Management: Whose Opinion Is Right And Who Is Listening.

From the point of view of management, there are at least some such questions that need to be considered.

What is the standard of judgement?

The more people participate in discussions, the more opinions they may have. Because everyone has their own different backgrounds and different knowledge reserves, forming different perspectives and methods of looking at problems, and also have different values.

It can be said that if the organization does not educate members, different opinions are inevitable.

In this case, there is a natural demand. When discussing a problem, there must be a standard approved by the members of the organization, depending on this standard to judge whether an opinion is correct, and whether one opinion is more correct than other opinions.

Only in this way, when there is debate, can we not see the situation that we all speak fair and reasonable, and that we can ensure that there is a conclusion.

We often say that practice is the sole criterion for testing truth.

That is to say, the most effective criterion for judging a correct opinion is practice.

If this idea is applied to practice, if it can guide practice or even lead practice, this opinion is undoubtedly correct. If it can not guide practice, it is undoubtedly wrong.

However, the wrong idea has been applied in practice, and the time may have passed.

The paradox arises: we can only know whether an opinion is right after the fact, but we have to decide whether or not an opinion is right.

Some people may say that according to your standards, no matter who is right or who is right, you can not tell whether an opinion is correct.

This is certainly a good thing to say. However, we should adopt other ways, such as determining the correctness of the opinion with the position of the high and low, and determining the correctness of the opinion by the number of experience. In order to confirm the correctness of the opinion, we agree with the number of people to decide whether the opinion is right or not. It is not the absolute accuracy of the opinion, but the best choice under the limited conditions. This is a much easier goal to achieve and more maneuverable, and also more able to seize the opportunity and meet the needs of the matter.

However, the position, the experience and the number of people who agree with each other can make a clear judgement.

The first thing that we need to face is to judge whether the right or wrong standard is hard to integrate, because it is hard to achieve absolute accuracy.

Perhaps they can also put forward a unified standard that is based on the most practical and essential nature of affairs.

However, everyone has their own reality. Everyone has the essence of his own affairs. Moreover, because of the difference between people and people, the reality and essence are different.

Therefore, this standard seems to be an effective standard on the surface, but it can not be effectively applied in practice. It can not be a standard at all. It is a false standard.

Second, who will form this standard?

It seems that the question is not a problem in the view of the person who has the right to listen to whom the opinion is right, because for them the question is very good answer, the answer is very simple, and it is clear that it is all the members of the organization.

It is indispensable for all members of the organization to form a standard for judging whether they are right or not.

However, behind this question is the question of how to form a standard. This is a more important and more emphasis on operability than "who will form the standard".

As the standard body is all members of the organization, and each member has his own judgment basis, he can put forward the criteria that he thinks fit, and can discuss the standard as well as the need.

However, the proposal is not enough, and the discussion is not enough. After putting forward and discussing, we need to have a clear conclusion: we can draw a common standard recognized by an organization member.

What is the way to get conclusions at this time?

It is impossible for the position and the experience to be taken because everyone is an independent person, who has independent judgement, and will not be different because of his position and experience. They do not conform to the spirit of "who will listen to the right opinions."

Is it feasible to decide whether or not to agree with the number of people?

In terms of performance, this is a feasible way, because after all, most support is most likely to be the closest to the right opinion.

However, this way is not "right or wrong" according to the "number of people", and whether it is more correct to support a large number of people is still a question to be discussed.

No matter what, as long as it adopts the judgement of "numerous people", it is not the judgement of "right opinion".

Third, who is going to judge whether one opinion is up to the standard?

Even if a unified standard is formed, there will be problems.

That is, who will make a judgement, say that one opinion is more in line with the standard, and one opinion is more standard than the other, so that it is more correct.

Because even if it is the same standard, everyone will have their own understanding of the standard, so the common recognition standard is only the same text, and the feeling of the text in each member's mind is different.

It is just like we say that the right way is different for different people, so called "appropriate way".

Rich people feel that it is appropriate to spend 100 thousand yuan to buy a car to give people, but for those who have no money, he thinks the proper way is to buy something worth 100 yuan.

Fan Li once lost his two son because of his eldest son's so-called "proper behavior".

Fan Li, who helped Wang Yue Gou to destroy Wu, actively recede. He called Tao Zhu Gong and became a millionaire.

In one year, Fan Li's two son killed in the Chu state, was imprisoned in Chu state, and decided to behead his audience.

After knowing the news, fan decided to send his little son to the rescue.

However, when his eldest son knew it, he volunteered to rescue him.

If Fan Li disagrees, he will kill himself when he draws.

Fan Li's wife persuaded Fan Li to say, "let the eldest brother go, otherwise, the second child has not been rescued yet, the eldest brother died first."

Fan Li had no choice but to let his eldest son go to the rescue.

The eldest son started off with a full car of gold. But when he looked at his son's back, Fan Li was not happy, but worried that his eldest son would never save his two son.

Indeed, when the eldest son came back, he only brought back the body of his two son, and there was a gold full of cars.

Originally, the oldest son was Fan Li when he was poor. He had eaten a lot of hardships and paid much attention to money, while his son was born when he was rich. He was born with light horse fur and looked like money and dirt.

In such a time of need for money, sending the youngest son to spend money naturally and carelessly, can get through the relationship and save the second brother.

But his eldest son is different. He is very serious about money. He can hardly think about it with money.

The two brothers adopted the "proper way", but they all thought they were "the right way", but the result was quite different.

These problems arise because of the idea of "who is right to listen to", pursuing "absolute correctness", ignoring the authority of posts, destroying the organizational principles, making the business process unsmooth, the system of responsibility and power being chaotic, and failing to find the ultimate clapper in action, and saving the ultimate responsible person, becoming the right of everyone to enjoy the masters, and everyone does not assume the responsibility of the master.

The purpose is to avoid the rigid organization, but not to get into another dilemma: the authority of the position is lost because it is not the right person who has the right to have the right to make a bid. The formation of the decision is very difficult, because everyone has his own right decision and can not be put into execution because everyone has his own view and can not act in accordance with the decision.

This dilemma makes it easy to slip away from the eyes, and the remedial measures can not play an effective role because of the loss and execution of authority.

In the organization, the establishment of posts is not without purpose, but according to the needs of business process and organizational structure. Every position is a joint point of the completion of the business, and it bears a step in the business process, and it assumes certain responsibilities in the responsibility system.

With the increase of posts, the responsibilities and responsibilities of posts are also increasing, and the requirements for the staff are increasing.

The requirement of different positions for different people is precisely the measures to ensure that their decisions are more correct.

The management function is divided into three grades and six grades, instead of dividing people into three categories.

We should not emphasize the authority of the person in the position, but we should emphasize the authority of the position.

If the person in the position can not get the approval of the members of the organization and can not make full use of the authority of the position, we can replace the person. However, the authority of the position always exists, not because of the changes in the people on it. Moreover, the authority of this position is also the foundation for the people to play their role and establish their authority.

It is no wonder that some people say that this view is the most romantic and ignorant viewpoint that can be heard in management.

We must pursue the right decisions, but this decision should be based on the right timing.

Of course, we should advocate brainstorming. However, we should have the final clapper in this discussion. The final clapper will decide whether to absorb the views in the discussion and what measures should be taken.

We should, of course, advocate the initiative of every member of the organization. However, this kind of play is not dependent on one's own desires but on the basis of unified organizational values.