felt that the whole world was against him.

Later, he finally realized that management can not be a "good old man", and everything is good but bad.

In short, I feel that the management of my friends is in a mess, and I feel that management is not so easy. There is always a gap between reality and reality.

In addition, he believes that to be a qualified manager is bound to offend a group of people, and the successful management is based on the interests of some of them.

Many people generally believe that being a man is how to do well in interpersonal relationships. Doing things is how to improve the company's efficiency, improve interpersonal relationships and improve company efficiency.

It can only be a person, not doing things. It is harmony and harmony.

On the contrary, only do things, do not behave, often offend people, his management is also zero.

Therefore, we must first behave and then do things. This is management.

And management philosophy is to reflect on their management experience.

However, in daily management, we often encounter things entangled with others. In fact, it is no wonder that people are people who do things and things are done by people. How can we get a clear picture of them?

So I think management is a matter of offending people. In daily management, don't be afraid of offending people, but do not offend most people. We should pay more attention to institutionalization of things and humanization of people. Especially in small businesses which are not very formal, the first thing to do is to have laws to follow.

A company and a group of people often need to operate a series of "operations" on the enterprise, which will cause many people in the enterprise to feel "pain".

The reform will adjust the original pattern of interests of enterprises, which may block some people's financial resources, reduce the income of some people, and increase the pressure of most people.

It's all about offending people.

If enterprises want to grasp management, they need to take these pressures and risk them, and carry out a new system with great courage and dare to manage.

If the business operators are empty, but they are afraid of wolves and fear of tigers, they are not willing to provoke. They dare not offend. They want no trouble. If they want to be "good gentlemen", there can be no improvement in management.

Enterprise management is to be merciless and emotional.

In deepening reform and carrying out the system, it must be "heartless" and the system is paramount.

Rewards and punishments are clear and able, which may be "heartless" for some employees.

However, only by strengthening management can enterprises be more competitive and have greater development, so that employees can get more income and provide more jobs. This is precisely the "emotional" aspect.

To strengthen management, we must not be able to talk on paper.

"Humanized management" is not wrong, but when normal work is affected by the abnormal humanization, that management is very bad management.

Just like an enterprise's director of marketing, he has few people, but because he lacks management experience, and even can say that his real management ability is limited, his staff are in a bad mood, but in fact, they do not listen to him from his own bones. He is also afraid of offending his employees and bringing losses to the work of the marketing department.

But the more he thought about it, the more he appeared to be unscrupulous and unscrupulous.

Therefore, the behavior of the director of marketing has made the work of the marketing department very confusing and inefficient, which has greatly affected the overall work of the enterprise.

The director of marketing has also been criticized by the general manager many times.

He has poured a lot of bitter water on me. He said that since he had been engaged in management work, he felt that management was a matter of "offending people". Managers and managers were always a pair of contradictions, which could not be changed at any time. Therefore, those good guys who did not want to offend people were not suitable for management.

He said he had arranged several jobs for his staff, and the employees promised to do it, but I don't know if the result would be effective.

I said, you have to dare to point out the shortage of employees and dare to criticize employees. The criticism you have been leading all day is because you never criticize the employees. He said, "it seems that we should study and ponder the management in the future, and then go."

From his back, I know that when he arranges his work, he will also encounter employees' questions, because employees are always looking for reasons for doing less work.

As a manager, when you compromise with this unhealthy attitude of your employees, in fact, it indicates that your work can not be done well, let alone accomplish your task well.

More importantly, your management will soon come to an end.

What is the purpose of management?

Is it a "good old man competition" to see who is more popular?

Do not say bold management, careful management can not let everyone speak well, that kind of "good good" management sooner or later, we all sent to hell.

Management should be a good person, really for business people most say hello, bad guys, only care about personal gains and losses of the majority of people say you are bad, so that is almost a good manager.

Oxford management review.

Whether it is managing an enterprise or a team, it is interlinked. At the very beginning, it needs to be managed by the system, because no one knows the direction of development and the principles of doing things. In the middle of the time, people need to manage the situation, because everyone knows the direction of development, but has not yet formed the shaping principle of doing things. In the later stage, it has come back to the system to manage, because everyone knows the direction of development and has formed the molding way of doing things.

This stage also shows that the corporate culture has been shaped, and it is necessary for enterprises and employees to observe and realize the molding, patterning and conscious management together.

It's impossible to change what you want to do in your own way at this time.

Because management is just a kind of management state under the big environment. The contradiction of offending people in such management is not like the situation of the marketing director of the marketing associate and the contradiction between the public and the public in management.

The key is to have a clear system and direction, and fully understand subordinates, so as a matter of fact, there will be no offending people.

For those employees who are really disobedient, in such a case, it is no longer a matter of offence. At this time, there is only one word "kill".

I often talk with some successful managers about the topic of management. When asked what the root of management they are insisting on, how to manage less offending people and try not to offend people, they say that all your actions are the way you behave. So is management. Even if you offend some people, it doesn't matter, because after all, most people's vision is short, so they are the managers.