Sun Tzu'S Art Of War Teaches You The Knack Of Management

< < p > > the management know-how in Sun Tzu's art of War: < /p >

< p > "the improvement of an enterprise's management is inseparable from the construction of enterprise culture and system, and the quality of managers can not be separated."

These can be found in the art of war.

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< p > < strong > "five plans" to set up a strategic framework < /strong > < /p >

< p > "soldiers, the great events of the country, the way of survival and survival, must not be ignored." this is the opening sentence of Sun Tzu's art of war, which is applied to modern enterprise management, and the pformation of the word "state" is a matter of great importance to enterprises.

Geliev believes that the highest level of enterprise management is to plan the whole organization as well as to rule the country.

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< < p > "Sun Tzu's art of war" put forward the "five things", such as Dao, Tian, Di, Jiang, FA and so on, which are the 5 major aspects of strategic management of enterprises.

It refers to the enterprise culture and leadership art, so as to enable employees to actively work for the enterprise. In the end, it refers to uncontrollable external factors, such as the impact of weather changes on production efficiency, the pformation of major policies, and so on. Enterprises should not only be fully prepared for external factors, but also need to use their connections or other resources to cope with them whenever necessary, and refer to the market, there are crises and opportunities in the market, how to find the right market and cater for the needs is the key to success or failure of enterprises. "Tao"

So he explained.

In the above elements, "Dao, Jiang and Fa" are the operating conditions within the organization, and "heaven and earth" belong to the environmental conditions of enterprises.

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< p > but Geliev pointed out that many enterprises now only set up simple distribution departments and production departments, but neglect the establishment of internal management departments and the improvement of enterprise management, which will eventually lead to internal management chaos.

He cautioned that "the system does not have to be very cumbersome, but we must ensure that it can be implemented effectively."

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< p > < strong > the unity of values of the desire and unity of the upper and lower levels < /strong > /p >

< p > Geliev believes that the core of corporate culture is "the values that can give rise to the same desires".

If corporate culture is well established, the interests of enterprises will naturally become employees' interests, so employees will actively strive for the interests of enterprises.

"This kind of corporate values that embody all employees need to be accumulated from the behavior of top management."

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< p > of course, in pursuit of the values of the same desire, the leadership art is also important besides establishing the corporate culture.

For example, in the art of war, "the Lord should not be angry, but he will not be angry." according to Mr grif, this requires that leaders should not be angry and accusation, but should listen to the opinions of their staff more often, and perhaps find new ideas for management.

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< p > "will be able to win."

Geliev pointed out that a project is always bossing, and the boss will be busy and busy.

If the person in charge of a project is capable of being controlled by the boss and unable to give full play to his ability, the boss will become a loner.

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Besides, P also mentioned the management of Post-80 employees.

He believes that the post-1980s generation is a personalized generation with its own independent thinking and a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx", which is different from the post 60 and the 70, and the value /a.

Therefore, as a manager of post-80s employees, we should learn the art of leadership in Sun Tzu's art of war.

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< p > < strong > five criteria for selecting talents: < /strong > /p >

< p > in addition, gavlf puts forward five criteria for talent appointment in accordance with the contents of Sun Tzu's art of War: intelligence, faith, benevolence, courage and strictness.

Geliev said that "wisdom" refers not only to intelligence, but also to the spirit of learning and learning. A good employee should maintain a continuous attitude of learning. "Faith" refers to "integrity". When recruiting, employees should be kept out of the door. The "benevolence" requires employees to be friendly when facing customers, and also requires employees to be harmonious and friendly when working with colleagues.

"Courage" refers to encouraging employees to be enterprising and innovative, while "strict" means strict discipline, strict self requirements and strict thinking.

"When a company is hiring people, it can use these five simple words to assess whether employees are worth using."

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< p > < strong > achieve three points of surprise victory < /strong > < /p >

< < p > > the art of war of Sun Tzu wrote: "no war, but the good soldiers.

Therefore, the army should cut down the enemy, then cut down the troops, then cut down the troops to attack the city.

It means winning by strategy and ingeniously.

In modern enterprise management, we should also win by strategy, seek profits from the enemy's own merits, attack the enemy's weaknesses, and attack the enemy's falsity with their own reality.

In strategy, the most important thing is to win by surprise.

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< p > Geliev believes that to achieve the goal of "fighting without fighting and fighting for others", managers need to inculcate three management requirements of employees: innovation, reputation and market demand.

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< p > "innovation can win the enemy."

Geliev takes Apple Corp as an example. When the computer software market was dominated by Microsoft Corp, apple computer could only occupy a small share, but Jobs made a new way to make revolutionary innovations in the direction of telephone, tablet computer, < a href= "http://www.91se91.com/news/index_z.asp" > cloud technology < /a >, and finally made her own day in the highly competitive high-tech market.

Now, because of the revolutionary innovative technology, Apple has become a pioneer in the same industry. The major mobile phone operators and computer manufacturers are always concerned about Apple's technology trends and follow suit.

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< p > if innovation is an important part of the business to seize the market, reputation is the long-lasting brand that makes the brand of the enterprise become enduring.

Geliev said he would like to shop in a department store with good quality and friendly service, like ordinary consumers, "if a department store put all its money into advertising, but after sale service and quality of goods are deteriorating, the department store is doomed to face the situation of customer loss."

Finally, he also reminded business managers that enterprises should make "internal diplomacy", make strategic planning and technological preparation within the enterprise, and play a "public relations campaign" for the outside world.

