Management Starts With Asking People To Do Things.

In the hundreds of business consulting services, the company saw and heard many problems, such as unstable quality, no guarantee of delivery and high cost. These old problems happen every day and happen repeatedly. Why do I hear this? Administration Personnel, staff Often said that busy, tired, but hard, paid, dedicated, serious enough? Not enough! We need to see that the effect is not achieved, not our ability is not enough, but our understanding of the problem, the problem of thinking has been a problem, is that we only recognize the tangible side of management, and not aware of the other side of the invisible management, so we need to understand the management from a deeper understanding, from the analysis of management problems.

At that time, it was all done by themselves, buying materials, making, selling and delivering goods were all one's own. The quality standard and material usage were all controlled by oneself. At this time it was self management, and then many of the carpenters were asked to do it together. At that time, they needed to be managed, because they had to manage themselves at the time, because they did not have blueprints and no quality standards, so they could not draw the blueprint and design the quality standard to make furniture. But after asking people, did they strictly follow the requirements? First, we need to understand how management came into being.

At this time there is management, that is to say, management starts with asking people to do things. In other words, management must be related to others. Management must not be your own business.

Those who ask for work, and those who do things, must have the management. Therefore, with the division of labor, there is a management level. This is a microcosm of China's small and medium-sized factories. Then how to solve it? Continue to analyze, what is the traditional way of management? Relying on Leadership! In fact, it is not the leaders who are not serious, not leaders, irresponsible, but the objective result is that the problem has not been solved. If the understanding of management is limited to the understanding of leaders, it is wrong to rely solely on leadership, so we will encounter a change of two factory directors a year and three bosses a year. But the problem is not solved, quality problems and delivery problems continue. Leaders are criticized every day and criticized every day for a long time. Boss If we do not find a good leader, if we find a good leader, there will be no problem in management. This is the mistake we have been making.

The boss also wants to find a substitute, like himself to manage the factory, but the result is often contrary to expectations, and finally separated from the business and broke up, this is what we see, is our understanding of the management of conventional thinking.

　　 First, lack of leadership management.

1, the details are out of control; the leader himself asks himself a question. What do your subordinates do every day and every minute? Do you know? I don't know! Some people say that they look for a few leaders. Then I want to ask who is marking people. Who keeps staring at it? How many people are staring at it? It's unrealistic, and it will cause a lot of cost.

2, the cost of management has risen sharply. Many enterprises seem to be bigger, but they can not make money when they settle accounts. The increase in management costs is far greater than the increase in sales.

3, we must be clear about what leaders can do and what we can not do. If we think leaders can solve all problems, we will never solve problems. Simply by leadership and management, people will be involved in power management, but the effect is not good. It is considered that the authority is not enough. The overall authority is authorized. But after authorization, we find that there is a phenomenon of small hills, which is different from each other, and shirking responsibility and thinking of accepting power. Therefore, the power is constantly moving between the top and middle levels, and for a while, there will be power and power for a moment, and managers and employees will not know what to do.

4, some people do things, no one is in charge; the operation layer is doing things, while the management is in charge of people, no one is in charge. This is a very bad management. Is there anyone who is responsible for it from the receipt of orders? Is there anyone responsible for it? Yes, the boss is responsible for it, so the result is that the management system is out of line with the operation system, the staff often work overtime, and the management staff is tired but the effect is not ideal. {page_break}

Well, clear leadership management deficiencies, it is necessary to solve this kind of work, no one to manage the management mode, Ze Ya business management believes that not leadership management is not good, we will discard, throw away, no, it is not! But to add some other management means, so that everyone is responsible for the management, mutual management, this kind of management is called non leadership management, that is, process management.

　 Two. Why do we advocate non leading process management?

1, solve detailed control problems. The purchasing manager does not know what the buyer does every day, but he purchases every single material into the warehouse, and the warehouse keeper knows what he does. The controller also knows that production can not be carried out without these single materials. QC staff also know that every single material must be inspected. Therefore, we should not rely solely on leaders, but rely on those who work with him. This is the core of non leadership control.

2, the cost is very low. Why? Because enterprises had warehouse managers, quality control personnel, financial personnel, personnel and administrative personnel, and some enterprises owned by the control personnel were already there, and more importantly, a problem was solved: the right was not allocated between the upper and lower parts, and formed a lateral constraint relationship. It avoided the trap of decentralization. Because the upper and lower powers were divided, more died on the top, and more chaos occurred below. When so many horizontal constraints were formed, the network was the most solid.

3, simple relationship. Relative to identity is the source of the right of leadership management, the regulation is the source of the right of non leading process management; the enterprises make the process, system and standard in practice, because the control personnel, warehouse managers, quality control personnel, financial personnel, personnel and administrative personnel are not the leaders of the buyers. Where does their rights come from? For example, there is a sign on the doorway of the barracks, which reads: the guard is sacred and inviolable, and the commander must also produce his credentials as required. Where does this right come from? It is not identity but stipulation, so non leadership management is institutionalized management.

4, establish a simple work culture. An enterprise needs a culture of respect for rules. Without such a culture, it can not be done without such a habit. Non leading process management is based on regulations, and the effectiveness of regulation is based on the culture of respect for rules. This is a link. Institutionalized management must be institutionalized in the background of culture, that is, everything we do must be governed by rules.

Of course, there are limitations in process management. Process management is effective in solving the problem of executive power, but the management of decision power and control right is invalid. Therefore, institutionalized management is not a panacea. It is conditional.