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    Management Means "Managing People" And "Governing Members".

    2011/4/22 10:40:00 77

    Organizational Structure Of Managing Artists

    A boss asked me such a question:


    He has a business department and is headed by a business manager.

    There are more than a dozen people in this department, two of whom do the best, but not with other colleagues.

    The reason for the bad relationship is that the other two colleagues are not sociable, and they have been robbing their businesses, resulting in poor performance.

    In the two men's eyes, they were jealous of others as hard as they did.

    The head of the Department advised the boss to drive the two men away so as to rebuild the harmony of the Department.

    The boss is in a dilemma: to accommodate those two capable people or to accommodate everyone?


    I asked my boss: are these two businesses good?

    The boss said: there is no problem in character, but there is something wrong with personality.

    I said: the real problem is your department manager.

    He did not play its part.


    Such a thing happens every day in every enterprise.

    When a colleague is in conflict, the manager makes a simple response: this person is right, that person is wrong.

    We often blame the problem on a certain person, and think that we can deal with everyone.

    But the result is that when we dismiss the disobedient and disagreeable people, the company lacks the different voice and the power of competition, and the company's performance also follows.


     

    The right thing to do is to make managers real.

    Controller


    What is a real manager?

    The real manager is to "manage", and the two is to "reason".


    "Management" means managers should learn to look at the overall situation.

    What is the overall situation?

    It is the goal of an enterprise as a whole, not just a brief "harmony" within the Department.


    "Management" means that managers themselves become an example for everyone to keep up with themselves.


    "Management" means making a difference with subordinates, including those you do not like but have no personality problems.


    "Guan" means that people know how to make good use of them, and can use those who are difficult to manage as "Shun Liu", rather than simply expel people who are not well managed.


    "Tube" means to learn to delegate pressure, and also to help subordinates solve problems.


    "Management" means learning to motivate, learn to praise and criticize, especially the art of criticism.


    "Management" means taking responsibility for its own department, rather than simply considering problems as subordinates' problems.


    "Management" means more result oriented and solve problems in departments.


    Applying these to the previous examples means that the department managers should start changing their own practices to solve their own departments' problems instead of pushing the dilemma to the boss.


    {page_break}


    Usually, the reason for management is still relatively easy to understand.

    As time goes on, a manager will become more and more proficient in mastering.

    The art of managing people

    What managers really can't do is "reason", because many managers do not know that this is their responsibility. Instead, they equate management simplicity with command and command.


    What is "reason"?

    "Reason" is combing, that is, summing up experience, summing up lessons, is to try to fundamentally change a thing.

    "Reason" means redefining rules and eliminating them from the perspective of rules.

    The focus of "management" is to change people, change people's attitudes, and change people's abilities. The focus of "reason" is to change things, change processes, and change unreasonable practices.


    If the manager only "manages" not "rationale", even if your "tube" ability is good, the same problem will arise later.

    As an example in this article, if managers are not sensitive enough to solve the problem of task allocation rules in the Department, similar contradictions will arise later, but when the Department has a strong personality, it will appear as an open contradiction, while those with no personality will hide it.

    But problems always exist and always affect the efficiency of departments.


    With this understanding of management, we can answer this question: what is the difference between managing 10 people and managing 1000 people?


    I think there is not much difference in the aspect of "management", but there is a very big difference in the "rationale" aspect.

    In other words, the greater the manager's management department and the more he manages, the more he learns to "rationale" and learn to establish rules and adjust rules.


    And the things that we need to do is to:


    Identify what you want to do and what you want to do.


    Determine

    organizational structure

    Divide and rule


    . identify specific posts.


    Defining performance and incentive mechanism


    Define the system and use the system instead of the manager's charm management.


    Identify processes and ensure quality of work through process rather than punishment.


    Management is not a difficult thing to understand.

    Management is very simple, management is "management + rationale".

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