What Is Chinese Style Management?

Tai Chi is a natural epidemic.

Dayu's emphasis is on dredging, so that water can be popular in accordance with natural laws.

The key to Tai Chi's thinking is to think that this is the way it is, and then, in a good mood, to act in a natural way.

Chinese people do not seem very serious in their work, but in fact they are attentive and not nervous.

Such a way of doing things, seemingly leisurely, is becoming more and more important, because most of the working groups in the future may rely on their creativity and creativity in their minds.

The second ideological pillar of Chinese management is "two as three". Under the influence of the west, modern people like the dichotomy and divide things into two parts. For example, management is divided into rule by man and rule by law, one of which is considered one and the other is not right.

But this is the ideal state. No organization is completely ruled by man, nor is it entirely governed by the rule of law. There are always countless ashes between pure black and pure white.

In western academia, there is a saying that "dichotomy is a necessary evil."

Chinese management is "two as three", evading this "necessary evil", dichotomy seems simple and clear, but in practice, we all know that truth is often not one of the two.

The Chinese are good at treating two as three and replacing "two elections" with "two in one".

Many people have misunderstood the doctrine of the mean, thinking that it is a way to go in the middle, not to lean to the left or to dare to the right.

In fact, the golden mean is not to take the middle route or to go to extremes.

The golden mean is to go to extremes and to go to extremes instead of going to extremes.

Zhu Xi said: "nothing is unreasonable, that is the golden mean."

I think the golden mean should be renamed "rationalism" so that its real intention is clear.

Conforming to Chinese Humanity

The basic idea of Chinese is quite simple and not easy to do.

Because the gap between pros and cons is very subtle, if they do not pay attention to it, they will be able to make a difference.

The general illusion is that "Chinese people like to be courted", so long as they are willing to work hard to please the Chinese people, everything is feasible.

In fact, the Chinese are the most difficult to please, because our vigilance is very high. When someone is please, they immediately raise their vigilance: why is he so good to me? So I doubt what he really cares about.

So that it is "funny in the heart".

Chinese like harmony and solve problems in a harmonious way.

Harmony can solve many unnecessary suspicions and suspicions, because harmony is definitely not to please.

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Two, let's see but not see through.

If we look at it, we can see that everything is broken.

Everything is empty and false. We understand it, but before we break it, we still regard it as true.

It doesn't matter what we get or get, but we can "hit a clock in a day".

The Chinese claim that "to listen to the fate of the people" is the performance.

Anyone who can not see it can only succeed without fail, and distress more than joy.

Life is not as good as ten, eight or nine, where can we stand? People can not see through it. Once we see through it, we will have no competition and lose the driving force of competition. But we can not "fail to see it". Otherwise, we can only succeed without failure, and setbacks will be deadlocked.

Seeing and not breaking is the best principle of "no dispute".

Three, a good deal is not smooth.

"Tact" and "smooth" look exactly alike in the process. They are constantly pushing, dragging and pulling.

But the result is quite different.

Pushing, dragging, and pulling to the end did not solve the problem.

The result of pushing, dragging and pulling is to make things right.

The process is the same and the result is quite different.

Chinese people should not push, drag or pull. If they think that pushing, dragging and pulling are bad things, they will be disliked everywhere and even unhappy all day.

Reasonable push, drag, pull, push, drag, pull the effort to play to the extent of human nature, is the real tact.

Four, respect without blindly following.

Example: I often raise this question to the general manager: "what do you say if you tell me what cadres are always obedient?"

Ask the reason, and get the same answer: "sooner or later, I will be killed by these people!" and then ask the general manager: "what do you say if you talk about cadres?"

The cadres that the general manager appreciates and is most comfortable with are those who should be obedient, obedient and not obedient, who are obedient and reasonable.

Subordinates listen to something or not, so that they can be trusted and appreciated by their superiors.

"Listening to something" is a function; "not listening to anything" is fundamental.

We deeply understand that "Ben Li and Dao Sheng". Therefore, we should grasp the "fundamental" of "not listening", instead of paying attention to the role of "listening".

With emphasis on "listening", it is easy to fall into a wrong way.

Because it is hard to grasp the "if not reasonable, do not listen".

If you don't listen to it, you can't answer it right now, and you can listen, think and judge calmly. When you speak well, you can speak and speak.

In other words, subordinates must listen to something they do not listen to before they can make sure that they are "right to listen".

