Reading notes - "Boiled Three Kingdoms"
Management is a controlled game
Makique (Niccol * Machiavelli) is a representative of effective management. He wrote many shocking speech in the famous "主 主":
· A competent monarch (leader) must have a lion-like majestic, fox-like blackmail.
· Only the monarch (leader) of the secular virtues, often due to excessive virtues, thus losing management effective control, leading to the destruction of the country (organization).
· As long as the result is necessary to achieve justice, any "crime" violates the secular virtues is allowed.
· Do the monarch (leader), know how to sacrifice others.
In one organization, the leader is responsible for the resurgence of life, so his eyes must surpass the bondage of secular virtues, to be good, but also to achieve good goals.
One will become a harder, you may have many 名. However, if you have no courage to get the name, do you rely on what strength to ensure the effectiveness and goals of management?
Liu Bei's "Five Tips for Creating a High Performance Team":
1. Creating a supportive human resource environment
In order to create a team of high performance, management should strive to create a supportive human resources environment, including: advocating more than a collective consideration, leaving enough time for everyone to exchange, and achieve granations for members Express confidence. These supportive practices help organizations have taken a necessary step to cooperate, because these steps have promoted more step-by-step coordination, trust and each other's appreciation. Managers need a good communication platform for this architecture.
It is worth explanation. Although in the company, Taoyuan three brothers have a gang suspicion, but our Taoyuan's three brothers "Don't ask for the same day with the same day, but the same year, the same day, the same day, the same day," is a typical spirit is a typical The reflection of the team spirit.
2. Pride of team members
Every member wants to have a glorious team, and a glorious team often has its own unique symbol. If such a flag is missing, or this sign is damaged, the employee will be unfosit. Many ignorant managers don't know that the pride of team members is the spiritual power of members is willing to dedicate for the team.
Therefore, from the creation of the company's image system, encourage departments, each project team creates a heroic subculture, will have a positive and far-reaching impact on the creativity of the team.
3. Let each member can match the character
Team members must have a competent ability to perform job responsibilities and be good at working with other team members. Only in this way, each member will clear its role, clearly in the work position of each functional process and the next step and the next process. Only in this way, every person entering the team can truly become a team member. If you do this, members can act quickly according to the needs of the conditions, do not need someone to order - in other words, team members can respond to their needs, take appropriate actions to complete team objectives .
For example, in a surgical team of the hospital, if there is no one on a part, there is a danger of performing your duties at the right time. The same reason, the company's service quality provided by the company will not guarantee due to a person's dereliction of duty.
Therefore, high-efficiency teams need to match the characters and require all people to go all out.
4. Set challenging team goals
The responsibility of the executive personnel is to motivate the entire team to work hard to the overall goal, rather than emphasizing individual workload. If you are doing well, a labor model may play a role in leading sheep; however, in different working conditions, this practice is likely to fight the team's cooperation.
The correct approach is to set a challenging goal for the team and encourage the team of teamwork for each member. When people realize that only all members have made this goal to achieve this goal, this goal will focus on employees, and some internal small contradictions are often invisible. At this point, if anyone is selfish, others will condemn him regardless of the overall situation. In this way, it can form a more closely united team. 5. Correct performance assessment
A fruitful performance evaluation system typically includes two evaluation forms: a timely assessment in formal assessment and daily management. The reason why the company has to perform performance assessment, first, it is hoped to judge whether they are competent, thus effectively guarantee the scientific nature of their matching, compensation, training, etc., which is the evaluation of performance evaluation; second It is hoped to use performance assessments to help employees find out the true cause of their performance, stimulating the potential of employees, and we call this to achieve performance assessment.
Work closely related to performance assessment is how to scientifically pay compensation. As a recognition form of all the performance of the team, these compensation systems, first in designing "pairs of fairness, competitiveness and competitiveness." Whether it is money remuneration or non-money remuneration, its purpose should be in stimulating the creativity of employees and the spirit of teamwork.
When a project team or an employee is outstanding, we need to give rewards through performance assessments. Many times we will find that only distribution of money or only the award is not enough, but must also issue money and awards at the same time. For example, while issuing a bonus, it also issued a trophy, award, award, and the best monthbook, the best employee. In this way, those banknotes will become emotional, exciting.
糜: Ten kinds of carrots that don't spend money ★★★★★ Classic classics
Types and use of carrots
If you don't reward, you will not be true;
If you can't make your complaint, you will be born.
