First, clear thinking
A (clear purpose, goal) - clear purpose of the work is an important prerequisite and guarantee of effective management. Effective management of the important premise and guarantee,
First of all, by clarifying the purpose of the work, confirm the necessity and value of the work, to ensure that we do the "right thing", which is the prerequisite for effective management; then, managers are often faced with a complex situation, a multitude of affairs; on the one hand, we have to accept the task of the superiors to arrange the implementation of the orders of superiors; on the other hand, we have to accept the task of the superiors to arrange the execution of On the one hand, we have to accept the superior's task arrangement and execute the superior's order; on the other hand, we have to plan the deployment of the work, arrangement, command to ensure that the deployment of the work is carried out effectively; we also have to communicate with our peers to obtain support and cooperation, or to cooperate with others. Whether to the top, to the bottom, before the work, we must ensure that the purpose of the work is clear, to the work of the superior accounted for, only clear the purpose of the work, in order to ensure the direction of the implementation, to ensure that the results made in line with the expectations of superiors; to the lower arrangements for the work, only the managers first clear the purpose of the work, in order to carry out an accurate conveyance and effective orders, in order to look forward to the deployment of the implementation of the in place; between the same level, only the purpose is clear, the To communicate effectively, coordination; not deviate from the direction; this is an important guarantee of effective management.
After the purpose is clear, we should formulate goals that correspond consistently with the purpose; the goal is the specific embodiment of the purpose;
The goal has four roles,
Direction guide: clear goals for the deployment of the work of the implementation of the direction provides a clear direction
Cohesion: after the goal is agreed upon, it can stimulate a huge cohesion of the group to produce a cohesion effect to stimulate the team's centripetal force. Centripetal force,
Motivational effect: people with goals, more likely to achieve than those without goals, people with goals than those without goals, to improve 11% to 17%.
Evaluation and decision-making basis
B clear concept, concept, concept - after the goal is determined, how to reach the goal, involving the methods used by the executor and the attitude of the executor; there are the right way to do things and uphold a proper attitude in order to ensure that the implementation of the effective. Concepts and ideas determine the way to do things, the concept determines the attitude of the executor, the concept is the definition of the matter; Idea: rational thought, is the principle of people's judgment on the operation of things, the principle of doing things, concepts and ideas determine the executor of the work of the methods and techniques, the idea is that people have a subjective view of the matter, the impact of the people do things attitude; for example: the project from 0 to 1 concept is a fixed number of A set of pictures, the color and shape of each picture is fixed, but the picture and the shape of the picture may be different, the number of pictures in the hands of each person is inconsistent, this is the concept, the concept from the known things, to find the connection and logic, deduce the concept of the unknown things this is a team project, the information in the hands of each person is very important, can not be neglected, due diligence, and do a good job of information collection and feedback, determines the attitude that each person should have
Management
Managers in the analysis, judgment, decision-making, can not one-sided reliance on intuition and experience, but to think comprehensively, from the feeling, experience, principles, ethics and other multi-level comprehensive judgment, in order to reach the right conclusion and make the right decision; for example, what method is used to find the picture of the project from 0 to 1, relying on the feeling and experience, we may feel the need for a jigsaw puzzle, and past jigsaw puzzles. Experience, so from the perspective of completeness to find the missing parts, this is very easy to walk into the wrong area, resulting in project failure, but if you find the right principles, such as from the known information to find the interconnection and influence, and then the law, and then extrapolated to the unknown, you may find the missing picture, which is intended to be with the comprehensive judgment.
Second, clear focus:
Managers are often caught up in the busy state, busy and ineffective; the reasons are two, one is too much action, y involved in the affairs, busy pulling the car down, did not look up and think; not enough to think, did not distinguish between priorities, what things, should be done by themselves, what things should be authorized; when should be done immediately, what can be slowed down; two; easy to be multiple Affairs and others to pull, it is difficult to concentrate on processing, a thing has not yet made the results, and immediately deal with other matters, the essence of the focus of the work is not enough to recognize the attitude is not firm enough. The work is difficult to achieve results, to some extent, is the lack of managers to distinguish between the sense of priority and the ability to focus.