The Chinese do not appreciate the completely obedient people, or even call them "slaves".

The most important thing for Chinese people is to listen to or ignore others, that is, to respect others' opinions but not blindly comply.

Respect is not necessarily a word of mouth. It means "you are good to me, I have no reason not to be good", and "you respect me, and I respect you".

The Chinese believe that "respecting people and respecting people" is the reason.

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Chinese harmony is never to please and see, but not to see through it. It is never tactful, respectful and not blindly followed. It is a kind of situational adjustment strategy, that is, moderation.

The doctrine of the mean is not (A+B) 2, it is by no means careless. The doctrine of the golden mean is "reasonable".

For Chinese style management, it is the most important moment to manage and communicate in advance when things will happen and not yet happen.

In this way, we can not go to extremes. We can act according to circumstances and adjust to circumstances.

In management, we should understand that "success is higher than right and wrong, and doing right is not always good".

In fact, there is no denying the fact that each component is separated from each other.

But at the same time, colleagues are also dependent on each other. It is also a fact and can not be denied.

Therefore, how to eliminate mutual restraint, reduce mutual restriction, and carry forward the mutual generation, with the coexistence of dimension, and not lose both sides, tend to be destroyed. This is the avenue of management.

Peaceful way

Chinese philosophers have always stressed the importance of "peace".

The biggest feature of Chinese style management is to emphasize peace.

All management measures are based on safety standards.

Profit is important, but to do one thing, besides profit, it is necessary to consider whether shareholders, employees, customers and the public will be safe. If Ann is right, it is right to make adjustments if it is uneasy.

Ann is called everyone good, good staff, good shareholders, good customers, good public.

Hello, everyone, that's true Ann.

An individual starts with self cultivation and self repair is the starting point of the whole management process.

Repair is to repair, the original lack of place to repair, so that the original excellent place to strengthen, so that the managers with their own face in front of the subordinates, set up a good image.

In the eyes of the subordinates, the nature is very quick to know, at first the doubt, the test, even the test, and then the confidence gradually increases, produces a good sense, and tries to do a good job in the atmosphere of ANN.

The purpose of repair is to establish a heart of benevolence, such as Confucius's advocacy of benevolence.

Inject the factor of kernel in the enterprise, so that the staff can eliminate the estrangement, and the lover is like himself.

The company should make the staff healthy, happy, safe and capable of living, so that the management will go on the track.

The manager must be aware of the internal uneasiness, defuse it in time, create a good and harmonious working environment, and make the employees happy and happy.

Employees often appear in the work of these five uneasy state: one is not to do; two is to do but not to do; three is to do and dare not do; four is to dare to do but not to do much; five is to do more and do wrong.

In view of these five situations, there is an art of peace.

First, employees will not do - managers need to teach him. Managers need to know why. Those employees who do not work are skills shortage, poor technology or unclear process? The standard is uncertain.

Letting employees do it is the beginning of peace.

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Two, employees will do it instead of doing it. Managers should know him. Employees will do it instead of doing it. The reason may be low treatment, too much work and unpleasant relationship with colleagues.

If employees have such an idea, they must solve them in time if they really exist; if they need communication, explain them in time.

Employees are also human beings. Managers understand their difficulties, and they will work hard for their bosom friends.

Three, employees will do and will not dare to do it. Managers should forgive him. Confucius thinks that "the separation of meaning and life", the enterprise has its controllable part, is "righteousness", is able to "make the best of personnel", and enterprises also have the risk that they can not control, that is, "fate". Finally, they must still listen to destiny.

Confucius is forty and not puzzled. He has already known "righteousness"; fifty, knowing heaven and destiny, it is more difficult to know life.

The manager knows his fate, and then the employee will dare to know the meaning, because he is confident that the manager who knows the fate will not blame the mistake or lack of intent or effort.

If the enterprise does not establish the concept of "erroneous cost", the employees will hold the mentality of "doing more mistakes, doing less and doing less mistakes, not doing well", which is certainly not conducive to the growth of enterprises.

Four, employees will do, willing to do, dare to do and not do more - managers should believe him. Staff enthusiasm and initiative is very valuable, managers must cherish, to create a relaxed atmosphere for employees, to eliminate their fear of crossing their own scruples, encourage people of insight to stand out.

Five, employees do more but do something wrong. Managers need to use him. They should give the wrong person a chance to turn over the market and not to talk about "heroes of one's success or failure". This is a great incentive for employees.

