How are managers classified?

How are managers classified? Classification of managers

Hierarchical classification

Managers can be divided into the following three categories according to their levels:

Top management-"Bo". Senior management refers to the person who has overall responsibility for the management of the whole organization. male

Our main responsibilities are: to formulate the overall objectives and strategies of the organization, to master the major policies of the organization and to evaluate the performance of the whole organization. In the interaction with the outside world, top managers often represent organizations and appear as "officials".

Middle-level managers-"thrust into the waist". Middle managers usually refer to one or several middle-level managers between top managers and grass-roots managers. Their main duties are to carry out major decisions made by senior managers and to supervise and coordinate the work of grass-roots managers. Compared with top managers, middle managers pay special attention to daily management.

Grass-roots managers-"supervisors" Grass-roots managers are also called front-line managers, that is, the lowest managers in the organization. They are only under the jurisdiction of operators and do not involve other managers. Their main duties are: to assign specific tasks to subordinate operators, directly direct and supervise on-site operation activities, and ensure the effective completion of various tasks.

Different managers have different emphases when exercising basic management functions. The difference between top managers and grass-roots managers in performing management functions: Generally speaking, top managers spend more time on organization and control than grass-roots managers, while grass-roots managers spend more time on leadership than top managers.

Decision-making can be divided into strategic decision-making, management decision-making and business decision-making according to its importance. Because these three decisions are of different importance to enterprises, management at all levels should focus on them. Top managers should focus on strategic decision-making and grasp the major policies that affect the overall situation; Middle managers should focus on management decision-making and grasp tactical decision-making to achieve the overall goal of enterprise management; Grass-roots managers should focus on daily business decisions.

The organizational structure of an enterprise is like a chain, interlocking. The weakness of any link will also hinder the overall operation. If the enterprise is compared to a person, the decision-making management is like a brain, which determines the direction of progress; Grassroots employees are down-to-earth, but it is not enough to have brains and feet. They must have a waist connecting the preceding with the following, that is, middle managers who carry out decision-making intentions and direct specific operations. Managers at this level should not only have a sense of the overall situation, but also be familiar with specific business operations, which is a very important backbone of the company. Many experiences show that the weakness of middle management is one of the main internal reasons for the failure of many new companies with good creativity in market competition.

Classification by field

According to the different management fields and majors, managers can be divided into the following two categories:

Comprehensive manager, that is, the manager who is responsible for managing all activities of a business department in the whole organization or organization.

Professional managers, that is, managers who are only responsible for managing a certain type of activities in an organization.

How to allocate enterprise managers according to enterprise establishment; According to the requirements of management positions, such as special, key and general positions; According to the requirements of special circumstances; According to the arrangement of superiors or leaders.

How to be an excellent manager? How to manage people? In addition to certain management knowledge, you should also have higher management level and management skills, that is, you should have a certain height in seeing problems; Have an open mind; Have enough strategy and courage; Have the courage and courage to be responsible for the organization and dare to take responsibility. However, all this is based on their excellent moral quality and accomplishment. With these conditions, we can identify or call them excellent managers or management experts. (1) Excellent managers attach importance to goals and performance, and they are the people who can influence the operating results of the unit. (2) Since the goal of work is to improve the overall performance, decision makers should know what contribution they can make and how to motivate others to make their own contributions. 3) The manager and the managed are contradictory identities. No one is perfect, knowing what people can do, but not what people can't do. Most people are just the opposite. (4) His emotional intelligence is very high, and ruthlessness and affection are harmonious and unified in him. (5) The collective interest is always greater than the individual interest. Individuals can bear the burden of humiliation and dare to take responsibility for the overall situation, no matter how bumpy the process is.