Italy has a famous economist, Balaido, he proposed that "in any group of things, the important thing is only a small part of about 20%, the other 80%, despite the majority, are secondary"; for example, 80% of the wealth of the society in the hands of 20% of the people, only 20% of the masses of intelligence, the rest of the general intelligence. Superior, the rest of the general intelligence; through the law of two or eight we can determine that the important matters in the enterprise only account for a small number of, you do not need to What all to do, everything personally, everything; then the manager's time is limited, can not be stored, can not be lengthened, and you do not have the time, it is impossible to do what all, you must have some trade-offs, managers should be the concept is to be in a limited amount of time to focus ( The same time, can only do one thing, which is determined by human nature, a heart can not be used twice), proceed to a small number of key matters, to make results.
The key work classification reference:
Category 1: the boss (can also be understood as your direct superiors, the same below) to be entrusted with the implementation and inspection of the matter; is not a management expert put forward to "management of your boss" or "good use of this resource of the supervisor Isn't it true that some management experts suggest "managing your supervisor" or "utilizing your supervisor as a resource"? If you can't take the matters assigned by your boss seriously, you can only talk about it. Sometimes, what your boss asks you to do is not urgent or something you think is unimportant, but you should not think that it must be important unless you suggest that it be reduced in importance and recognized by your boss. From this point of view, the so-called "first generation of time management - memo", does not mean low.
Readers will not be unaware of the famous saying: "Employees only do what you check, will not do what you expect", which is also commonly recognized as a recent theory of executive, management, leadership, I do not know as a subordinate you have thought about the response aspect?
The second category: their own commitment to the organization or superiors task objectives, these goals are usually more challenging than the status quo. As a manager to be clear, do their jobs is the basic requirements, innovation to reflect your value. Innovation includes high targets, such as 6Sigma, the need for more effective work to reach the other is the observation of the daily business management proposed improvement projects, either way, are very important, especially for your career.
The third category: things that customers explicitly request or complain about, including customers within the organization. Your value is only grounded if you maintain internal and external customer relationships. In addition to the importance of your boss's evaluation of you, it is your customer's evaluation of your future development has the greatest impact on your future development, no matter how much attention is paid to this point is not excessive, the importance of external customers can directly bring benefits to the enterprise, the importance of internal customers, such as actively cooperate with, solve the process of the next order of positions did not think of the hidden dangers or problems, whether it's your boss, or coworkers, is the impression of your extra points .
Category 4: Prevention of major safety and quality hazards or accident handling. Safety is the basic conditions for the survival of the organization, quality is the face of the enterprise as well as the owner, reputation, brand, of course, very important, generally do not have a problem has been, a problem will become your upward development of the veto item.
The fifth category: matters affecting the normal operation of production. A business, there is no output, everything is exempted, so your boss may not be directly in this regard, but know that this is their bones think the most important matters. If we have such a realization, enterprise production managers when the heart of peace, because usually always in the "work hardest, do a good job is supposed to, out of the problem exposure" norm.
The focus of the work of the various levels of enterprise personnel:
High-level (to ensure that the right thing) managers are responsible for the organization's strategic decision-making and overall control of the organization. Need to have industry awareness and decision-making ability. And have the ability to coordinate and motivate.
Middle level (doing the right thing) managers are responsible for departmental planning, guidance and control. Need to have comprehensive expertise and guidance skills. And to have the ability to coordinate and motivate.
Basic managers (do things correctly) are responsible for work site specific operational guidance, implementation and control. Familiarity with operational skills and knowledge is required. And should have the ability to solve field work problems and motivation.
Note:
(1) the difference between pressure work and key work:
Bringing pressure is not necessarily a key work, pressure can be viewed as an urgent for another explanation; internal affairs, immediate affairs often cause pressure; if we pay too much attention to the internal affairs, while ignoring the impact of the external world; if we pay too much attention to the immediate, while ignoring the rainy days If we focus too much on internal matters and ignore the impact of the external world; if we focus too much on the immediate and ignore the rainy day; we will always be caught up in coping with internal and immediate problems and crises and be pressurized and unable to free ourselves.