Appropriate care, sincere service, reasonable treatment, stability, proper work, respectful respect and proper promotion should be given to employees.

Employees can be safe and healthy, so that they can know what is right, and give full play to their contingency.

From peace to security, we can promote the security of the whole group.

The journey of an individual is a happy heart and a shared heart and heart.

The organization of an enterprise has a large system and small constraints, so rationalization of the system is the driving force for people.

After everyone's safety, we all have a good time.

They should do their best to make them change and be able to communicate with each other.

Management measures are "promising" and "Inaction". The ultimate goal of Chinese management is "governing by doing nothing" - automatic management.

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People engaged in management should remember that the purpose of an individual can not be changed, no matter what circumstances it is necessary to make him safe, but the environment is changing, so the method will change with the times.

Right of way

The purpose of an individual is invariable, called "constant"; the way to change people is to change.

So there must be "Chang" and "change".

The part of "Chang" is also called "Jing", and the "change" part is also called power. Therefore, management extends a way of right of administration from the angle of peace.

1. The right to rule:

There are four words in the book of changes, which are the key elements of management: instant, median, intermediate and appropriate.

"Time" means timing.

When managers carry out management, they should choose the right time to do things.

In haste, haste makes waste, and tardy hands are bad for fighters.

"Bit" means identity.

It is inappropriate for me to do this job? If not, let others do it.

"China" is reasonable, and what we do is reasonable.

"Should" means reaction.

If the timing and identity are all right, do it. After that, look at the response and adjust the maneuver anytime and anywhere.

To achieve this goal, we must embody the rule of law in the implementation of management.

Learn from macros - firmly remember the principle of urgency and apply it universally.

In management, people's goals remain unchanged and the principles of enterprises remain unchanged.

Compromise: when faced with change, compromise does not mean taking the middle point, but taking a reasonable part and compromising it to a reasonable level.

According to the time, the time will change, the method will change, keep pace with the times, keep pace with the times, and even walk ahead of the times.

Usually, we should do things according to the routine, which is called "guarding the scriptures". In a very special period, we must have a breakthrough approach called contingency.

In management, the whole enterprise should adhere to the principle of "change" and "part of the right".

Rights are dynamic, and they must be harmonious.

Chinese are too smart and like to be smart.

We should not change repeatedly, so that everyone can understand and establish a common consensus.

Two, keep to the right:

The premise of authorization is to keep the subordinates in the circle.

The other is the basic principle, which is the immutable part.

A circle means something that should be elastic.

Why do we often need a "limit" in the back of power? That is, "power", which means that the right is limited.

A certain power can not be pcended.

Each person, one thing, every thing to think: is it within my jurisdiction to change? If it can, consider changing; if not, ask for it.

Only by developing this habit can the boss dare to authorize.

If a supervisor establishes goals and standards, his subordinates should be free to measure what he should do.

We should give subordinates appropriate authority so that they can exert their abilities as much as possible.

The specific steps are:

The leader should know the basic requirements very clearly and stipulate the detailed instructions before instilling it into the brain of his subordinates, telling him what can be changed and what can not be changed.

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Empowerment allows the subordinates to know that "power does not deviate from the classics" and does not "deviate from the rule".

After checking, what the supervisor should do is to see whether his subordinates have done it. If he does well, reward him; if he does not do well, he should be advised and counselling him.

Three. The right to use:

Right does not leave the classics.

We must not be careless and pcend the classics.

The purpose, principle and core culture of an enterprise is the enterprise's experience.

If we have been changing and changing the principle of continuity, we have become deviant and contrary to principles.

Change is homogeneous, not heterogeneous.

Only homogeneous changes will change all the time.

Rights do not harm others.

Anyone who wants to change something will benefit others and someone will get hurt.

The right to win can be universally supported; if the right is harmful, the victim will be obstructed.

If there is any contingency in the enterprise, let the relevant personnel participate in the discussion and discuss the pros and cons.

After the coordination is reached, the subordinates will naturally execute their orders smoothly.

It is really impossible to reach an agreement, and the boss can come forward to coordinate.

Power is not used much.

Contingency is a matter of dealing with emergencies, contingencies, and changes.

The use of power and right means that there is something wrong with "Jing".

The exception is that there is no system.

In addition to seriously affecting the routine, destroying the organizational level and cultivating the spirit of doing business, more power will also make more people lose confidence in the legal system.

If power is not used much, it is the necessary contingency that we will understand.

