International authoritative management media

International authoritative management media

International authoritative management media

This article is taken from World Managers Website

One of the big strategies sold by human margin (SellingPower.com, January 2005) is to identify. For example, people usually have a particularly good sense of people with their own, especially to remember. When we encounter strangers, we will naturally start looking for similar points, alumni, peers or fellows. However, as society has become increasing, the circulation is getting stronger, and the relevance between people and people is weaker. We learn from the star effect to find another way - star salesman. Take your salesman to attract each other's star, which will make you dominate the customer's mind.

Timely adjustment of communication direction ("Darwin" magazine, January 18, 2005) leadership controls the direction of the organization, but not always thinking, and sometimes it is like a driver on a bus. The bus route is impossible to be the starting point and the linear distance or the nearest route, because a car has different upper-end and route requirements, but only one steering wheel.

Cultivate knowledge coaches ("Harvard Business School", January 10, 2005) When the most valuable knowledge of companies in a few employees, then they will cause corporate valuable property. Effective solution is to cultivate a batch of knowledge coaches to master knowledge and then communicate to employees. There are two basic conditions for successfully implementing the knowledge coaching system: First, it is a master of knowledge and willing to teach knowledge. Second, employees are willing to learn. Because of the depth of knowledge of knowledge, employees can rank themselves as beginners, entither, skilled people or proficients. In order to improve the enthusiasm of teaching and learning, the best practice is that every employee chooses to have a mentality than his own level of mentor, so that there is a reasonable level gap between teaching and learning, making it more effective, more positive.

Reward performance and behavior ("Entrepreneurs", January 10, 2005) The reward system is crucial, but many companies often treat it as a brocade, such as organizing a feast. Effective reward systems should be able to tighten corporate strategies because how to reward the performance of employees or departments in the next stage of the next stage. It reflects the values ​​of management and guides employees. Many companies only see performance when reward employment workers, but also pay attention to reward employees, although certain behaviors do not have a direct value, this gradually formed behavior is often dominated the future of the company. Encouraging good behavior is not only competitive in long-term vision, but also effectively prevents problems by encouraging good behaviors to effectively curb bad behavior.

Establishing a unclear organizational culture (Workforce.com, October 2004) Traditional concepts believe that apologizing is equal to admitting yourself, and usually wants to defend the customer or partner complaint, trying to convince the other party Dissatisfied reality. Practical proves that proper apology can effectively handle complaint events, adjust disputes. Of course, apologizing is not as simple as it is so simple. The principle is that apologies can not only stay in words, it is best to let the other party see you have been able to make up the fault or put an end to the wrong repetition. At least a specific improvement plan is also taken, the specific completion time of the commitment action, let the other party understand the progress when appropriate. Establishing an enterprise culture with an appropriate way to apologize to the development of organizations. If companies always avoid mistakes, it will form a habit of obscuring errors with a lie in the organization. Then lying on the garden in the garden. On the contrary, the culture of the courage to make the organization always put the focus constantly improved when faced the wrong.

From the scale economic return to the core function ("McKinsey Quarterly", November 2004) has always been a migration of the retail giants, and after aiming for several target product groups, they continue to expand the scale. Finally, the market is based on the advantages of scale specialization. As the customer's expectations continue to rise, the demand changes are accelerating, and the situation is changing. After entering the other non-core business outsourcing, companies focus on improving core functional advantages such as brand marketing, sales, innovation, and supply chains, using core functional advantages to develop new products and services. Old customers, your profit source (Inc.Com, December 10, 2004) Don't chase new customers, you can cultivate the original customers through the following eight rules, gain more profits: 1, learn you Customer; 2, divide your customers into different levels; 3, teach your employees to focus on the best customers; 4, never use the understanding of customer needs; 5, develop the implementation of top marketing offensive; 6, reward, recognize your best customers; 7, say goodbye to the worst customer; 8, optimize your relationship with customers at any time.

Product strategy-centric product strategy (SellingPower.com, December 13, 2004) Many companies use product-centered strategies to introduce new products, focusing on product new features, requiring sales staff to sell product characteristics. Every time there is a problem, the department is easy to shirk between each other. Hutwaite has innovatively adopted a problem-centric product strategy, which not only solves the shutdown problem, but also sales of 54%.

If you have complained for loyalty (QualityDigest.com, December 2004) If you complain to you, he is spending time and spirit to express their experience. Smart companies can usually be able to solve things in a clear copy, and adjust the atmosphere to experience with customers. These customers are usually very loyal and do not cover customer experience.

