Management mode (the difference between management mode and business mode)

Management mode is a method used in enterprise management, which has the following types:

1. Family management mode This management mode

Using a very important function of family kinship, that is, cohesion function, is to try to realize the management of enterprises through the cohesion function of family kinship. Historically, although an enterprise did play a very good role in the start-up period, 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 blood relationship used in this management mode will be transformed into internal friction function, this management mode should be replaced by other management modes. China's family-friendly enterprise management model has almost 99% positive impact on enterprises in the initial stage, but when enterprises cross the initial stage, its negative impact on enterprises is almost 99%. This management mode exists only because China's credit system and legal system are still not perfect, which makes people afraid to give their assets to people who are not related to them, so they have to adopt this kind of family management mode.

2. Friendly management mode

This 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 increases to a certain extent, the friendship between friends will fade, so if the enterprise does not adjust this management mode as soon as possible with the development, it will inevitably lead to the rapid decline or even bankruptcy of the enterprise. There is a private enterprise in China called Wantong, which started as a friendship enterprise founded by five like-minded people. At that time, everyone can live on their laurels, and entrepreneurs can completely ignore money. However, when Vantone got the first big profit, five people began to have friction. At that time, Feng Lun, the relatively large shareholder of Vantone, wanted to continue to adhere to this management model and let the enterprise develop. He organized the founders of the enterprise to read the water margin, so that everyone could learn the lessons of dissolution and division, but the problem was not solved in the end, and several people had to dissolve the enterprise and give up this friendly management model. Later, Wantong hatched several enterprises because entrepreneurs started their own businesses.

3. Warm management mode

This 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. They think that if a person is considerate to the managed, the managed will get a good reward, 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. Management is not only warmth, but also the definition of interest relationship. Some people are naturally warm-hearted, and the definition of interest relations is often soft-hearted. However, the definition of interest relationship in enterprise management is ruthless, and it is impossible to define interest relationship with "hands are not hot" and "hearts are not cruel" at some time. Only those who are "firm" in the face of various interest relations, especially those who can "pull their faces down" in defining interest relations, can become professional managers. For example, if someone cries when he is laid off, and a manager is unprincipled to be soft-hearted and sympathetic to the laid-off and let him go to work, then this person may not be a professional manager at all.

4. Random management mode

There are two forms in reality: one is authoritarian management in private enterprises. The reason why authoritarian management is regarded as randomized management is because some entrepreneurs in private enterprises are dictatorial. He has the final say, he 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 other form 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 closure of many private enterprises now is the inevitable result of the implementation of this randomized management model. Because the entrepreneur's words are wrong, others can't correct them. Even if the decision of the entrepreneur is wrong, no one else can change it. In the end, enterprises can only die.

5. 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 enterprise management in the future is based on the institutionalized management mode, and some beneficial factors of other management modes are appropriately absorbed and utilized. Why do you say that? Because institutionalized management is "cruel", it is really beneficial to introduce a little affection, friendship and warmth. Even sometimes, we can properly handle the contradictions and interests in management and "dilute" the rules because institutionalization is too rigid. It is not easy to "soften" it inappropriately. After all, the main object of management is people, not ordinary things. People have all kinds of thinking and initiative, and it is not good to talk about institutionalized management completely. Appropriately absorb the advantages of other management modes and synthesize a mixed enterprise management mode. It may be better to do so. I'm afraid this is the * * * cognitive conclusion drawn by China in the choice of enterprise management mode in recent ten years.

What are the management modes?

1. Family management mode: realize the management of enterprises through the cohesion of family blood relationship.

2. Friendship management mode: Enterprise management is achieved through the cohesion of friendship between friends.

3. Warm management mode: It is emphasized that management should be a management mode that mobilizes the internal role of human nature and emphasizes human feelings more.

4. Randomized management mode: manifested in two forms. One is authoritarian management, and the other is government intervention in the management of enterprises' whereabouts.

5. Institutionalized management mode: refers to promoting enterprise management according to certain established rules.

6. Systematic management mode: management is completed by establishing seven systems: strategic vision management, division of responsibilities, salary design, performance management, recruitment, employee training and employee career planning.

Management mode:

Real modern management should be carried out through management mode. Management mode is a systematic structure of management behavior under the guidance of management ideas, which consists of management methods, management modes, management systems, management tools and management procedures. The entrepreneurial management model is symmetrical with the second entrepreneurial period of human beings, with knowledge management as the leading factor and opportunity management as the core.

What are the management modes?