The right not to use much can prevent malpractices and form factions, and help to work together.

Four. Through coordination:

Management needs both institutionalization and innovation.

Innovation and change, how to maintain the system? When we talk about the system, then how to innovate and change?

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Management means reasonable management.

If the management is reasonable, people will accept it; if the management is unreasonable, people will resist it.

Chinese sometimes do not want you to manage, but sometimes they want you to manage.

When he is confident and confident, do not control; when he does not well and has difficulties, he wants you to manage.

It depends on the need.

Too early to manage, he could not hear; too late to manage; it was too late; too much tube, he was unhappy; he would be in trouble if he did not care.

However, we still have an important principle: we will accept all reasonable things; if it is unreasonable, we must resist, which is moderate.

The internal and external environment of enterprises is constantly changing, and our decisions must be adjusted according to circumstances and adjusted at any time so as to achieve the goal in response to changes in the internal and external environment.

Chinese people like to reason most, but it is the most difficult to reason with Chinese people.

China's five thousand years' information is very rich.

The reason is not absolute, but relative.

Therefore, we often say, "the public says that the public is reasonable, and the women are reasonable."

Chinese prefer size to size.

If he hears a sentence that he is wrong, he will ask, "who said that?" if he is in the wrong position, he will not speak (in fact); if he is wrongly equal to others, he will say, "good, I am wrong, are you not wrong?" (I am ugly, it also makes you ugly).

If he is mistaken, his job is inferior to him, and the man is totally unlucky.

Unreasonable is the main reason for resistance.

The internal disharmony is caused by the unreasonable system.

Therefore, in order to coordinate internal disputes, promote cooperation in all aspects and improve work efficiency, we must rationalize the system.

Chinese style management should not only have a system, but also should be constantly revised to keep it reasonable.

The same is true of the outside world. If the competition of the same industry is reasonable, it is a healthy and fair competition. If it is unreasonable, it is vicious competition. Once it goes to vicious competition, it will lose both sides.

The so-called irrationality is unreasonable. It depends on where it is, where it is reasonable, where it is not necessarily reasonable, and reasonable should not be identified by subjectivity.

Is the director reasonable? The staff trained like that will be foolhardy.

The boss said it is reasonable? Too overbearing, too autocratic, the result of talent ran away, leaving behind is all slaves.

Experts say it's reasonable? Experts have real sham, and experts sometimes deceive people.

The staff said it is reasonable? The demands of employees are endless, and they will never be completely satisfied.

Therefore, reasonable should be objective, and we should use scientific methods to find out what is reasonable.

For example, performance evaluation, performance evaluation should include three basic factors: first, the benchmark of assessment; two, the attribution of responsibility; three, the implementation of duty tracking assessment.

These three points must be scientific.

It can be seen that Chinese style management does not exclude scientific methods and modern scientific management tools, but the most important thing is that the concept of high level management should be rationalized.

Try to be objective and listen to your opinions and coordinate the positions of different departments so as to gradually rationalize them.

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It is better for the Chinese to adopt the method of caring for each other and to consider each other's position. This will always be more reasonable.

Everything has inherent contradiction. There are Yin in Yang and Yin in Yang. The scientific method is objective, while people who use it are subjective.

It is better to use matter in a scientific way than to use human feelings.

Chinese style management can be described by "care and forgiveness", that is, we should be concerned about the above and below, and we can understand the bottom line.

Managers should be in the mood to grasp the four principles: do everything that is good for oneself and beneficial to others; try to do as much as possible; anything that is harmful to others but not good for oneself is best not to do; it is harmful to others, but it is better not to do things that are good for oneself; to do harm to oneself, and to benefit others, when necessary.

The way to make friends

The way to deal with problems is to measure and adapt in management, and to have mutual understanding and trust between management and managers.

Wadding is also an attitude of "etiquette". Chinese culture advocates "ritual". In management, "etiquette" is the expectation of roles, and the members in the organization play different roles. Everyone can do what they do not want, do not impose on others, and play a good role in accordance with the role expectation.

Confucius's "taking the rites and returning to righteousness" and "giving gifts to benevolence" constitute the consistent ideological system of "benevolence, righteousness and propriety".

The implementation of the right way is to deal with the relationship between "emotion, reason and law".

