Management Is To Release A Force To People.

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The extreme understanding of management will manifest more vividly when we have problems, and what we often say is that I am not right about people, which is the root of misunderstanding.

That is to say, we always like to discriminate between people and things.

"I said you didn't do it right, not that you are not right," seems to be the same, but who will accept your criticism so much?

Because things are done by people, saying that who has not done well is to say that this person has problems, maybe personality problems, perhaps ability problems, perhaps methods are problematic, maybe attitude is wrong, in a word, people have problems.

In fact, "people have problems" is precisely what people think in their heart. Things are not right or wrong. They are evaluated only after people have done it.

In this case, do we think that managers are human beings and managers are human beings? That is, the subjects and recipients of management are all human beings. Only talents need to be managed, things need not be managed, and things only need to be evaluated.

In other words, people can act passively and passively, and things can only be done by people. We usually say that management is not a matter of fact, but a person who acts as well as a result of evaluating things, or judging a person through evaluation of things.

If so, we will find that management itself is a kind of power release.

The manager exerts power on the manager, and the manager will receive the same size of strength. The manager will return the same force at the same time, which is equal to the reaction force and the reaction force.

If we can understand that management is a force, we can understand why managers sometimes fail to perform their duties and sometimes cause managers to be angry, which teaches managers how to manage.

The executive is not executive power is that managers can not comply with the wishes of managers to do things, may have the quality and attitude of managers, but the problem is that the strength exerted by managers is not enough, so the main problem is leadership.

A leader can manage several people at the same time to decide the scope of our management. Some people advocate 7 subordinates to be better. Some people carry out flattening management so far that they exceed 7. However, because of limited strength, they are dispersed to more than 7 of the heads, so they will lose their strength.

The magnitude of management and how to design the hierarchy depend on the ability and quality of managers. This is the foundation of science and the source of executive power.

Subordinates sometimes annoy their superiors, because the manager's way of exertion is problematic, which is similar to that when we punch a hard object, but we hurt ourselves because we have problems with our hands.

When managers are mismanaged by subordinates, subordinates' performance is to give a stimulating counterforce.

In fact, any kind of active force will be counteracted, and it must be reciprocal. Will the main body feel the pain due to the reaction force, depending on whether the receptor is in a static state or directly pmitting power after being forced.

When the manager exerts power on the manager, and the manager immediately does things or manages his subordinates, the manager will not suffer from pain, because the force is passed, otherwise it will be irritated by the subordinates.

Therefore, management is to pmit power, pay attention to angles and ways, study the number of audience, and consider the personal endurance of the manager.

In any case, management must learn to lend strength to make efforts, such as 42 points of a thousand jin, will have endless strength and strength to achieve success.