Ceng Shiqiang: Management Is The Process Of Fixing One'S Own Safety.

What is?

Management is

A man must first manage himself before he can manage others.

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Self cultivation is aimed at self-consciousness, self-discipline and autonomy.

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The appeals of an individual are: peace of mind and peace of mind.

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Take the concept of keeping a clean and solid life as a basic concept, career satisfaction, family happiness, good health, pleasant mood and good reputation.

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Use reasonable push, drag, pull to solve the problem, big, small, small, relaxed and happy.

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The rule of man is governed by the rule of law, and the rule of man and rule of law are combined.

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Many people think that Chinese people only focus on doing things instead of doing things.

In fact, we should do well in our work through a good life. We must do things equally and pay equal attention to people. This is good management.

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Good people are of low value and can do good deeds before they make real contributions.

If there is talent, there are good things, and good people can do good deeds. This is a deep intention to repair one's own safety.

Management is a process. The starting point is to cultivate oneself, while the end point is to protect people.

Any person should start from himself, fix himself, and then promote the peace of everyone through the concrete manifestation of human behavior.

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On the one hand, management stresses ethics and morality, and on the one hand seeks management benefits.

Because management is external ethics, ethics is internal management, and the two are inseparable.

In the course of management, we should do well in our work through good conduct.

In the workplace, practice oneself, gradually improve the level, complete the task of repair, Qi, Zhi, Ping.

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To understand this kind of management with Chinese characteristics, it is best to have a deep understanding from the comparison of management in China, the United States and Japan.

Because modern management is caused by the United States, let us start with American style management.

American style management can never be separated from the "I want my journey" (Figure 1).

"I want" to represent MBO (Management By Objectives); "I Cheng" represents "MBR" (Management, By Result).

I set my goals, I will execute them, and finally come up with results.

If the achievement and goal are very close, even one hundred percent achieve or surpass the goal, they will be rewarded, otherwise they will be punished and sometimes they will be changed.

The whole management process is full of the evolutionary spirit of "survival of the fittest, survival of the fittest". Taking "competition" as a means, we take "data" as a criterion to distinguish the outcome from the death.

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Japanese style management is just the opposite of American style. What they constitute is a process of "common prosperity and common prosperity" (as shown in Figure 2).

"Being born" means "entering the company's seniority together". "Co prosperity" means "the honor shared by everyone".

We must have the same consciousness of death, cultivate a lifelong friendship, prepare to struggle together, and never run away.

Co prosperity also requires a sense of common humiliation, so we all seek the honor of a group but do not care about personal honor or disgrace.

The whole management process is full of the "love and spirit" of the "big and the soul". With the "family" as the call and "mutual help" as the means, we take the "no two masters" as the standard, and strive for the end.

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What about Chinese people? Goals can be achieved and they may not dare to achieve them.

Because our mind is the most clear: once we reach the goal, the next goal will be improved.

Moreover, achieving goals is not necessarily rewarded; failure to achieve goals does not necessarily result in rewards.

Similarly, the reward is not the same, sometimes high and sometimes low, often causing a lot of anger.

Equally punishing, standards are inconsistent, sometimes harsh and sometimes relaxed, as if everyone is taking chances.

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The assessment of results is not reliable.

When a business is done well, its eyes are closed and its performance is very high. What's so rare about such achievements? What's so strange about it? When the business is not good enough, it is still not high enough to make a good performance. What's the use of the correct evaluation?

Similarly, when people sell their land, they sell a sum of money and make a lot of money easily. Some people spend too much time trying to sell more than a dozen of them.

This kind of facts fully proves that the results assessment is nothing, at least not enough to represent a person's efforts.

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According to the Chinese point of view, goals and achievements are important, but they can not give full scope to management. At best, they can only express part of management.

Chinese people do not deny the importance of goals and achievements, but they cannot afford to show the emphasis of management with goals and achievements.

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Nor do we accept the idea of living together.

Being born is just a chance to have a chance to come in.

However, after coming in, we should make every effort to create our own future.

