What is good management?

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. 1. 5S management. 11. Learning organization. 12. Innovative organizations. 13. Risk management. 14. Quality management. 15. Safety management. Wait a minute.

managing five tasks effectively

the first task: setting a reasonable goal is half the way to achieving it. As a manager's task, it is to find and set reasonable goals in the process of work. Middle managers should assign tasks to their departments and subordinates. The key to the goal lies in its content, not in its form. The key to setting goals is to set personal goals. Set personal goals for one year, one quarter or even one month. Because only by decomposing the goal into individuals can there be a goal that is hoped to be achieved. How to set reasonable goals: The first principle is to set as few goals as possible. If there are too many goals, there is definitely no way to achieve them. It is important to set a few goals and force you to determine that goal. The second principle is to set a challenging goal, and pay attention to the reality of the goal. If the goal can't be reached by jumping, then most people's reaction is "broken cans and broken falls"! As a boss, you should guide and manage the team by setting goals. The third principle is to quantify the goal as much as possible. If a goal cannot be quantified, it is difficult for you to achieve it. The fourth principle is that objectives should be matched with measures and resources. The fifth principle is that the more difficult the situation is, the more short-term goals are needed. When you achieve your short-term goal ten times, twenty times and dozens of times, you will find that all of a sudden, your big goal has been achieved. Therefore, the more dangerous and difficult the situation is, the more we need short-term, specific and small goals. The last principle is that the goal should be recorded in writing, so that it is easy to check whether the goal has been achieved.

the second task: organizing implementation is how to design your own organizational structure and process. In this process, managers need to answer the following three questions: first, how to design, so that the organization can better meet the needs of customers. Second, how to design, so that employees can better complete the task. Third, how to design the organizational structure to enable the top management to complete the task. It is necessary to find an organizational structure suitable for enterprises to complete tasks at different stages of organization development. The big organizational structure has been completed, so how can we make things specific to individuals? In fact, there is a very simple method called transformation matrix. One is to list the things to be done, the other is to design some posts with specific people in charge, and the third thing is to find ways to match the things to be done with these posts. Through such a transformation matrix, we can hand over the tasks to be completed to every post and individual.

the third task: how to make a good decision, we need to pay attention to four points. First, we must find out the problem. Often, the decision made is invalid because the right question is not found. Second, try not to make a decision under pressure. Decisions made under pressure are usually not good decisions. Third, we should know that there must be other choices besides knowing the choice. Making a decision is nothing more than finding the most favorable and least risky option among different options. If you try to find another option, you will usually find a better decision. Fourth, decision-making itself is important, but implementation is more important than decision-making Finally, in the process of decision-making, it is very important to know different opinions. The premise of correct decision-making is that different opinions should be fully expressed. To make a correct decision, of course, we should pay attention to the decision-making procedure. To find the right problem, we must understand the preconditions for making decisions, know what choices there are and the risks and consequences after choosing them, and make decisions according to the risks and consequences. After the decision is made, it is implemented, and after the implementation, it is constantly fed back. According to this feedback, adjust the decision. In fact, if you want to make a correct decision, you need such a complete decision-making process.

the fourth task: supervise and control why many things can't be implemented, just because there are not enough monitoring tools and monitoring measures. How to effectively monitor: first, don't want to monitor too much, that is to say, only supervise and control the most important links. If you supervise and control too many things, you will eventually miss the things that should be supervised most. Second, from the perspective of supervision methods, it is necessary to conduct spot checks, rather than checking them one by one. Checking one by one means spending a lot of time, but also means distrust of employees, and spot checks can play a good role in supervision. Third, the purpose of supervision and control is to achieve goals, not to collect information. Fourth, the purpose of monitoring is to change the future, to make the future develop according to our wishes, not to correct it afterwards. The purpose of monitoring is to prevent unexpected things from happening, that is to say, we should control the future, not correct it afterwards, which is actually the essence of monitoring. Managers should complete six steps to complete the closed-loop control: the first step is to determine the scope of control; The second step is to determine what the key elements are to be controlled; The third step is to determine the control standard; The fourth step is to collect data and information; The fifth step is to measure the effect, whether our standard has been reached or not; The sixth step is to make corrections. In this iterative process, the key areas are cost control, business process control and risk control.

the fifth task: cultivating talents is the most important asset of an enterprise. Managers just let others help you complete the task. Recruiting and cultivating talents is the most important task of senior managers. The choice we may face is whether to recruit airborne troops from outside or train them internally. On the surface, the benefits of recruiting airborne troops are obvious, and those who find them can use them. And self-cultivation seems to be a long and ineffective process. But from the long-term development of the company, the best way is to cultivate talents by yourself. Maybe at a certain time in some special posts, you can recruit one or two talents like airborne soldiers. However, we must not hope that these people can play a role immediately. Because it takes them about a year to get familiar with the company environment, he probably has some feelings in the second year and knows how to do it. It was not until the third year that his role could really be brought into play. And most of our entrepreneurs or managers can't wait for the third year. Knowing that it takes time for an outsider to play a role inside, we will be more inclined to cultivate a person inside. It may take him two or three years from the beginning to be able to do something independently. But you can believe that the people you have trained in these two or three years are completely suitable for the environment of your company. Therefore, the talents trained internally are better used than those trained externally. If you want the long-term development of the enterprise, you should try your best to cultivate internal talents. P&G's corporate principle is not to recruit managers from outside. Of course, this involves a problem that insiders are not qualified and must go to outsiders. In fact, a person's potential is great. The western proverb says that when God gives a person a task, he usually gives him a talent.