- "Su Book 6"
First kind carrot: Tianzhuhuahua
Tianqianhua is a very popular mythology that is widely circulated in China. For corporate managers, this trial is a carrot that does not need to spend money, but the effect is very wonderful. The reason is very simple: as a manager, you can turn around, here a praise, there is a sentence to increase the endorphin of the employee. Enemine penetine can make employees excited, so that employees can improve their suffering ability. Natural, they will work hard to work.
The second carrot: expressed concern
When the leaders began to care for the private life of the subordinates, they immediately form a particular relationship with them. This special relationship can not only make the ministries don't want money, but even when it is critical to bravely engage in an unusual work. This shot often appeared in many film and television works in many historical themes in China:
In a secret room, a leadership looks like a look: "Zhang San, how do I treat you?"
Zhang San immediately said: "The adult is awesome as a mountain!"
Leaders continued to ask: "There is a thing, I don't know if you can complete it?"
Zhang San didn't ask what is, first confess his own loyalty, "" "
Third carrot: pretending care
If you have a little interest in employee private life (family, marriage, health, and personal dynamics), this trick is very practical. You can use some clever ways, on the one hand, let employees are grateful for your premise, on the other hand, you can also avoid listening to the lengthy stories you don't want to listen to.
There is a good way to do this, you are exciting by the employee around about 100 meters away, rushing at him: "Isn't your home?" This, you can use the biggest volume to express your care. Everyone knows that you are very concerned about him, and you don't have to listen to him. Especially the holidays, many leaders are good at playing this kind of trick.
If you feel that there is no longer a long time to change someone else's falseness, if you think that mutual sincerity is not valuable and important, you can also play this kind of trick, sometimes or say it is still very effective in a short period. .
The fourth carrot: a gift with special meaning
Although the birthday card is just a card, however, if there is your signature above, you will be honored. The same truth, I only need to buy a tie to the shopping mall, just dozens of dollars (looking for a wholesaler order), once it become a symbol of honor, it means an unusual value.
If an employee has developed a new project for the company, you can use this way to three carved: open a commendation meeting, and give him the tie.
So so so sole about it: First, the tie looks like a wonderful treasure; the second is to let the employees who get the tie are touched to tears, so that he will continue to work hard for the second tie; Make his colleagues crazy about the tie, thus establishing "Walking is a tie (carrot), and walks behind the belt (and the role of great rods).
The fifth carrot: makes work challenging stimulus
Work is too simple, and the employees will feel boring; it is too difficult, they will fear. In fact, the key issue is not in the difficulty of work, but whether the work is full of stimulation.
For example, you can say something hard to you (even if everyone knows it is easy), when the employees are easy to complete the task, you can boast them like heroes.
For example, when you assign an arduous task, you can give it a "challenge" to Zhang. You express believe that only he can do well. So, even if Zhang San met the difficulties of heaven, his chest will also be full of strong beliefs like Olympic athletes.
Sixth carrot: awarded award
The award is almost no cost, but its carrot effect is surprisingly.
A paper award not only satisfies the honor of the employee, but also shows that this employee is willing to use his hard work to exchange this hard paper that does not need to spend money. He will continue to exchange this with his hard work. No money, other people should also use their hard work like him with their hard work. So he became an example.
Seventh carrots: Grab lunch with employees
If the employee has a chance to come together for lunch or talk about the sky, it will be proud to be honored. He will have a happiness, thinking that he has the ability, relying on appreciation and relying on, is in peacekeeping cymbals ... and more.
You may feel guilty for this illusion, and actually employees do this illusion.
Eighth carrots: opportunities for employees to formulate work goals
If employees have the opportunity to develop their work goals, he will use 12 times effort to prove its plan is right. Therefore, the process of letting employee participating in the development of work objectives is just like "on the latch."
Playing this kind of circle is the most artistic art of the leader, otherwise, you may have something to smash. Those employees will like children in kindergartens, and some interesting but unable to measure goals. And your true purpose is to let employees develop the work goals you want.
Ninth carrot: encourage their dedication
Don't advocate employees to get off work on time (at least 10 minutes to leave the job), you can't allow employees to install a holiday, just the opposite, to encourage employee to time out and work. If you are good at cultivating their dedication, you can get more surplus value without spending money.
The trick is that you don't call it "free overtime time", but it should call it "highlighting of professionalism." Tenth carrot: Planning between employees
If you can plan the competition between employees, make them more than a more dedicated, they will be more than a lovely, your carrot effect will be as very exciting as the domino.
