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The Inevitable Choice For Small And Medium Sized Enterprises To Organize And Manage Modern Enterprise Management

2013/7/29 21:32:00 28

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is the question of marketing? If it is, then it will not survive for more than 10 years.

Many bosses only stare at sales, but they do not know that there is a bigger Bureau than sales.

Today, we talk about organization design, how a small and medium-sized enterprise can break through the organization ceiling, from business experts to Organization experts, to the organization to develop, to the future.

first organized, then organized theory .

organization is not unfamiliar to all of us.

"Do not know the true colors of Mount Lu, only in the mountains."

When you reach the age of admission, you will enter the school. There are different grades and classes in the school. When you graduate, you will enter the company and start your career.

Whether it is a school, a class or a company, it belongs to the category of organization. However, we are more familiar with the commercialized company, and more interpret the organization from the perspective of business management.

It should be said that from the moment of human socialization, there was an organization, but the organization theory and design were the product after the large-scale industrial production, because industrialization brought about the prosperity of commodity economy and the rapid development of the commercial society, and for the commercial society, improving efficiency is a proposition for the commercial society to solve, and the research and design of the organization can solve this problem effectively.

The organization theory of modern meaning correspondingly arises.

organizational management, the inevitable choice of modern enterprise governance

what is an organization? An organization is a group or group that people cooperate to achieve certain goals.

Such as party and League organizations, trade union organizations, enterprises and so on.

Therefore, the value of an organization lies in its goal and its division and cooperation in order to achieve certain goals.

Organizational management is the inevitable choice for modern corporate governance, which is the basic element of business society.

first, we must affirm the value and ability of human beings, but at the same time we must also see the limitations of human beings.

The greatest limitation lies in the limitation of human energy.

When we look at the early days of the enterprise, the management of strong men is inevitable. However, with the further enlargement of the organization and the strength of the strong man, the moment when it is not strong enough, it is necessary to return to the organization and management and pform the personal capabilities into organizational capabilities.

Many enterprises are very strong in bosses, but enterprises do not do very well. One important reason is that their abilities have not been pformed into organizational capabilities.

in a customer who used to serve, it is the typical representative of this negative teaching material, relying on the boss's planning ability early, leading the industry all the way, relying on the early business opportunities to make the golden pot full.

Because of its personal reasons, its leaders have been unable to pform their personal capabilities into organizational capabilities, which has led enterprises to do little for more than 20 years, and the overall lack of middle management is extremely terrible for an organization.

secondly, the organization is made up of independent people.

People are naturally selfish, lazy and greedy, so organizations have to face human weakness at the moment they are born.

When an organization is young, as an organization member, because of its survival crisis at all times, he must work hard.

Entrepreneurial organizations are always passionate and dynamic.

With the development of the organization and the solution of the problem of survival, the organization has accumulated some wealth. The selfish side of human nature will be exposed inside the organization. This is not the problem of the members of a single organization, but the problem faced by the whole organization. The problem of organization must rely on the design of the organization itself, including organizational system, organizational culture and organizational management.

small businesses rely on rule by man, man is man, large enterprise depends on system, and excellent enterprise depends on culture.

Modern corporate governance must rely on organizational design and get rid of the rule of man. Only in this way can we truly guarantee an organization's lasting passion and vitality.

In this respect, HUAWEI is typical.

Third, an enterprise is a community of interests. Any commercial organization is always pursuing its value maximization. Therefore, the organization must solve a problem of efficiency.

The efficiency of an organization is that he points out the direction of joint efforts for the members of the whole organization. When all the forces are made to one place, the organization efficiency is the biggest at this time.

In addition, the competition of commercial society is essentially a confrontation between organizations and organizations, and enterprises with insufficient competitiveness will eventually be eliminated in the jungle rule.

the purpose of organizational management is to release organizational effectiveness and achieve strategic goals;

organization has its aim and mission since its birth, otherwise the organization will not have the value of existence.

At the same time, a group of people in order to achieve common goals together, organization and management must be seriously faced by the organization.

Good management has its common characteristics: team morale is high, organization efficiency is high, company atmosphere is good, and bad management varies from person to person.

Management Master Drucker pointed out that the highest level of management is to maximize the enthusiasm of employees.

For organizations, all management must be carried out around the full release of the effectiveness of individual units that constitute individual organizations. Only in this way can we achieve the strategic goals of the organization faster.

otherwise, it is the same.