Managers have no know-how, only one principle: honesty and responsibility, rewards and punishments. First of all, you should establish a reasonable organizational structure. If there are many workers, you can set up a class, a monitor, and a monitor to manage the people in the class. If there are many people, you can also form a group and set up a group leader under the class. There is a team leader who undertakes some management responsibilities. The team leader tried his best to choose the workers with excellent performance for this position. Pay proper attention to the team leader in the evaluation process. If conditions permit, you can even give the team leader an appropriate post allowance. Second, formulate rules and regulations. Tell the workers what to do and what not to do, so that the cooperative can be rewarded and what to do will be punished. After formulating the system. Workers must be trained to follow the system. Exams are conducted in strict accordance with the rules and regulations, so that orders cannot be made and rewards and punishments are strict. After the first two tasks are completed, a quality improvement team can be set up among the workers in combination with the quality circle improvement activities to implement Deming's set of things. Increase the sense of belonging and accomplishment of workers. As for the threatening words you said to individual male workers, choose one of them and fire them immediately. Don't be vague and can't back down on this issue. Otherwise, you cannot manage the workers. It is also a good choice to let difficult workers be security guards, especially those who make mistakes. Secondly, after work, we can organize team-based competitive entertainment activities and give appropriate rewards to the winning team. Every month, an excellent employee can be selected and given a material or spiritual reward publicly. Combining leniency with severity, with leniency as the main factor. The timing should be strict at first, and relaxed after gaining authority.

How to manage people? Six principles of effective enterprise management

First, focus on results.

Management focuses on pursuing or achieving results. A principle of inspection management is: whether the goal is achieved and whether the task is completed.

Second, grasp the whole.

Managers become managers because they look at the overall situation, look at the whole, and take the overall development as their responsibility. Managers should understand their tasks, not starting from their posts, but focusing on how to use the knowledge, ability and experience derived from posts to serve the whole.

Third, get to the point.

The key to focusing on the main points is to focus on a few really important things. Many managers are keen to find the so-called "secret recipe", which is actually a risky behavior. If there is any secret recipe, it is that focusing on the main points should be the most important. Ability, skill, discipline and ability to focus on the main points are typical manifestations of high efficiency.

Fourth, make use of advantages.

Using advantages means using existing advantages, not those that need to be re-established and developed. But in reality, many managers are always committed to the opposite aspect, that is, developing new advantages instead of giving full play to existing advantages. If so, even if the management method is skillful and scientific, the management mistakes caused will be irreparable.

Verb (abbreviation for verb) mutual trust

Create a harmonious and perfect working atmosphere within your own department or organization. Some managers follow textbooks in an orderly way, but the effect is not very good. In fact, as long as the manager can win the trust of the people around him, the working atmosphere of the department or organization he manages will be harmonious.

Sixth, think positively.

The key to positive thinking is to think in a correct or creative way. The principle of positive thinking enables managers to focus on opportunities. In fact, finding and seizing opportunities is more important than solving problems, but this does not mean that managers can ignore existing problems. Efficient managers can clearly see problems and difficulties, do not avoid them, but look for possible ways and opportunities first.

Fifteen modules of effective management

1, excellent management team.

2. Scientific strategic decision.

3. Perfect enterprise system.

4. Reasonable salary system.

5. Effective incentive mechanism.

6. Effective communication mechanism.

7. Harmonious organizational atmosphere.

8. Detailed work plan.

9. A sound training system.

10, 5S management.

1 1, a learning organization.

12, innovative organization.

13, risk management.

14, quality management.

15, safety management.

Five principles of employee incentive mechanism

1, the work assigned by employees should be suitable for their own work ability and workload. Matching people and posts is the goal pursued by employees. In order to achieve the integration of people and posts, it is necessary to analyze employees and posts. Everyone's ability and personality are different, and the requirements and environment of each position are also different. Only by analyzing in advance and matching reasonably can we give full play to the role of talents and ensure the smooth completion of the work.