(2) The key work is dynamic change
The key work will be different with the different objectives of the task, the problem and the focus of the conflict is different, and constantly changing. For example, with the arrival of summer, the rise in the temperature of the workers' operating environment, the impact of temperature changes may become the focus of the work, quality, safety involved in the problem will come to the fore, the quality of quality month usually with the arrival of the summer, and start; to carry out hidden trouble detection, standard operating checks, quality and safety rationalization proposals, essay speech contests, etc.
(3) Ineffective, to some extent, in fact, the deployment failed to do the work to the ideal degree expected by the manager. Deployment implementation is not in place first of all managers need to ask themselves, the deployment of clear how to do, and to what extent; that is, the deployment of clear process and method of doing things, as well as the results of the elements; if you do not know, we can not blame the staff, to review their own management methods (whether the order is specific, whether the standard is clear). After all, there are a small number of people with awareness, most people are following orders, so rely on awareness itself is unreliable. Therefore, for simple matters we have to order in place, routine matters, operational requirements and methods in place, the results of the description to be in place, there are standards to follow; complex matters to set the efforts of all, planning in place to consider a variety of circumstances clearly.
The standard belongs to the category of scientific management, born in the early 20th century, is the product of the development of industrialization, put forward by Frederick Winslow Taylor. the end of the 19th century, the United States rapid development of industrialization, a large amount of capital into the field of industrial production and manufacturing; prompted by further expansion of the scale of production, the number of people; because of the backwardness of the management style, the tension between labor and management, resulting in low production efficiency In order to improve the situation, the United States enterprises began to organize a group of experts to consciously study the management style, the process, Taylor after scientific research and practice test put forward the idea of scientific management, Taylor in the Bethlehem Iron and Steel Works for observation and experimentation, he found that the workers in the shoveling operation, each spade 22 pounds, the highest operating efficiency, daily Labor output is the largest; but at that time the workers bring their own shovels, different sizes, and different kinds of material operations are using the same shovel, so it is difficult to ensure that the amount of each shovel (large shovels workers are easy to fatigue, the small is a waste of labor) at this time, he proposed that a unified size of shovels, and classification of operations, in the shoveling of different materials, the company uniformly equipped with specifications of different shovels; make the shovel in the shoveling of different materials, the company is equipped with different specification Shovels; make shovels in the shoveling operation, each shovel shoveling volume is close to 22 pounds; in addition in order to better enhance the efficiency, but also the shoveling action is also standardized; through the operation of the equipment, the operation of action, the amount of standardization of the operation, so that a work each day's operating volume from 16 tons to 59 tons.
The significance of standardization:
(1) standardize the operation method, improve operational efficiency, product quality, reduce process waste, reduce costs;
China in the 90's, there is a catering brand called Ronghua Chicken, similar to the KFC fast food, because the product is more in line with the reality of the Chinese market, so it is quickly accepted by the consumers, and the enterprise is also rapid development. Development, opened to all parts of the country, and even out of the country, into the Singapore, and even put out a bold statement "KFC opened there Ronghua Chicken with there" but too fast expansion has led to a variety of problems, the most prominent problem is that the quality of the meal is not stable, the attitude of the service staff is poor; because of the production of the meal is completely dependent on the chef's personal experience, the chef's mood is good, the chef may not be able to get a good meal, the chef may not have a good meal. Personal experience, the chef's mood is good, do a flavor, not good time to do a flavor, resulting in customers to buy the same meal but different flavors, and store personnel hospitality services are not standardized, service personnel because of the increased reception often produce boredom and customer disputes. Later in the two thousand years after the decline, and eventually closed. But on the contrary, KFC is not the same, KFC waiters have strict service standards and language specifications, often with a smile, language is also very friendly, KFC meals also have a variety of production standards, for example, KFC a pot of fried chicken is 13 copies of the time 30 seconds, French fries in the fried 7 minutes after the sale, otherwise thrown away, fried chicken more than 1 half hour, burgers more than 10 minutes must be thrown away; is a strict control standards to ensure the quality of service and meals.
