The best management mode of enterprises

The best management mode of enterprises

The best management mode of an enterprise, if you want to manage the enterprise well, you must strengthen the improvement of management skills, learn more ways to improve management skills and consult more experts, so as to improve your management level. The following is the most suitable management mode for you.

Enterprise's best management mode 1 1, systematic management mode:

Through the establishment of seven systems, such as strategic vision management, division of responsibilities, salary design, performance management, recruitment, employee training and employee career planning, the systematic, standardized and integrated management of the enterprise is completed.

This advantage is conducive to the rapid expansion of enterprises, because when you use this system to build a standard template for enterprise management, its branches or agents can simply copy it, reducing the difficulty of expansion. This is the maximum availability of enterprise organization system.

2. Family management mode:

This enterprise management model makes use of a very important function in the family blood relationship, that is, the cohesion function, that is, trying to realize the management of the enterprise through the cohesion function of the family blood relationship. Historically, although an enterprise did play a very good role in the early days of its establishment, this family-friendly enterprise management model did play a very good role.

But when the enterprise develops to a certain extent, especially when the enterprise develops into a large enterprise, this family-style enterprise management model will soon have problems. Because the cohesive function of family kinship used in this management mode will be transformed into internal friction function, this enterprise management mode should be replaced by other management modes.

3. Friendly management mode:

This enterprise management mode also has positive significance in the initial stage of enterprises. This model is very cohesive when there is little money, that is, when buddies can and are willing to do whatever they can for their friends.

However, when the enterprise develops to a certain scale, especially after the profit of the enterprise grows to a certain extent, the friendship between friends will fade, so if the enterprise does not adjust this enterprise management mode as soon as possible with the development, it will inevitably lead to the rapid decline and even bankruptcy of the enterprise.

4. Warm management mode:

This enterprise management mode emphasizes that management should be the internal function of mobilizing human nature. Only in this way can enterprises develop rapidly. It is right to emphasize the human touch in enterprises, but it cannot be regarded as the' most important principle' of enterprise management system.

The principle of good human nature and the principle of enterprise management are different categories. Therefore, overemphasizing people's kindness is not only not conducive to the development of enterprises, but also enterprises will often get out of control and even go bankrupt. Some people always like to talk about warmth and conscience in business management.

I believe that as an enterprise manager, if a person is considerate to the managed, then the managed will definitely have a good return, that is, work hard, so that the enterprise will develop better. It can be seen that the bidding management mode actually wants to use the principle of conscience in friendship to deal with the management relationship in enterprises.

In the relationship between economic interests, the so-called conscience is difficult to explain clearly. According to the theory of economics, conscience is actually an ethical and standardized way to repay economic interests in the form of human kindness.

Therefore, if we talk about conscience and humanity in general, and don't touch the interest relationship and mutual benefit, it is actually very difficult for the managed to do well, and ultimately the enterprise is not good. Therefore, enterprise management is not only warmth, but also the definition of interest relationship.

5. Random management mode:

In reality, there are two forms: one is administrative intervention in state-owned enterprises, that is, government agencies can intervene in the business activities of a state-owned enterprise at will, which eventually leads to very random management of enterprises. It can be seen that this management mode is either characterized by private enterprise dictatorship or excessive administrative intervention by the government in state-owned enterprises.

The other is the autocratic management in private enterprises. The reason why authoritarian management is regarded as randomized management is because some entrepreneurs in private enterprises are dictatorial. Enterprise managers can change any rules and regulations at any time, and his words are principles and rules.

So this kind of management belongs to random management. The closure of many private enterprises now is the inevitable result of the implementation of this randomized management model. Because the entrepreneur's decision is wrong, others can't change it, and finally the enterprise can only perish.

6, institutionalized management mode:

The so-called institutionalized management mode refers to promoting enterprise management according to certain established rules. Of course, this kind of rule must be a contract rule recognized by everyone, and at the same time, this kind of rule is also symmetrical with responsibilities and rights. Therefore, the target mode of future enterprise management is based on institutionalized management mode, and some beneficial factors of other enterprise management modes are appropriately absorbed and utilized.

Because institutionalized management is "cruel", it is really beneficial to introduce a little affection, friendship and warmth. Even sometimes, we can handle the contradictions and interests in management at will, absorb the advantages of other management models and synthesize a mixed enterprise management model. It may be better to do so.

The best management mode of enterprises 2 1, drawer management

Drawer management, modern management is also called "job analysis". At present, large and medium-sized enterprises in some economically developed countries attach great importance to "drawer" management and job classification, and have established job classification systems to varying degrees on the basis of "drawer" management.

"Drawer-style" management describes that there are clear work specifications in the drawers of every manager's desk. In management, there can be no work without power, no responsibility without power, and no power without responsibility. Obligations, responsibilities, powers and interests must be combined with each other. There are five steps for enterprises to carry out "drawer-type" management: the first step is to establish a work analysis team composed of various departments of the enterprise.