Every employee is a domino, you have to place them well. Then, you need an employee to do an example, and the role is endless.
Liu Bei: the theory of vegetable market
Background: Lu Bu company is not good and closed, come to Liu Qi ask
Liu Bei was blinked, and asked: "Do you bought food in the market?"
Lu Bu said: "During my unemployment, I can't buy a servant, and I also bought dishes in the vegetable market."
"So," Liu Bei chased, "I would like to ask the situation at the time: On the one hand, you can buy vegetables on the other hand, the other hand, the vegetable dealers are less than two, selling vegetables in poor charging!"
Lu Bu: "Sure enough, Xuan Degong, as if you see it at the time."
Liu Bei smiled and continued to ask: "So, is you also use a fine of the employee's salary when you are doing the company?"
"It does have this phenomenon."
"The same truth," Liu Bao summary said, "They are also using a pretending, and there are two or less, with a poor charging! You should not use the way to buy food management, and this is The reason for your failed. "
Author commentary
There is a famous economist writing that so-called compensation management is to buy "the highest business performance" with "the lowest human cost". This point of view makes many workfares, because their labor seems to bargain goods in the market market. Does economists have wrong? of course not. But he ignored the following three questions:
First, the labor is a special product, which needs to take care of the dignity when the price is labeled.
Second, people who provide labor to pursue a wage that is considered to be costly by the boss, and there is a happy career life.
Third, every employee wants to share the company's business performance with the boss, because it is soaked in their emotions.
If you also ignore the emotions of employees like employees in pay management, then don't expect employees to love his work. As a result, the labor relations becomes a trading relationship. On the side, it is a bargain, the kg is more than two, and the two is less than two, with the inferiority, interest, each has a figure.
Therefore, people-oriented remuneration management will pay attention to employee emotional needs, will use "Performance Sharing" as the theme of compensation management. Therefore, labor relations have become partnerships, the interests are connected, and the goals are consistent.
The difference between buying vegetables and selling vegetables is here.
Yang Xiu: five phases of management evolution
In the same year, Dong Zhuo was only a Lu Bu, discipline, Liu Bei, Guan Yu, Zhang Fei three added it is not his opponent. According to it, people can blow, a bunch of tops. In this way, Lu Bu not only does not think about it, but also dare to compete with Dong Zhuo, caught a Fengqi Towel incident, which is hard to complete the company. why? Lack of scientific management. This is the first stage of management evolution, and management's flames begin to be ignited.
Yuan Shao is more intelligent. He is not like Dong Zhuo, but has a few fashionable dogs such as Yan Liang, Wen ug, High View, Zhang, Zhang Qiong, established the first incentive internal competition mechanism. This is the second phase of the management evolution, the stage of the incentive mechanism.
We can defeat Yuan Shao, and it is still a skill, you must not only catch the rabbit, but also to catch big rabbits. Those dogs are also willing, because there is performance evaluation, the discussion! This is the third phase.
Cao Tong has a profitable management ability, has not stayed in the third stage, but continues to develop forward. You put forward the profit sharing plan and pension plan, this plan is very effective, it is very effective for retaining talents, a hot topic of the business world. This is the fourth stage of management evolution.
Many employees also want to start a business, and our management should also evolve to the fifth stage. Not only hunters, our hound also needs entrepreneurship opportunities. Instead of watching the hunting dog, I went to leave, why not give them a business opportunity to create a company? I suggest Cao, in our company, in our company, to encourage employee entrepreneurship ', through this committee to adopt certain measures to encourage and support employees with innovative spirit. In this way, on the one hand, the company can constantly obtain new investment opportunities; on the other hand, employees can obtain a new entrepreneurial project to get a business progress.
Author commentary
Whether companies can win employees, key issues are whether they can create conditions for them so that they have a chance to get a sense of accomplishment and self-worth. Piece wages, bonuses, performance evaluation, employee holdings ... Managers want to encourage employee's work passion through an effective management technology.
A true truth that is discovered is that the true work passion is not from money, but from the employee's favorite. Every employee wants to be able to engage in their favorite work and therefore develop.
Career Planning is an emerging management technology. It can help employees clear their position and career development direction in the enterprise, and realize the promotion of employees' personal abilities, and achieve the perfect combination of people; on the other hand, It can ensure effective development of human resources to meet the current and future needs.
With this management technology, you can design many useful planning tools to enable employees to learn opportunities, opportunities, and development opportunities. By encouraging their progress, you will continue to continuously improve your company's business performance and reach the strategic goal.
