Talking About Enterprise Management From The Failure Of Xiang Yu

Life is a hero and death is a ghost.

So far, Xiang Xiang Yu has refused to go over Jiangdong.

The poetry of Li Qingzhao, a female poet in the Song Dynasty, is full of heroic heroic feelings that she does not allow her to show admiration for.

From ancient times to now, there are many literati who are not stingy to praise and worship Xiang Yu. Such a tragic hero is a pity for the world.

In our words today, Xiang Yu is a brilliant young worker who has worked hard to earn a living, and has become a leader in the industry.

In less than eight years, it has its historical contingencies, which may be more of an inevitable factor in its history.

On the face of it, Xiang Yu's bankruptcy was defeated by rival Liu Bang company and defeated in its political infantile and superstitious force.

But the bankruptcy of Xiang Yu has been doomed from the very beginning. Its essence is to lose itself inside the company management.

We analyze the Xiang Yu company from the following points, and discover the inevitability of Xiang Yu's bankruptcy and a little inspiration for our modern enterprise management.

First, from the strategic point of view of the enterprise, Xiang Yu company has no definite strategic objectives of the enterprise, and goes there to calculate it there.

At the peak of its company's development, the strategic objective seems to be to tell friends and relatives to develop themselves and return to their hometown.

In the end, when the company went bankrupt, its goal seemed to prove to the employees that I was a good manager, and I never failed in sales promotion activities.

I am bankrupt today because the competition is too fierce. I am not going to run it. (I am eight years old, and I am seventy years old.

But now I am trapped here, and the death of this day is not the crime of war.

)

When they fail, they do not know where their goals are, nor do they know who their real competitors are. They give up the best chance to beat their competitors.

At the end of the day, the goal of bankruptcy is to prove that he can do promotional activities until he dies.

Is it not true for many enterprises?

When we get there, we miss the development opportunities again and again. On the surface of the gains and losses, we can live on the surface. How much turnover has increased this year, actually, we are getting closer to death.

When I go bankrupt, I don't know why I failed.

Like Xiang Yu, it is a competition. It is because the business environment is bad that I can't blame myself for not operating.

At any time, our managers must formulate clear strategic goals for their own organizations, and also have tactical tactics to achieve their strategic goals.

Two, from Xiang Yu's internal management, Xiang Yu has no communication atmosphere and no communication mechanism.

At the height of Xiang Yu's development, a person named "speaker" suggested that Xiang Yu should remain in Guanzhong with Comrade Xiang Yu.

The "speaker" who proposed the proposal made a complaint because he did not accept the proposal. He was dismissed from laid-off by Comrade Xiang Yu (or he said, Wang said: "Guanzhong river is four stoppers, and the land is fertile and Raider.")

Xiang king saw all the burning of the Qin palace, and he thought of his desire to return to the East. He said, "riches and honour do not belong to their hometown.

The speaker said, "man speaks of Chu, but he is so proud."

Xiang Wang Wen, the cook.

Others gave him a different opinion, not only could he not listen, but also dismissed the person who gave the opinion.

Cause Xiangyu company no longer recommends suggestions, road congestion, internal and external hearing loss.

Comrade Xiang Yu has no self-knowledge and no outside words.

Many of our bosses and managers can communicate with others and listen to other people's opinions in the initial stage of their entrepreneurial development.

But when a career is successful, it can only listen to the good words of Gong Song and listen to the least disagreement.

In the end, no one can tell the truth, reflect the real problem, speak only the good words that the boss wants to hear, and hear that the situation is always good.

Our managers should not only create a good communication atmosphere, but also establish a good communication mechanism.

Let our managers know the market in real time and real time, and know the internal operation of the organization.

Three, comrade Xiang Yu did not know the division of labor and was not good at employing people.

Xiang Yu seems to be the only one who is working alone, and Xiang Yu is working without delay when he sees Comrade Xiang Yu getting up early.