The second step is to correctly handle the relationship between centralization and decentralization within enterprises. The third step, around the overall goal of the enterprise, layer by layer decomposition, step by step to implement the scope of responsibilities and authority. The fourth step is to write "job description" and "job specification" and work out the requirements for each job. The fifth step must take into account the combination of assessment system and reward and punishment system.

2. Crisis management

With the increasingly fierce global economic competition, a considerable number of world-famous large enterprises have entered the stage of maintenance and decline. In order to change this situation, American enterprises pay more attention to the implementation of "crisis" production management and set off a wave of "doomsday management".

American business circles believe that if an operator can't communicate well with employees and show them that the crisis does exist, then he will soon lose his credibility, thus losing efficiency and effectiveness. William Weiss, president of American technology company, saw that the whole world has become a competitive battlefield and the global telecommunications industry is playing an important role in the reform.

Therefore, he used two senior managers who boldly reformed as vice-chairmen, replaced five senior managers who tended to reform gradually, and widely publicized among employees the crisis that some enterprises lost users because of ignoring product quality and rising cost.

He wants all employees to know that if technology companies don't always focus on product quality, production cost and users, the end of the company is coming.

3, one minute management

At present, many western enterprises have adopted the "one-minute" management rule and achieved remarkable results. The specific content is: one minute goal, one minute praise and one minute punishment. The so-called one-minute goal is that everyone in the enterprise clearly records their main goals and responsibilities on a piece of paper.

Each goal and its inspection standard should be clearly expressed in 250 words, which can be read in one minute. In this way, it is convenient for everyone to clearly understand why and how they do it, and check their work regularly accordingly. One minute of praise is human resource encouragement. Specifically, managers of enterprises often spend a short time picking out the correct parts of what employees do to praise them.

This will let every employee know what he has done, work harder and develop in a perfect direction. One-minute punishment means that something should be done well, but it is not done well. First criticize the person concerned in time, point out his mistakes, and then remind him "how much you value him, what you are dissatisfied with is his work here and now."

Only those who have done something wrong can be willing to accept criticism and pay attention to avoid making the same mistake again in the future. The beauty of the one-minute management rule is that it greatly shortens the management process and is immediate.

One-minute goal, so that each employee can clearly define their job responsibilities and strive to achieve their work goals; A minute of praise can make every employee work harder; A one-minute punishment can make the wrongdoer willing to accept criticism and urge him to work harder in the future.

The best management mode of enterprises 3 What is good management?

Everyone has a different understanding. Is it good management to care about employees' understanding, do it yourself or be strict with employees? There is no single standard, good or bad, and there is no fixed answer.

Lao Zhang is the department manager. In recent years, he didn't know how to manage the department staff, because he worked as an employee step by step from the grassroots level. He knows more or less the pain points of employees and how to motivate them, but there are more and more young people in the companies behind him, and there are more and more contradictions. Although he has read many books on management, they have no effect at all.

At one meeting, the post-90s employees quarreled with Lao Zhang directly. Before Lao Zhang could say anything, if you do this again, I'll fire you directly. The employee left the badge directly, and Lao Zhang was still in a daze. How can young people nowadays say no!

Many managers have met with Lao Zhang, and they all have problems. I feel uncomfortable when I don't talk. If you talk, everyone feels uncomfortable. Management faces this problem every day. Employees can't beat and scold, and occasionally make employees happy. Why is it getting harder and harder to manage now?

Why is it difficult to manage, but some people do it well? So, back to one point, do we really think about our employees? If you really think about the employee, it will help him and even further increase his income. There is also an ability, an ability to choose a better and higher platform. This is good management, regardless of scolding employees.

Managers should not only earn money for employees now, but also train employees to earn money in the future. This is what managers should do. Like Huawei and Alibaba, Huawei even offered an annual salary of 2 million to recruit new graduates. There is plenty of money, but you must abide by my rules.

When we are strictly demanding employees, you think about a question, can you give employees more money and growth? If not, this is the key point of management difficulty!

Not to say that employees can't beat and scold, but to give you enough income with professional dignity, provided that you want to generate benefits. If not, this company can't last long, so the three of us have to do the work of five people and get the salary of four people. The current salary of employees exceeds the industry average, and employees are satisfied with their income.

The second is ability. After you work in this company for three or five years, others are willing to use several times the salary to recruit people, and even say that you hope that all the conditions you put forward will be met. This is the company's responsibility to employees, so that employees have the ability to stay and leave. This is the responsibility to employees, and they can leave easily if they want to stay and continue.

When we manage, we must think about what the purpose of managing employees is, whether we are wasting employees' time or cultivating employees, what we think in our hearts, what we do in our behavior, and whether we can persist. This is to verify whether a manager is really trying to do a good job in management.