(2) build a knowledge platform, dissemination of technical experience;
I used to serve the company, every year in February and October will organize a number of personnel to carry out standardized research and improvement work, personal experience into the organization's knowledge and wealth to serve the organization. If the technology is in the hands of a few people, only at the experience level, the quality is not stable, changing people may affect the quality, and rely on competent people; then it is difficult to pass down the experience one-to-one or one-to-many, the technology is likely to be passed away; to visualize the invisible experience into a graphic standard, on the one hand, it is easy for other people to learn, and the organization to pass down the experience, on the other hand, the technology upgrading and renovation, with a reference On the other hand, technology upgrading and transformation, there is a reference basis, can do a better targeted analysis, to find the existing strengths and weaknesses, upgrading and improvement.
(3) the formation of the basis for control, to ensure that the goal is achieved;
In order to achieve the work objectives, managers should be deployed to control the process of operations, how to control, based on what control; control consists of three steps, an observation, a comparative analysis of the two, three, corrections and corrections; the standard is to control the basis of the foundation and basis for the deployment of the implementation of the process, to do the right thing, the gap there, through the current situation and the standard a comparison, it will be a good idea to use the standard. The status quo and the standard a contrast, we know where the problem is ah, in order to adjust and improve, the problem of corrective action, in order to achieve the goal.
Fourth, clear responsibility, rights, benefits
Responsibility, that is, the position, the position should bear the work, commonly known as the share of things and goals to be achieved, while the responsibility also includes if you do not do a good job within the things and achieve the relevant results, the loss should be borne; but all the work of the matter, there must be a person responsible for the person and the only person responsible for the work may not be ignored. In addition, there must be a checker, according to the first corollary of the theorem of human nature, "people can be lazy, must not be lazy", Gu anyone there is the possibility of laziness, so there must be someone to check all the work, there is no checking this thing may not be done in place, and there is also someone to supervise the work, according to the third corollary of the theorem of human nature, "what may happen but should not happen," the third corollary of the theorem of human nature. "may happen but should not happen will happen", for example: (the boss's son procurement of corruption cases); so but all work, there must be responsible for people, check people, important work, but also have a supervisor, check the focus on the results, is the name, supervision focus on the process, is a covert operation.
Rights, in order to allow those who bear responsibility to fulfill their responsibilities, given the right to coordinate the disposal of resources to achieve the promised results. Rights are guarantees; rights to some extent can activate the individual, because the human self-compatibility of the decision, what is self-direction (I think I'm in charge), I think, I can, I realize, I exist; given the right to do things within a certain range of rulings, the right of autonomy, so that the staff autonomy to start the action, you can greatly enhance the staff's desire to work, motivation, to play its creativity; authorization to some extent can also be liberated! Managers, so that managers have more time and energy to deal with more important work. However, there are several issues to think clearly about authorization, authorization does not mean decentralization, does not mean that the responsibility is completely transferred out; the authorizer in the authorization of before and after, still have to bear multiple responsibilities, before the authorization, the authorizer to identify, cultivate the authorization of the object to bear the risk of failure of authorization; to find the object to meet with the authorization of the matter to match the object or to cultivate and deploy to make it have the ability of the relevant matters, in the appropriate time to authorize, authorize To monitor, supervise, show the results, but do not restrict the deployment of action, can not interfere too much authorization in essence to cultivate the deployment, prompting the deployment of independent work ability to improve; authorization, if the party fails to authorize the person to bear the corresponding responsibility to the pressure of failure to promote the identification of people, cultivate people's ability to improve; to promote the success of the re-authorization; managers must not, do not authorize the failure of the full responsibility of the deployment of the deployment of The deployment is a substitute for the manager to perform the manager's part of the matter; the main responsibility should also be the manager himself.