"Sentiment, reason and law" are based on "law" and promoted from one level to the other. Any organization should start with "institutionalization" as the starting point of management. Members of the organization should take the rule of "advocating law and pragmatism" as the basic code of conduct. On the one hand, they should abide by the law, and on the other hand, they should also use moral courage to resist unlawful acts.

The key point of institutionalized management is to abide by the law together.

But the system was created by people and changed by people. It seems to be fixed, but it still changes with personnel.

When the system was first established, there must be its external needs and internal intentions, all of which are two variables.

It can be seen that if the system is not suitable for time and place, it will become rigid and bureaucratic management.

In order to make the system suitable, we must "make the road at times", change the "law" according to "reason", and enhance the "institutionalization" to "rationalization".

All the managers must conform to the principle of "law". If it appears reasonable and illegal, it will prove that the "law" is out of date and necessary for revision.

In fact, management is inseparable from human feelings.

It is "evil law" to shout "system" without being "reasonable".

Flaunting "reasonable" but can not be identified for colleagues, it is not popular, contrary to human feelings.

The system of rules and regulations, which is worn out and worn out, becomes a form and lacks real life. Only with constraints, it will conflict with human nature and create contradictions.

The manager's motives are not pure, and reasonable regulations are not reasonable.

"Love" must be based on "reason" and "law".

Many people observe from the surface that the Chinese are the "love" people.

In fact, what the Chinese people value is a valuable "reasonable feeling". What the Chinese really hate is "unreasonable feelings".

Unity of feeling and reason is pure love.

Chinese style management is specifically the management of "emotion, reason and law".

Therefore, in Chinese management, sentiment, reason and law are an indispensable structure.

Law is the foundation, leaving the law can not talk about reason and rationale.

We should be disciplined, and we should all uphold law and pragmatism.

State owned laws, family rules and company rules.

If the rules are reasonable, everyone will abide by them.

It is rational management that the system should always be reasonable.

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It is reasonable for the Chinese to be serious and not serious.

Before the Eastern Han Dynasty, the word "Dao" was often said.

Chinese culture pays special attention to reason. Chinese people often criticize everything by reason.

"What is the reason" and "it seems that each has its own reasons" and "unreasonable" shows that Chinese people attach great importance to reason.

Heaven has heaven, people are humane, and roads are not rigid.

Heaven has reason, matter has physics, and reason is invariable.

There is no change in things, but there are changes in people.

Therefore, management can be compared scientifically, while managing people should be quite artistic.

Reason can be changed, coarse theory is very good, fine theory is not good enough to say, microeconomics is more difficult to distinguish.

Macro theory can still say that the reason is not worth speaking.

Most of them are relative, but many people think that they are absolutely reasonable, because people like to pull the truth to themselves rather than push the truth over there.

Don't be opinionated. Listen to your opinions and communicate more so as to find the most appropriate one.

Emotion is promoted by reason. Emotion, reason and law are rules.

Reason is reasonable and rules must be reasonable so that everyone will abide by them.

But what is reasonable is hard to say. Therefore, it is necessary to be conscientious. People often say, "your conscience is reasonable, reasonable and legal".

In factories in Japan, there is often a saying: "quality comes from conscience."

Technology in the United States exceeds Japan, but why is the competition less than Japan? Mainly because there are no supervisory levels in the factories in Japan, and the cost of the entire supervision level has been eliminated.

He does not need supervision. He will think with his conscience that "this product is what I do, and I will do well."

If I fail to do well, I will be ashamed of the fact that people will find me doing it in the next process.

Therefore, if we can not give full play to our conscience, this is a great loss in management.

Conscience is precisely what we Chinese have developed.

Reasonable and unreasonable, it is not easy to identify.

All conscience is reasonable, reasonable and natural.

Therefore, starting from conscience, and achieving the legal level, this is truly the way that Chinese style management can do.

Love is mutual, mutual and rational, so that we can accept.

Feeling like the introduction of Chinese medicine is the psychological construction of each other before reasoning.

"Love" is the most precious thing in all parts of China; filial piety is the affection that children should have for their parents; loyalty is subordinate's affection for supervisors; "reason" is a way to express feelings, so we often say "gentlemen are emotional and rational."

If the employee is completely in the mood, there is no joy, anger, sadness, joy and sadness, and nothing cares, so it is not easy to manage. Therefore, we should make use of his feelings and manage his emotions, which is human management.

No one can be merciless. Although he can temporarily forget himself, he still needs to return to the real society.

If a manager has a benevolent heart, he should extend it to all people and think for everyone.