The reason is that Comrade Xiang Yu thinks that others can't do well. Only he can do well. Indeed, his work ability is very strong. Basically, he can finish his work.

But is there no recruitment for Xiang Yu company?

Yes, such as deputy general manager, Xiang Bo (distant relatives), senior staff member as teacher's Fan Zeng, marketing From ****.com.cn director grade Zhong Li Wei, long Dan, Zhou Yin, Sima Xin, Cao Jiu and Han Xin, Chen Pingdeng.

Because of the lack of opportunity to play the role of reuse, two comrades Han Xin and Chen Ping jumped to the rival Liu Bang company. Sima Xin and Cao were reused because of their kindness to Xiang Yu, so that they went to the market where the strategic position was located, and they lost it. Xiang Bo became a spy of Liu Bang company in the company very early, and marketing director Zhou Yin jumped to the company at the most critical time.

Comrade Xiang Yu believed that his relatives and friends and people who used to be kind to him were talented, but talented people could not change their jobs because of their lack of reuse.

Are our managers still making the same mistake?

Put the right people in the right position and be good at hiring people.

It is not just slogans, but real and real understanding that people are resources, not costs.

Human resources work is the foundation of all our work. Without an excellent team, it is like building a building on the beach - the foundation is not true.

We should not only create a "people-oriented" atmosphere, but also establish a system of employing people.

According to the survey, people from Procter & Gamble can form many Procter and gamble.

But P & G is still unable to defeat. The fundamental reason is that its personnel training system is unable to replicate and overcome.

Four, Xiang Yu, the assessment mechanism of the company is not clear, its reward and punishment is based on Comrade Xiang Yu's personal preferences.

Comrade Han Xin once had a very good evaluation of Xiang Yu (to make a man worthy of the title, to impress him or to give it up). When he was awarded the merit of the award, he carved the edges and left the edges and corners.

In the competition between two companies in the Chu and Han Dynasties, Xiang Yu's employees seemed to be mostly obscure.

The main reason is that Xiang Yu's employees are not motivated.

Why not enthusiasm?

The main factor is the hard work of the staff, which can be imagined without any reward.

It is not only without reward but also those who have no credit and merit.

Because Xiang Yu's personal feelings are good or Xiang Yu's personal kindness is rewarded.

When Xiang Yu listed the reward, Sima Xin was rewarded for helping him in the early years when Xiang Yu's nephew was down.

Xiang Yu and Tian Rong, who have made great contributions to the establishment of the company, are not very rewarded because they are not very obedient at ordinary times and are not close enough to Xiang Yu all the year round.

Because of unfair rewards, Tian Rong, Chen Yu and others resigned in anger.

In turn, it competes with Xiang Yu and creates more competitors without any reason.

Because of the competition with Tian Rong, Chen Yu and other companies, and ignoring the real rival Liu Bang company.

Xiang Yu company's bankruptcy, its resignation such as Tian Rong and Chen Yu is a very important turning point and an important factor.

The fundamental factor is Xiangyu's unclear and unfair assessment.

How many managers and bosses we still have today are still making the same mistake as Xiang Yu.

The examination is not based, opaque or unfair, and the basis of its assessment is personal preferences and personal feelings of the boss.

What is the combat effectiveness of such a team?

What is the motivation of employees?

The bankruptcy of Xiang Yu company is caused by the internal factors of its company, and is the inevitable result of Xiang Yu's personal character development.

As a manager, we do not necessarily need to be able to attack the city and win the battle.

It is necessary for us to formulate a very clear strategic objective for the organization. We also need to be able to follow the advice and listen carefully to create a good communication atmosphere and communication mechanism. We also need to have the ability to discover and use talents, to place the right people in suitable positions, to give the talents a space to display their talents. We need to be able to reward and punish clearly and establish a very clear, pparent and fair assessment mechanism.

History has proved these simple and understandable principles and punishing those who cannot manage.

It is necessary for our managers to really learn from the lessons of the ancients and learn some experiences and experiences.