When an organization wants to make strategic changes, it is not the various functional strategies under the strategic section, such as marketing, human resources, production, etc., that first adjust.

Because the realization of any strategic goal needs to be organized and carried out.

Strategic change itself is the pformation of the existing organization, inject new impetus for the organization, and provide new opportunities for the sustainable development of the organization.

organization design makes it impossible to be possible .

Below P below, this case is a classic case of organization design.

6 seconds. What can you do? Maybe after finishing these words, it will be over in 6 seconds.

you can imagine a speeding car from stopping to starting again. In the middle, 4 wheels were laid off, 4 new tyres were replaced, and at the same time they had to be filled with oil. All these work took only 6 seconds.

unbelievable, but it really happened.

what is it relying on? Organizational design, amazing, amazing!

below, let's see how they work together to complete the impossible.

when the car comes into the station, the staff is holding the jack and almost prizing up the car while the car stops.

0.3 seconds unload the screws of 4 wheels, remove the old tyres in 2.2 seconds, replace the new wheels in 3.5 seconds, tighten the screws, change the tire, and refuel for 1.5 seconds.

The total time is 6 seconds!

22 maintenance workers have their own division of labor and work closely: 1 are responsible for refueling pipes, 1 are responsible for fire extinguishers, 1 are responsible for refueling guns, 1 are responsible for fuel dispensers, 1 are responsible for front jack, 1 are responsible for jack up, 1 are responsible for the replacement of jacks when the nose alar is damaged, 1 are responsible for checking high-pressure return cylinders of engine doors, 1 are responsible for raising placards and radio contact with drivers, and 12 are responsible for changing tires, each round of 12 position.

above is the F1 maintenance station 22 people work together, in 6 seconds to complete the unthinkable.

if there is no organization design, it will be a picture: in 6 seconds, 22 people will rush forward. After 6 seconds, it is estimated that the car is still on the track.

Even if the number is doubled, if there is no reasonable organization design to ensure the division of labor within the organization, the race car will still remain on the track.

organizational design makes it impossible for us to become possible.

Why are there many people still feeling the grandeur of Pyramid? Because in most people's view, in the time when Pyramid was built, the productivity of that time was not enough to complete such a huge project in human history.

Maybe I have the answer today, depending on the organization design.

tissue genes determine the future of tissue

what is the organization gene, and the individual thinks it is the same culture, values and thoughts formed in the process of organization formation and development.

Just like "self criticism and crisis awareness" is the organizational gene of HUAWEI, so as to ensure that the HUAWEI is still the same as the start-up. It is always hard to struggle and rush at the forefront of the market. Ren Zhengfei, "HUAWEI is a company without history," is the best proof of this cultural gene.

It is just like Mr. Chun's "outstanding knowledge, harmony and harmony", which is the same as his organizational genes. Therefore, he has always advocated "three degrees of discipline" and "life as lotus". It is precisely because of such height and depth that he has his magnanimity and foresight, "selfless selfless selflessness, sincere sincerity" and selfless business philosophy.

Just like the South's "thinking is the core technology of the South", as a consulting company, there is no thought, what is the difference between salted fish and salt fish?

the tissue gene may be a bit empty, but it is practical.

The gene of organization is the result of long-term enterprise culture accumulation.

Like the description of temperament, we read, hear, see, experience, feel and experience many, many people and things day after day in the passing years.

Most of them, like old calendars, have been turned over one page, leaving no memory and no need to review and recall.

But there are reading, seeing, experiencing, feeling and experiencing, but in the journey of life, or enmying and engraved in mind, or silently soaking and settling, we finally become what we call "temperament".

Therefore, the organization of genes will be closely related to the style of business leaders, and what kind of organization genes will be cast by what leaders.

The organization will change from the A field to the B field, and the organizational structure will be designed from functional, to business, matrix, mother and son, but the organization is still the same as the organization gene.

Only organizing genes is the root of promoting the development of enterprises, forming their own unique characteristics and different from other enterprises.

The "three Bay adaptation" in the history of the Communist Party of China (P) is a major event of organizational design. It has laid an organizational gene for the organizational construction of our party in the later stage.