Benefits: According to the second corollary of the Human Nature Theorem, people will not be lazy when hard work is not beneficial, so if you want to make the deployment of positive action, you must need to benefit from the return as a traction. Benefits not only refers to material benefits, with material benefits incentive is easy to bring bad deployment, the deployment will ignore the value of learning and growth, ability to improve, to show their own value, and then the cost of the organization will be increased, the organizational atmosphere will be worse, the importance of the form of the results, but not pay attention to the substance of the benefits. So focus on the balance of material benefits, spiritual benefits return; especially with the current post-85, post-90; these people are generally born in wealthy families, general material incentives have been very difficult to achieve results, because their materialistic desire has been relatively satisfied, I have been to the Jiangze area of the enterprise service, many people drive a Mercedes-Benz, BMW to work, how do you motivate him; we go to the state-owned enterprises, the employees show that the leadership of me! Go to work without money, you make me comfortable on the line, so these people may want to be in the organization, more dignified, more valuable, more pleasurable, managers should pay attention to the employees in the organization's work experience, so that they have a sense of existence, a sense of acquisition, a sense of value; to solicit their ideas and suggestions for the work, respect for the deployment of the labor of the work paid, more feedback, more solicitation, more praise, more affirmation; to make it feel that the organization's managers of individual To help them improve their work ability, so that they can see and feel their own progress, and feel rewarded in the organization; to provide a stage and opportunity to display their work ability, and to promote the improvement of work performance and the embodiment of the results of their work; so that they can feel their own value to the organization and others. In addition, we mentioned in the previous responsibility, the responsibility of the person who has to bear the consequences of failure to fulfill the responsibility, that is, do not do a good job to be punished, how to be punished; remember the two phrases "teach and not put to death is called vertical, not teach and put to death is called abuse" if the consequences of failure to do so, but the implementation of the implementation of the consequences of failure to be in place, and failed to carry out the disciplinary action, this is called the deployment of the deployment of the error of connivance if the failure to do so is called the deployment of the error of connivance. Failure to state the consequences of failure to do, on the punishment, this is called abuse of employees, will trigger the employees do not serve.
Responsibility and rights ratio relationship
Responsibility and rights should be as far as possible in a balanced state, the organization's contribution to the best; produce the greatest benefits;
Responsibility and rights of the middle there should also be an ability to axis, the ability to be lower than any one side; the ability to be basically competent job requirements, but there is still room for growth, is the reasonable way; but the ability can not be too big, or the ability to play with the rights, ability to play with the rights. Must be less than the ability to get the benefits of matching, or it will seek other ways out to get greater benefits; with the increase in the ability of the relevant responsibility and rights should be expanded
The logic of responsibility and rights, job design, must be the existing objectives of the responsibility, in order to complete the responsibility of the consideration of what kind of rights, fulfill the responsibility to fulfill the responsibility to the responsibility of the commitment in order to obtain the due return on the benefits.
Fifth, clarify the problem
The problem is the gap between the goal and the status quo, the ideal and the reality, there are three types of problems; fire-fighting type of problem, find type of problem, predict type of problem; fire-fighting type of problem refers to the problem has occurred or suddenly appeared, resulting in the impact of the need to deal with it immediately; to find the type of problem: also refers to the problem of improving the status quo is not good enough, and there is still a gap with the ideal situation, through the discovery of the problem. Can find out the problem;
Predictive issues: looking to the future, there may be problems that should be solved.
Affairs as long as there must be problems in the development, no one can avoid the problem, so we must take the right attitude and approach to the problem;
Before the matter is carried out, we should try to predict the possible problems that may arise in the matter; to take countermeasures to prevent and cope with the problem, so that the problem does not occur or the impact of the occurrence of the minimization of the impact of the work carried out to do monitoring the progress of things, and timely capture the progress of things, so that the problem can be solved. The progress of things to do monitoring, timely capture information, attention to the occurrence of the problem, do a good job of responding to; the occurrence of the problem, must be dealt with in a timely manner, the more timely the problem is dealt with, the lower the impact, the lower the difficulty of dealing with the problem; in the problem is dealt with after the problem is dealt with the experience of dealing with the problem should be optimized, solidified, standardized, written into the process, the standard, to prevent the same kind of problem from reoccurring.