How can we pull together, as if we should be tied together and prepare to die together? One's achievements lie in "I am the best in the same year", where is the same bad luck?

Co prosperity is certainly good, but there is a prerequisite for "let me take a little shine."

The Chinese demand "reasonable". Too much light is probably not willing, because the difference is too far, sooner or later, it is exposed and made an appearance, so it is better to give up early in order to hide it.

A little bit of light shows that it is not too far away. If you stand up on your heels, you will be able to be tall.

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If others draw the same gourd, they will come to my light.

Standards remain the same, only a little harsh.

No matter how much, let him get away with it, saying that he is blessed with the same fortune; he is too poor to let him get the benefit.

The Chinese people do not disagree with each other, but they should have some flexibility so that everyone can decide for themselves.

To what extent should we share common prosperity with each other? That is the most important topic.

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There is nothing wrong with American style or Japanese style management. Most Chinese can accept it.

The inclusiveness of the Chinese people makes us not and should not exclude any claims.

Our basic attitude is neither to agree nor to oppose. Anyway, if we say so, we should not really do so. What is the hurry?

Chinese people do things in American companies. They talk about American style management. They work in Japanese companies. They also talk about Japanese management.

On the one hand, do in Rome as the Romans do; on the one hand, only in this way can they not suffer losses.

In fact, most of the results of adjustment and adjustment are very rich in Chinese atmosphere.

This situation can be found in Taiwan's us and Japanese businesses.

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The Chinese can implement the management by objectives, or it can exist in name only.

For the result management, the Chinese have the same ability.

We can share our common prosperity with each other, and we can sweep snow from our homes and care for others.

It's all right, so do the same thing.

Conversely, it is useless to say anything or to do anything.

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So what is the meaning of Chinese management? Should we go all out to aim at the target? Can we accept the evaluation of the results? Are we willing to share the common prosperity with us and decide to be "safe" and "uneasy"?

Ann's result is positive, and unrest brings negative effects.

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At the time of ANN, the Chinese people worked hard and worked hard, aiming at the goal and making every effort to accept the evaluation results.

When you feel uneasy, do you object to your goals, regard the result as a bureaucratic essay, what is the relationship between different years of the same year?

The concept of "safety" has long affected Chinese people.

This single word has a deep meaning. It must be understood by the heart to understand its meaning.

If the compound words are used to express the words, the nouns use the "peace" and the verbs can be "settled", and for the management, the "Ann" is the right one.

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If we want to "secure people", we must first "repair ourselves", and do not repair ourselves without making peace with people.

So Chinese style management, in short, is the process of "fixing one's own safety" (as shown in Figure 3).

Self cultivation represents personal repair and self-discipline.

Because Chinese people do not like being controlled on the one hand; on the other hand, they do not like people who are not well managed by themselves.

If you don't like being disciplined, you should manage your own self.

If you do not accept the management of people who are not well managed by yourself, they often complain that such people are not good at managing themselves, but also want to manage people. It means that everyone must manage himself well before he takes charge of others, that is, he needs self-discipline.

It can be seen that both managers and managers should repair themselves.

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It is ethical and management to cultivate oneself.

The whole process of Chinese style management is full of the spirit of "ethics and morality". With the principle of "mutual respect", we should take the standard of "complete, harmonious and flexible" as the standard, and stand in an invincible position. We should give full play to the strength of pushing our own strength.

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"Self cultivation" means building up oneself instead of changing others.

Someone spends too much time and energy on changing others.

This wrong direction wastes a lot of management costs.

If managers want to change their employees wholeheartedly, employees will remain vigilant. They are not willing to resist. They are disguised as accepting. Actually, they have their own opinions.

It is better for managers to fix themselves first, change their minds, and make them feel better and change themselves more quickly and effectively.

The use of high pressure policy requires employees to change, which is not in line with the requirements of an individual. That is, they do not conform to the humanized management.

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The manager first seeks to repair himself, and the manager automatically repairs himself.

Both sides have to repair themselves and interact with each other naturally.

It is the most effective management for everyone to be reasonable.