2. Rewarding employees' contribution to the company is influenced by many factors, such as work attitude, work experience, education level and external environment. Although some factors are uncontrollable, the most important factor is the personal performance of employees, which can be controlled and evaluated. One of the principles is that an employee's income must be determined according to his performance. Whether employees' past performance is recognized directly affects the future work results. Merit reward can not only let employees know which behaviors should be promoted and which behaviors should be avoided, but also encourage employees to repeat and strengthen those behaviors that are beneficial to the company's development. Therefore, reflecting the wage difference on the basis of work performance is an important content of establishing a high incentive mechanism. In addition, BASF also provides different benefits such as meal supplement, housing and company stock according to employees' performance. 3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company. Provide employees with extensive training plans, which are planned and organized by special departments. The training plan includes some basic skills training, as well as senior management training and training courses developed according to the actual situation of the company, with the ultimate goal of helping employees grow. With a clear organizational structure, every employee knows the position and role of his position in the company, and can easily understand what promotion channels are available and obtain relevant information. BASF has obvious internal orientation in promotion and tends to promote managers from within, which provides promotion opportunities for those who are interested in development. 4. Constantly improving the working environment and the working environment with suitable safety conditions can not only improve work efficiency, but also adjust employees' psychology. Designing working environment according to physiological needs can speed up, save physical strength and relieve fatigue; Designing a working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Humanized transformation of the working environment, setting up various special car facilities near the factory, opening many canteens and restaurants in the company, increasing toilets for manual workers, and keeping the workplace clean and tidy ... Safety is the most basic requirement for working conditions, but it is a hidden pain that many enterprises are difficult to achieve. A large number of standard facilities have been established to ensure safety, which are in the charge of specialized departments, such as medical department, fire brigade and senior factory guards. , and be responsible for the safety issues within their respective scope of work. Provide regular safety guidance and protective facilities for all workers. Various security systems can also be established. For example, each floor of the building must have a specially trained employee on duty in turn. In addition to the guarantee of facilities and systems, safety in production is encouraged through incentives, and those workshops with the lowest accident rate can get safety award. 5. Implement the leadership method in a cooperative manner. In the relationship between the leader and the led, the emphasis is on the cooperative attitude. Leaders in the process of leadership, just like being led by themselves, frankly cooperate in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect information, check work, resolve conflicts, evaluate subordinate employees and improve their work level. Among them, the most important task is to evaluate subordinates, give a fair evaluation according to their work tasks, work ability and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses in their work. The principle of evaluation is "praise more and blame less", respect employees and help employees complete their tasks in a cooperative way. After the task is assigned, leaders must personally check, and employees should also personally check the interim work and final work results to promote the smooth completion of the work.

Effective human resource management is a series of management measures to ensure that everyone's ability and enthusiasm are brought into full play and used most effectively. Including organizational planning, team building, personnel selection, project team building and a series of work.

(1) Put the right person in the right position; (2) Guide members to enter the organization (familiar with the environment); (3) training members to adapt to new jobs; (4) improve the work performance of each member; (5) Strive for creative cooperation and establish a harmonious working relationship; (6) Explain the company's policies and working procedures; (7) control labor costs; (8) Developing the working skills of each member; (9) Establish and maintain the morale of department members; (10) Protect the health of members and improve the working material environment.

How did the managers of neighborhood committees come into being? Neighborhood committees are generally elected once every three years to elect their directors and members. During the three-year period, new staff members due to personnel changes are generally recruited by the higher-level community management office, and are not members, but only called staff members.

How do professional technicians and managers in Suzhou evaluate it? Professionals are professionals in a certain technical field, and it is best to have an engineer certificate.

Managers are ordinary employees and executives. Generally, as long as they are not online, they are all managers.

Is the ruler inspector a manager? As the name implies, it is an inspector, but the inspection is wood or steel, which is the common name of forest wood industry, such as some wood cutting and processing enterprises.

How to retain managers and combine the needs of employees with the development needs of enterprises is often difficult for enterprises now. As the core

As far as talents are concerned, their greater demand does not lie in a stable job and a good salary. They may be more concerned about the enterprise.

Self-ability training and better career development space. Therefore, enterprises can only truly understand what talents want.

Take better incentive measures to retain the core talents of enterprises.