Case: a cell of a unit building, two ladders, four households; a passenger elevator, a freight elevator. Goods elevator mainly transport some of the goods, sometimes property cleaning staff in the goods elevator will also be used to transport the garbage upstairs, once, probably Wednesday afternoon, the passenger elevator is broken, the night was not repaired, so the next morning, there is a problem, because the cleaning staff to transport the garbage downstairs, the staff to work also want to go downstairs, the garbage and the people crowded together, the problem erupted, the outbreak of the conflict, aunty, you also look at the dumping time, so many people, smelly, and the people who are not in a good mood, the problem is not a problem, the problem is not a problem. Auntie, you've got to look at the time when you're taking out the garbage. There are so many people, and it stinks. No brain, a variety of rhetoric, auntie, very aggrieved, I can not help, the property manager will go to work to check that the garbage must be transported to all floors before 8 o'clock; I said for the auntie, this can not be blamed on the auntie, it is the property's management staff work arrangements are not in place; the elevator broke down yesterday, and the relevant personnel should be met to the possible problems that may arise today, to do a good job of deploying and arranging.
Six, sort out the resources
To reach the goal, what resources are needed, which already have, which is not yet available, how to integrate; managers should have the integration of resources and the ability to realize;
(1) the concept of any resource is available to set up the concept of modern management
Managers first of all to recognize their own limited, we can be a problem-solving The main body, but does not mean that the main body must have all the resources, managers should be good at thinking inward, looking for strength and wisdom, outward discovery, find resources for my use; all resources, the attitude should be, resources are not useless and, is not used in the right place and find the right way. For example, a low IQ how to use.
(2) eye, to have a broad vision and unique vision
To have a broad vision and unique vision. Leaders who are good at integrating resources often have a unique vision, can see the value of a thing, a person can not be seen by others, and has a broad vision and rich imagination, can be seemingly unrelated things linked to the realization of the same goal, to complete the same task to make contributions.
The British Library in the United Kingdom is a world-famous library with a very rich collection of books. Once, the library has to move, that is, from the old library to the new library, the results of a calculation, the moving costs to a few million, there is no such a lot of money. What could be done? Someone gave the librarian an idea. The library placed an advertisement in the newspaper: from today onwards, each citizen can borrow 10 books from the British Library free of charge. As a result, many citizens flocked to the library in a few days, the library books borrowed. The books were lent out, how to return them? People give me back to the new library. In this way, the library borrowed everyone's power to move once. You must also want to be like the British Library "four two thousand pounds". If you can find your own "four strengths" (books), and dare to use "four strengths" out (free loan), everything will not be a problem. Giving is sometimes a form of borrowing. Borrowing power is not only a kind of ability, but also a kind of courage, but also a kind of wisdom
(3) Behavior, pay attention to overcome the "test psychological" influence
For leaders, integration of internal and external human resources, is often one of the most important resource integration capabilities. However, the performance of many leaders in this regard is not satisfactory, one of the important reasons, often deep inside the "test psychology" at fault. A lot of leaders, especially those with business background and strong business ability, it is easy to produce a "test mentality", that is, consciously and unconsciously their own business expertise and business level and others to do comparisons, which will often bring negative effects.
Emperor wine Luoyang South Palace, on the said: "Chehou, all will not dare to hide me, all say their feelings: I so have the world what? Xiang's reason for the loss of the world?" Gao Qi, Wang Ling said: "your majesty make people attack the city, because with it, and the world with its benefits; Xiang Yu or not, there is the merit of the harm, the virtuous doubt, this is why the world is also lost."" Gaozu said: "public know one, unknown two. The planner in the tent, victory in a thousand miles away, I'm not as good as Zifang. Zhen country, caress the people, give feed, do not cut off the grain road, I am not as good as Xiao He. I am not as good as Han Xin in winning battles and capturing millions of troops. These three are all outstanding people, I can use them, this is why I take the world. Xiang Yu has a Fan Zeng but can't use him, this is why he is captured by me." The group of ministers to convince.
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