The Legitimacy Of Management Goes Smoothly.

There is no doubt that it is a restriction for managers to manage their internal affairs when they exercise their managerial power. However, this is not equal to the direct intervention of external forces, which requires managers to strictly self discipline and complete self upgrading from management to governance. To understand this, it is clear that the legitimacy of management is not to be used to coercion others. Management is just or proper management comes from reasonable inner conviction and self control of strong management in the process of practice. Otherwise, it will be punished by the market. In Lu's spring and Autumn Annals, it is called historical punishment, such as Shang Tang instead of brutal Xia Jie.

First of all, managers, as the founders or actual controllers of an enterprise, do not challenge the popular situation no matter how good they feel. The so-called situation is stronger than the people. The "strength" here is not for the disadvantaged groups. It is precisely the contest between everyone and the powerful. Managers can create enterprises or become actual controllers of enterprises. Undoubtedly, they have their own advantages. But after the formation of the vested interests pattern, there is also a topic of keeping pace with the times. On the one hand, sober managers should always stand at the commanding heights of strategy and avoid being marginalized. On the other hand, it is necessary to make strategic thinking concrete, prevent improper operation or improper operation, and avoid the appearance of "Shun Shun" in Lu's spring and Autumn Annals: managers should not be specious in understanding the situation, be good at discovering the essence of the situation, and prevent the lower level's "Shun Shun" at the same time.

On the surface, they obey themselves, but do not care about the big ones, or even engage in small movements. They will eventually make themselves very passive.

Secondly, managers are in control of information and Resource domination In the case of superiority, no matter whether the supervision is in place, we must not challenge the moral bottom line. Under normal circumstances, regularity is expressed as rule consciousness, and compliance in management is compliance. The problem is that the growth of Chinese enterprises is guided by the pioneering spirit of managers under the background of reform and opening up. This is manifested by breaking the shackles of the original system, which is very necessary for the vitality of enterprises and workers at that time. However, when the development of market economy requires new norms, and new norms are still not sufficient, or always lag behind practice, they only conform to the existing norms. standard It is not enough. It is not to say that there are loopholes in managers' deliberate Drilling rules. Even if regulation is still not possible, managers should set an example and not be arbitrary. Because Shun is not a question of exaggerate, but a historical choice of getting the most out of the way and helping the unjust.

Again, Controller In the face of pressure of transformation and upgrading, no matter whether the demographic dividend is fading, we must not challenge the wisdom of the managers. The theory of "Shun Li" in Lu's spring and Autumn period is by no means unreasonable. It is based on the theory of "people's place", which is based on the satisfaction of the managers, and is consistent with the modern enterprise management related incentive theory. According to Lu's spring and Autumn Annals, "people take what they say and people take it". It is two different things to play with each other in management. Under the extensive mode of economic development, there is a large number of demographic dividends. Managers seem to be able to ignore the feelings of the workers and allow them to complete the instructions mechanically. However, in the process of intensive economic development, more workers are needed to cooperate with the laborers, so that labor can share more cake shares, so as to arouse more labourers' innovative spirit. There is no natural gap between demographic dividend and talent bonus. Managers can only achieve more justice in management, so as to realize the transition of the former and realize harmonious management.