What is the core of enterprise management?

No matter how to describe management, no matter from which starting point to analyze and study management, management is an objective activity, and management is management. Like other kinds of activities and things, people can have different understanding depths and stages of management from different angles. This is the right of human beings and an important means to promote the progress of human society and human civilization. However, as the saying goes, "Catch the snake seven inches and lead the cow by the nose" and "Catch the thief first". Of course, we must grasp the core when analyzing and studying everything in the world, and determine the distribution of manpower, material resources, time and energy by grasping the core, thus producing core benefits and intangible benefits. Management is no exception. Behind the appearances of various management activities and management tools, the core of management interests must be hidden. Everything develops and exists around the core of management interests. Regarding the interests of management, we can divide them into national interests and enterprise interests, enterprise interests and department (leader) interests, department (leader) interests and employee interests, employee interests and employee interests. The complex management relationship between enterprise organizations is the interweaving and synthesis of all these interests. Why it is difficult for state-owned enterprises to do well is because the above interests have not been handled well; Why many private and foreign-funded enterprises have experienced collective resignation and personnel turmoil is also because the interest relationship has not been handled properly. Interest determines management, and the core of management is interest. Business owners care about management because management can bring more benefits to their bosses. If management increases the cost and expense of the enterprise, the boss will not carry out management activities. Employees care about management and make efforts in management, hoping to get more benefits from management, including direct economic benefits and indirect benefits, such as a good and comfortable working environment; Good interpersonal relationship, rest assured; Be able to speak freely, speak freely; High working efficiency and convenience; Contributions will be rewarded, honored, and so on, all for more or less benefits. Since ancient times, management is to meet the needs of interests.

In the interests of management, most CEOs and decision makers do not agree with this statement on the surface, because too much publicity of this concept will encourage employees to demand and obtain more self-interest, which will easily lead to contradictions or conflicts between enterprises, which is not conducive to the stability and efficiency of their enterprises. But it's true, and in the inner world of CEO and decision maker, I believe it, but I just don't say it. You should pay attention to their management activities. In actual management, everything always revolves around management interests and conflicts of interests. The interests of themselves, shareholders, employees and customers always run through their management activities, and the main purpose of their activities is to constantly carry out various interest management.

A good manager must understand the fairness of interests and the win-win situation of interests. The core of interest management is fairness and win-win, not unilateral expansion. Just like the basic principle of free market economy, the starting point of everyone's economic behavior is their own self-interest, and it is this pursuit of self-interest that determines that a good manager must treat the interests of all parties fairly, so that all stakeholders can share the interests and achieve a win-win situation. From this perspective, the management essence of any company is the same. It must closely focus on the core of the conflict of interests and bravely face and solve the conflict of interests. Without this, any management is a castle in the air. The first career wish of many young people who just graduated is to work in a foreign company. Besides "decent work", high salary and welfare are the most important reasons for the popularity of this idea. But are these foreign companies so concerned about the interests of employees from a very early age? Historically, "sweatshops" appeared in the United States, and Americans used workers as machines. But the reason why these companies will become more and more humanized in the future is because the balance of interests has shifted to employees, and enterprises want to seek * * * to win, so as to obtain greater profit increment.

Taking recruitment as an example, generally speaking, low-paying large-scale recruitment and high-paying selective recruitment are different understandings of two interest directions. Companies that like to use low salaries are usually reluctant to train employees, which obviously leads to a high turnover rate. But doesn't this mean that this way must be wrong? That may not be obvious. If the market is full of human resources or so-called "labor-intensive" enterprises, it is understandable to adopt such a recruitment method. The high-paying and careful selection is to meet the high demand for human resources. High salary means high investment. Therefore, if the recruiter unilaterally pursues high education, then it is a waste of investment for the recruiter to hire such human resources. In this case, enterprises must implement humanized management, improve the stability rate of employees, and avoid falling into the strange circle of recruitment loss and re-recruitment. Enterprise management should not pay attention to form and list some rules and regulations, but should understand why we manage and what management cares about.

In fact, management is a means of supervision to achieve the goal of enterprise positioning, making it procedural and rational. Therefore, our enterprises first understand what we need to achieve what goals and how many management tools are needed to achieve them, and formalize and institutionalize them according to the core goals.

Management consists of two aspects, 1: principle, that is, right and wrong, must be done, subject to system constraints. 2. Degree, that is, good or bad, is determined by personal ability and will. To solve this problem, we must rely on corporate culture and corporate cohesion. This is where the humanized management of enterprises lies.

The core of enterprise management is to distinguish principles and degrees, which are system management and enterprise culture management, while humanized management and emotional management are the soul of enterprise management.