Taking Japan's Panasonic enterprises as an example, he explains that the reason why Japanese enterprises can flourish is that they can constantly adjust themselves to meet the needs of the market. Sometimes, they can even take advantage of their cutting edge technologies and effective public relations propaganda to lead the market demand trend.

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< p > < strong > Management Tips: humor management < /strong > < /p >

"P > many times our managers often sigh: the hardships and disappointments of their work, most of their exclamations are in the following aspects: first, they do not have good relations with their superiors, so that their superiors not only do not appreciate their work, but also often wear small shoes for us. Two, they do not have good relations with their colleagues in the relevant departments. Colleagues do not support uncoordinated work, resulting in the Department's performance has been unable to improve. Three, subordinates are not obedient to management or poor in working ability, resulting in our middle managers riding hard, confused and confused.

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< p > when we do not get the recognition and trust of our superiors, we have done a lot of work. Whether we have any achievements or not, the boss is not sure. Instead, we are still blaming us for a little bit of work errors. So every day we dare not expect to get the promotion and approval of our superiors except careful work. We will face the outcome of being eliminated by the boss over time.

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< p > when we do not get the support and cooperation of our colleagues, we still need to deal with work carefully, because in our daily work, many of our work requires support from the relevant departments. If our colleagues do not support our work, we will not be able to achieve work results in addition to asking our superiors to coordinate their work every day, let alone improve the overall performance of the Department. We are not being fired by our superiors or eliminated by our colleagues.

When we can not get the support and esteem of our subordinates, when our subordinates are not obedient to their work arrangements, we should not talk about their work performance. Every day we have no time to deal with the problems that we really need to deal with except our subordinates. Similarly, we will be eliminated by our subordinates.

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< p > with the subordinates to carry out < a href= "http://www.91se91.com/news/index_f.asp > > communication < /a >, the proper use of these two killer cards," Silence "and" humor ", can not only help you solve the thorny problems, but also make your communication skills more beautiful.

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< p > silence should be kept in silence.

People often say: silence is golden, and mouth is silver.

A simple sentence reveals an important rule in human interaction.

As a manager, you often have to speak more when communicating with your subordinates. But have you ever thought that your too talkative has caused the dissatisfaction of your subordinates? Don't think that a well-rounded manager is a good manager. Your chatter and chatter will make people around you unable to grasp the main points of your speech.

Young subordinates will feel that you are too mean to be good, and old subordinates will think that you do not respect them and negate their ability to do things.

Over time, you will become the object of their boredom and those who are reluctant to approach.

In fact, proper silence is the wisdom gem that you deal with subordinates. If you use it skillfully, you will get unexpected results.

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< p > to convey your requirements and expectations for subordinates in a concise and concise way. If necessary, pay attention to the matters you need to pay attention to, then you can remain silent and leave a quiet "space" for your subordinates to consider the specific steps.

When their ideas are not accurate enough, you can properly supplement and give a timely guidance, but do not deprive your subordinates of the opportunity to speak and think.

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< p > when you criticize employees, proper silence can play the role of "silence at the moment".

Generally speaking, when you criticize subordinates, his mood swings are great.

"You, you, you see how you did it, didn't I tell you long ago? You still..."

Everyone has self-esteem, and adults feel that face is important.

Maybe you just want to try to persuade him without any intention.

But you can hurt your subordinates' pride and make them feel that they can't hang their face and produce a psychological "broken pot". Isn't your criticism worth losing? If you remain silent after moderate criticism, I believe this is a deterrent to the litigants.

On the one hand, your subordinates will thank you for keeping your face to them because of your "point to stop". On the other hand, you will show your broad mind.

Your silence is not a humour to the wrong, but a reflection for the other.

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< p > when there is a dispute between employees, proper silence can be your stalling tactic.

In order to find a way of arguing, both sides of the dispute may pull you, the authority of their minds, to make a judgement.

You can never show your position until you have thought deeply about it. Even if you have known who is right or who is wrong, when both sides are still arguing with each other, no one is willing to give in, your referee will not achieve the desired effect at all. It will only frustrate the pride of one side and think you are deliberately biased.

At this point, proper silence is your best choice.

When the two sides are calm, you can make a fair appraisal. The result will be twice the result with half the effort.

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< p > silence makes the little report self destruction.

Telltale people seem to be able to find a living environment everywhere.

When there are a handful of people in your organization who like to play small reports, the best way to treat them is to remain silent.

Silence is not a connivance to telltale, but to a certain extent, it prevents the spread of right and wrong.

Just imagine that if you show interest in the gossip of the temporary "personnel Secretary", they will be more unscrupulous, and will certainly make a lot of trouble in the town. By that time, your good interpersonal relationship will be in a mess.

If you choose silence, they will walk away from you without any smell, and gossip will lose its source of communication.

Try it. Proper silence is a silent weapon for dealing with interpersonal relationships. It will make you unimpeded in communication with your subordinates.

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< p > communicate successfully in humor.

Humor can not only bring laughter and joy to our life, but also enable us to broaden our interpersonal relationships, grow our talents and succeed in the course of our life.

American psychologist Hurd Teru wrote a book entitled "humor is power".

He believes that humor is an art that improves your relationship with others by using your sense of humor.

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< p > winter makes people feel afraid, so people always hope that winter will end as soon as possible.

Spring makes people happy, so people hope that spring will always be there.

This has brought us great inspiration.

If a manager pays attention to the respectful and solemn appearance, he will appear to be lack of interest and interest, which will lead his subordinates to have a psychological response at a respectful distance.

This is because most people want to get pleasure from others through interaction, so they should conform to their subordinates' psychology and make him feel happy without any burden.

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