The first army of the first army of the revolutionary army was reduced to a regiment, under the control of two battalions and ten companies. This is the organization design and adjustment according to the organizational reality; secondly, the party discipline has been defined, and the "three * * law" and "six points of attention" have been defined (which has been evolved into "three * * law" and "eight attention"). This is the establishment of organizational discipline; third, the establishment of the party representative system on the basis of the establishment of the party organization; the establishment of a party committee with Party members; the establishment of the Party committees at the battalion and regimental level, and the entire army led by * * *, thus establishing the organizational system that runs from the highest level to the most basic level, and has established and implemented the proposition of "the party directing guns" in the organizational design, which is the design of the organizational management system. The first is downsizing.

Fourth, we should set up a soldier Committee on the basis of joint efforts to promote democracy among soldiers, equality between officers and men, economic fairness, respect for soldiers, and eliminate the old employment system of warlords and bandits, which is the construction of organizational culture.

the direct effect of the adaptation of San Wan: the formation of new leadership, execution, cohesion and combat effectiveness within the organization, the organization has the spirit of spirit, external, the new social image and word of mouth, the new popular support and the mass foundation, the brand new appeal.

after the founding of new China, Luo Ronghuan commented on the adaptation of three Bay. "Three Bay adaptation" is actually a new student of our army. It is from this time that the leadership of the party was established.

If this is not the case, the Red Army will become a roving bandit even if it is not eliminated by a powerful enemy.

for small and medium-sized entrepreneurs and managers, it is necessary to study the "three Bay adaptation" carefully, with limited space and no in-depth explanation here.

don't be obsessed with the organization design and management of big companies

here, sir, a story is told:

A. employees work at 8, late for fines, uniform * wear badges; annual company 1 to 4 tours and games;

B. employees work at 9, do not work attendance; office self layout; when you go to work, you can get your hair cut, swim and do private work at any time;

C. employees do not work at any time, when they want to come, they can bring dogs and children to work, and they do not deduct their wages when they go to work.

for most entrepreneurs, companies like A are reliable, but the fact is: A is Nintaus, B is Microsoft, C is Google.

of course, this is just a case in business about organizational design.

The reality of organizational design is far more complicated than the case.

Your industry attributes, your company's development stages, and the background of the times, if you are a manufacturing enterprise, you certainly can not take the organizational management system of knowledge-based enterprises; if you are a start-up enterprise, you can't take the set of rules set by mature enterprises in your own body; and you can't manage the post-90s employees with the 70 management set. Foxconn's 13 jump is the best negative proof; in addition, even in the same company, in the face of different functional departments, it should also refer to the "department technology framework" model of the organizational theory master, in order to work out an organizational management system suitable for this functional department.

in marketing terms, do not manage rabbits with the camel control kit!

different stages and different types of enterprises and enterprises need different forms of organization and management.

Which organizational status and management mode should be chosen by enterprises should be combined with the characteristics of the industry, the characteristics of employees and the stage of enterprise growth.

organizational change, the inevitable process of organizational development;

there is an "organizational cap" or "organizational ceiling" phenomenon for every business growth.

If the market size is the limit of the growth of enterprises, then the organizational mode is the ceiling of enterprise growth.

Breaking through the ceiling of the organization can open up the strategic space for enterprise growth.

In this sense, Chandler's classic conclusion "strategic decision organization and organizational follow up strategy" has also been established: organization decides strategy and strategy follows organization.

as far as reality is concerned, organizational development is lagging behind.

The optimization and adjustment of organizational change, because the organization is inert, is the mountain top forest, and so on. The second situation is that in the continuous development and change of the organization, the existing organizational system is not enough to support the needs of business development and management, and the new design needs to be made in the organization so as to provide organizational guarantee for the subsequent development of enterprises. In essence, it is to enlarge organizational capabilities; the third is the adjustment of business strategy, such as the layout of new strategic business, the implementation of "going out" strategy, and the contact of electric business, etc. These are all strategic choices made at the operational level. The original organization design is certainly not in conformity with the new strategic intention. At this time, organizational change is needed to ensure the implementation and implementation of the new strategy. generally, there are such changes in organizational change. The first is the organization's deficiencies in its operation and management in its own development process, based on organization.

the proposition of organizational design will be accompanied by the challenge of all life processes from the birth, development and termination of an enterprise.

Organization and strategy are equally important for enterprises. When everyone talks about strategy, it's time to focus on organizational issues.