Management Law and Cup Theory

There are many kinds of cups, but each cup has the most suitable way to use it, and so do talents. There are no useless mediocrity, only mediocrity in the wrong place.

What is the cup theory?

Cup manufacturers are very smart, producing all kinds of cups according to market demand, and the laboratory is very particular about the number of items, so manufacturers produce measuring cups to facilitate the application of testers; In order to prevent boiling water from getting hot, manufacturers produce water cups with handles; In order to keep the water temperature in winter, manufacturers produce thermos cups; On the wine table, according to the number of people drinking each time, the manufacturer produces a glass of wine; In bars, in order to satisfy customers' desire for romance and art, manufacturers produce art goblets. ...

This phenomenon shows that cup manufacturers can produce what kind of cups the market needs, and conversely, different cups can only play the greatest value in the corresponding market. If we measure things in a thermos cup in the laboratory, is it inconvenient and uneconomical? A thermos cup costs more than RMB 100, and a measuring cup costs only RMB 10 yuan. Such indiscriminate use of cups not only wastes social resources, but also brings unnecessary troubles to life and work. Similarly, drinking a large cup of tea in a bar destroys the romantic atmosphere of the hotel, and so on.

Application of Cup Theory

As an enterprise, the same is true of employing people. Most business owners have a clear understanding of this issue. Therefore, when no one is doing the accounts, our enterprise recruits finance to do the accounts, recruits operators when there are no workers, recruits business personnel when there is no business, and so on. All the above are the management methods adopted by enterprises in personnel management. But in fact, enterprises employ people far more than that. 80% of business owners are worried that they can't find suitable talents, but during the recruitment process, we found that 85% of the talents are depressed because they can't find a good company. Why is this unreasonable phenomenon? Is there not enough communication between enterprises and talents? Or talents can't find the right enterprise, or enterprises can't find the right talents?