1, decentralized management

Decentralization means transferring responsibilities. A superior does not make all the decisions by himself, but entrusts the determined work to his subordinates, so that they can have certain judgment, handle the scope of work independently, and bear part of the responsibilities at the same time, thus improving the willingness and efficiency of their subordinates. Improve enthusiasm because of participation responsibility. The superiors can be liberated from specific work and can devote themselves more to their own leadership work.

2. Stroll management

Walking management means that the top leader doesn't bury himself in the office, but lets his subordinates see him as often as possible-just like walking in the enterprise. Business leaders directly know what problems employees have and where business processes are stagnant. Moreover, the boss personally checks the work and listens to every employee, which is also an incentive for employees.

3. Managing for results

The superior puts the results to be achieved at the center of management work. A given goal in target management. Like management by objectives, there is more willingness to work and responsibility to participate. However, it is not necessary to evaluate a subordinate when controlling the results, but it can be a department or a post to which he belongs.

4. Management by objectives

The superior gives the subordinate a goal to achieve. For example, sales growth 15%. Subordinates of all departments should * * determine the goal that should be achieved to achieve this goal-to increase product sales. The superior regularly checks the changes in sales. Like decentralized management and exception management: improve the willingness to work and participate in responsibility. In addition, subordinates * * * pursue the goals they want to achieve and promote team spirit.

Extended data:

classify

1, the traditional/hierarchical model focuses on the improvement and perfection of the internal management system and management technology, and emphasizes the construction of formal or informal groups within the organization, aiming at improving the efficiency of the organization and implementing equal management for employees.

2. Under the system mode, the focus of management shifts to pay attention to the integrity and goal of the organization, emphasizing the overall coordination among people, people and departments, and departments, and implementing collaborative interaction management for employees.

3. People-oriented management mode emphasizes people-centered and the role of individuals in the organization. The central task of management is to manage and develop human resources around how to mobilize the enthusiasm of employees, with the aim of making the organization more dynamic and implementing democratic and open management for employees.

What are the five management modes?

These five management modes are:

1, drawer management

The first is drawer management. Drawer management is a popular and vivid management term, which is also called "job analysis" in modern management. It mainly means that every manager should have a clear job description in his desk drawer.

Large and medium-sized enterprises in some economically developed countries attach great importance to drawer management and job classification. This specification contains two meanings. First, everyone's obligations, responsibilities, rights and interests must be evenly distributed, and rights and responsibilities cannot be neglected.

Second, clarify the main professional business, division of labor and cooperation, and horizontal and vertical joint matters that everyone is engaged in, so as to achieve the purpose of rationalizing enterprise management relations.

2, integral system management

The management of points system refers to the application of points system in management, which measures people's self-worth, reflects and assesses people's comprehensive performance, and then links various welfare benefits with points, so as to motivate employees and mobilize their enthusiasm.

The management of integral system can make enterprises have strong cohesion, and in the cultural atmosphere of integral, employees can have a sense of pride and mission in their work through personal psychological feelings. Finally, employees will associate their thoughts, emotions and behaviors with the operation of the enterprise.

3, one minute management

One minute management is one of the most popular management methods at present. It is simple and practical, and has become the practical guiding principle of the world's top 500 enterprises, playing an important role in management.

The specific content of the one-minute management method is: one-minute goal, one-minute praise and one-minute punishment. One-minute goal, let each employee know his job responsibilities and strive to achieve his work goals.

One-minute praise urges every employee to work harder and make the behavior develop in a perfect direction; One-minute punishment can make employees who have done something wrong accept criticism, but it should not exceed one minute.

Managers only need to pay attention to the people they manage on the clock for one minute every day, which can have an immediate effect and greatly shorten the management process of enterprises.

4. Format Breakthrough Management

The so-called exceptional management refers to the ability and performance to decide whether employees will stay or not.

In the management of many enterprises, the purpose of innovation will eventually be realized through the reform of personnel management. Therefore, all developed enterprises in the world will actively implement the reform of personnel management system according to the changes in the internal competition situation of enterprises to stimulate the creativity of employees.

5. Walking management

Walking management is a new management mode. Its management mode is also very simple, that is, the boss can't just bury himself in the office or socialize outside, but should often go to the workshop, factory or employee's office to get the opportunity to show his face in front of employees.

This can not only enhance the feelings with employees, but also check the problems existing in employees' work and let them take a walk.

Entrepreneurs are the soul of an enterprise, they often dominate the affairs of the enterprise, restrict and guide the development of the enterprise, and only entrepreneurs with excellent thinking can finally run the enterprise well.