Leadership Style Is Also Part Of Management.

The day before yesterday, I saw a survey report by IBM. 14% of the surveyed enterprises thought that they had highly adaptable management team.

What does management team have to adapt to?

If employees and situations are variables, managers must change, and the relationship between the three is interactive and covariant.

The management team can change with the change of employees and situations. It is a highly adaptable management team.

What are the most obvious changes at present?

In the first place, employees are changing, and after 80, they become the main force of the new army in the workplace. Their leadership styles should be changed. Two, the employment environment is changing. The labor contract law, which is implemented in January 1st next year, is the beginning of change.

Other aspects are also changing. Customers are changing, competitors are changing, and market environment is changing.

With these changes, the high adaptability team can judge the trend of change, and the initiative change is the innovative team.

The change of culture is lagging behind social changes. The corporate culture in textbooks is consistent with the principles of organizational behavior. However, there is a premise that every employee must have strong independence. He regards the enterprise as a platform for personal development and cooperation, and socialized his personal resources (knowledge, skills, abilities, time and energy) through the enterprise.

The social culture of Western Europe and North America emphasizes individuality and independence, and the understanding of cooperation is "cooperation between independent individuals in search of their own greater interests".

The traditional culture of China has a tendency to reduce the independence of individuals. The relationship between individuals and enterprises is understood as dependency and affiliation.

In this cultural environment, the dependence of individuals will be magnified. Their behaviors are poor initiative, poor sense of responsibility, negativity, low self development desire, excuses and complaints.

The purpose of strong management is to enable employees to realize that they are independent citizens, and are responsible for their own actions. After cultivating independence, modern management concepts, systems, processes, methods and tools can reflect real value.

The short term effect of strong management is obvious, but long-term execution will reduce employee's sense of belonging, and enterprises will probably become schools.

People with strong independence and ability are more mobile. Negative emotional environment will force the most valuable and mobile employees to seek more positive and happy space.

"Happy work" is not just a slogan, but a set of management systems. The management of tasks is rigorous, logical, pursuit of effectiveness and efficiency, and the management of emotions is positive and consistent with human nature, improving the sense of belonging and morale of employees.

The Hans plan in yesterday's case also left a lot of questions to ponder: 1 "Hans plan" is a case in manufacturing industry, is it suitable for service industry and creative industry?

2 "Hans plan" is a traditional enterprise pformation process, is it suitable for newly established enterprises?

3 "Hans plan" is a case several years ago. Is it suitable for the present environment?

4 enterprise pformation, in addition to "strong, friendly, passionate, rational" four leadership styles, there are no other options?

Can there be other orders, such as first rational, later passion, first affinity and then strong?

5 can these four styles, or four roles, be played by one person?

Or does a person play multiple roles?