5 Selected Inspiring Articles from Corporate Monthly_Sample Inspiring Articles from Corporate Monthly (2)

Enterprise Monthly Inspirational Article 4: The 8 Most Misleading Management Ideas

The management ideas we commonly use may be the most misleading management ideas. How many do you have? ?

1. High standards and strict requirements

Isn’t it noble enough that "high standards" also require "strict requirements"? But in fact, the results of "high standards" are usually It can only be "no requirements" or "low requirements". In 1984, when I first came to Haier and took office, I immediately stipulated that "open defecation is not allowed." This standard is really low, which is also the reality of the chaotic management at that time. But it is precisely from starting from "low standards and strict requirements" that Haier has reached the current "high standards and strict requirements".

The improvement of management level lies not in how high the standards are, but in how strict the requirements are. If "low standards and strict requirements" are achieved, it will naturally evolve to "medium standards and strict requirements" and even "high standards and strict requirements".

2. Don’t trust people when you hire them, don’t use them when you doubt them

When many bosses say the phrase “Don’t trust people when you hire them, don’t use people when you doubt them”, they must be very proud, waiting for everyone’s praise. . However, this view of employment in an agricultural society is not suitable for modern commercial society. Modern people have a large radius of activity, frequent population movements, and rapid changes in social identities. If you really want to "employ people without suspicion and use them without suspicion", the result may be that no one can be used, or only close friends can be used.

What is a talent? It is a person who can do things well, suffer losses, and bear responsibility! "Be suspicious of people when you employ them, and use them when you are suspicious" is the concept of employment in modern society. My point of view is that when employing people, you must be suspicious of them, and you must use those who are suspicious. Through systems, checks and balances, supervision, and control, we can prevent "good people" from being tempted and make mistakes, and allow "bad people" to find no opportunity to make mistakes and become "good people."

"Be suspicious when employing people" mainly refers to the restraint and supervision mechanism. Using people does not mean that supervision is not needed. If you ask questions first, you can minimize the possible risks. "Use those who are suspicious" means to observe, select and use them when their personality and abilities are uncertain, so as to avoid burying and wasting talents. Only if you dare to use suspicious people and know how to use suspicious people can you ensure that the company has an inexhaustible supply of talents.

It is often a small boss who "employs people without suspicion" - there are only a few people around him who are "unsuspecting", and in the end no one can be used; it is often a big boss who pursues "employing people without suspicion" because " Suspects are available", so there are many talents.

3. Right-hand man, indispensable person

During World War II, General Marshall, Chief of Staff of the US Army, whenever he heard who was "indispensable", he would definitely transfer him in time. From an individual perspective, "indispensable people" are indeed honors; but from an organizational perspective, "indispensable people" exactly reflect organizational problems. The purpose of removing "inevitable people" is to prevent individuals from making up for the shortcomings of the organization, thereby strengthening organizational functions.

If you are called your boss's "right-hand man" or "indispensable person", it usually means that your excessive excellence has covered up your boss's incompetence and organizational shortcomings.

IV. What is the most important thing in the 21st century? Is it talent?

Talent is really important. Why do so many talents poached from excellent companies accomplish nothing in the end and become "waste"? Talent"?

Talent is important, but the stage where talents perform is even more important. Without a stage, talents cannot become talents. The employees Microsoft recruits in China are talents. Are they not talents before joining Microsoft? Microsoft's stage makes the so-called talents, not the other way around.

It is common to see that companies with declining performance are full of talents, while companies that are growing rapidly are short of talents. The reason why excellent companies have talents is because they have a talent training system and have the management power to turn decay into magic.

5. Recruiting people must first recruit talents

I know very well that many companies now have a common recruitment problem: recruiting for an ordinary position will set many restrictions.

Why? Because they are designed according to the template of one of the best minds. As a result, this position became an "impossible position" and a "deceptive position."

Drucker once put forward a very important principle of job design, "If a position is held by two or three people and they all fail, it is certain that this is a position that ordinary people are not qualified for and must be re-established." Design. "If employees are not qualified for their jobs, most companies will train them, but this is very difficult. The simpler way is to redesign the positions so that ordinary people can perform them.

What is more important than execution is the company’s management and control capabilities. The original intention of execution is to make management simple and execution complicated, which is not in line with the trend of modern management. The real trend is that organizational processes are becoming more and more complex and the execution of front-line positions is increasingly standardized.

6. Execution is king

The popularity of execution implies the basic logic: employees have no execution ability, so performance cannot improve. But where can we find subordinates who are as moral as Lei Feng and as capable as Captain "Rowan"?

The premise of management should be: to imagine employees as "selfish" morally Ordinary people - this is human nature; imagine employees as ordinary people in terms of ability - ordinary positions cannot retain high-level people. Under this premise, enterprises must use effective management to prevent employees' selfishness from harming the interests of the enterprise and others, and to allow ordinary people to achieve extraordinary results.

7. Innovation is transcendence

CCTV once held a column with the theme of "Innovation Frontier". The host proposed 30 words related to innovation, including betrayal, Abandon, transcend, improve, subvert, discover, compromise, imitate, practice, learn, integrate, execute, neither destroy nor establish, successfully destroy, be different, etc. More than 100 entrepreneurs, economists, and professional managers attending the meeting clicked on their favorite words. As a result, transcending, being different, and breaking the box became the most popular words with click-through rates of 60, 40, and 40 respectively.

This is another glorious mistake. If this is innovation, then innovation can only be the "patent" of a few technicians, managers and "smart people", and ordinary people will be insulated from it. What they are actually talking about is creation, not innovation.

8. The most high-tech products are the greatest products

Why can’t innovation be imitation (innovative imitation), integration, improvement, compromise, and experimentation? Drucker proposed Creative imitation and the source and process of innovation believe that innovation is not the "darling of the muse", but that innovation becomes the work of ordinary people from the perspective of concepts, systems and processes. Such innovation is the most valuable innovation.

A great product does not lie in whether it is high-tech. High-tech products do not mean there will be a big market, but in whether it can bring benefits to people's lives. For example, zippers bring convenience to people’s lives almost everywhere. Isn’t it a great product? Enterprise Monthly Inspirational Article 5: How does the boss manage employees well?

1. Trust is the best way to reduce costs. Direct method

Mutual trust is particularly important for the healthy development of an enterprise. Therefore, how business owners learn to focus on the big and let go of the small, and master the issue of trust, can you save your employment costs.

2. Use "good people" and "use good" people

So what does it mean to use "good people"? For some key departments of an enterprise, such as finance, R&D, sales, etc. , because it involves the core secrets of the company, the moral quality and professional ethics of the personnel should be given priority in employment.

The best way to mobilize is to increase income, and of course this increase must be achieved through improvement in performance.