When management is not synchronized ("Wharton's new knowledge", December 15, 2004) Disney's new President, 1995, Michael Ovitz, ultimately because of the original CEO Michael Eisner and other management high-level cultural conflicts, in short I will leave after a year. Disney pays more than 100 million US dollars, and is missing expensive business opportunities at the critical time due to the operation of the high-level management team. Avoiding an important way to experience a tragic experience is to find the root cause of conflict. When both personality is not composed, conflicts can be created, but this is not the source of essential. The team is very likely to have a character conflict. If the team's goal is clear, consistent, the people of different personality can work together in the same direction. Unfortunately, the organization's goal is not always very clear and consistent. For example, the organization's disclosure points out is to create shareholder value to maximize the value, but management is more concerned and rewards some other behaviors, which is easily objective. unknown. In addition, the power level is unknown to another important source. When organizational clear identification, a person has the highest power, it is not easy to conflict. However, when the highest power of the organization is shared by two people, the power struggle and collision becomes a timed explosive that makes the enterprise.

Analysis of seven major in disturbing sales ("Expert" magazine, December 4, 2004) The salesperson will commit such a fault. The following seven points can be said to be a salespeople's illness, it is worth it. The ink guardian salesperson should not actually act in accordance with the consistent practice, pay attention to the customer, effectively communicate, and more clearly understand whether the product meets customer needs. A good question can help find potential problems and establish a professional image in our customers. Insufficient research is not enough to do a good job, it means that the valuable talk time is quenched to basic information, and let customers feel that their professional ability is shallow. Talking too many salesperson have the suspicion of "grab the microphone" when talking to the customer, eager to show yourself and sell products, but this often does not effectively convince customers, but let customers feel that the salesperson is in convinced him to buy products. And did not really attach importance to customer needs. Providing unrelated information Some salespersons are accustomed to formulating corporate finance or customer status to customers, in fact, this is not the customer's concern. What he wants to know is what your product can bring, your product is close to the problem he faced. Preparing for insufficient business and customer information ready at any time, then someone will be as if you receive a sudden customer asking, showing respect and attention to the customer. Ignoring the essence of the sale and selling is introducing the product and communication. When you stop developing new customers When there is a fixed quality customer, many salespersons will be lazy to open up new customers, and in fact, a truly excellent salespeople will always collect the primary work schedule. Five Dafa Treasures of the Retail Giants ("Entrepreneurs", December 14, 2004) Five famous retail companies on how to enjoy how to enjoy customers and promote them again. ESPN: Release Brand Energy When you walk into the ESPN Mall, you will find a big screen TV everywhere, playing ESPN global sports show, it seems to remind customers at all times, they are the king of this field. Hot Topic: Synchronous with Customer Targets Hot Topic deeply understands the standards and needs of fashionable young people, and therefore provides these content to young people to help them achieve fashionable goals. Starbucks: Be a good place to be a customer, you must, of course, have a distinct position: delicious coffee, in a fashionable cafe, a cup of dollars. Then use good products and services to let customers contact the habit of drinking coffee and Starbucks together, becoming one of their daily lives. Anthropologie: Sales lifestyle ANTHROPOLOGIE is not a product, but a lifestyle. Its tourism sports supplies are not in the mainsture, but to promote a healthy lifestyle from the mind. Build a bear Workshop: Make a personalized relationship with customers Teddy bear is almost a living to help malls and customers build a deep close relationship.

Three tricks enhanced morale ("Fast Company", December 4, 2004) When the employees were in the low morale, they always took a manager to help them cross the morale. I don't know, this is what the people who make manageators are distressed, because they don't know what they should do, how much role can, after all, they can't fully understand employee's thoughts. The simple method provided herein, the manager can use to help employees carry out self - motivation and self-management: 1. Do an effective work assessment. Discuss with employee, let him understand what specific efforts you have to do in order to improve his work; 2. Encourage employees to communicate with you. Some employees prefer to have left when they encounter problems or confused. At this time, you can help and encourage them to confuse them through communication; 3. Improve team partnership. The important reason for the state downturn is from the team relationship. You can arrange more teamwork tasks, actively support, and help employees improve their cooperation. Small is beautiful ("Darwin" magazine, December 8, 2004) The big company has generally had insufficient communication. For example, the management can only call the name of a small number of employees; employees will not obtain any evaluation or communication on work performance even if the work performance excellent reward. Small businesses have little such thing. In addition, small businesses have excellent business performance in knowledge sharing, meet customer needs and daily operation management. So, why is it blindly pursued as a "big boss" without making a savvy boss?

Careful use of costly CEO directives ("Harvard Institute", November 2004) CEOs are undoubted to have the highest power in the organization, but the CEO exercises power directly down the cost of the instructions. First, it is easy to cause resentment and dissatisfaction, leading to self-policy; it will be frustrated by the supervisor and his subordinate morale; and the veto instruction does not only deny a plan, but also the entire process before planning CEO And the system. CEO should only work on key strategic issues, if the CEO is substantially downgraded, and its energy is scattered. If you are a Just Used CEO, you should pay more attention to not let the subordinates feel that you are a head that you like to pick up the instruction, because the subordinates pay special attention to observe your management style. Your accidental implies will also remind the subordinates, and take the initiative to submit responsibility to you when doing difficult decisions. In this way, progress is slow, and the CEO's time is also filled. Paramount: CEO's seven "凶" new CEOs face unfamiliar environments, limited resources, to be in urgent time, and the new roles are difficult to be difficult. He summarizes the seven dilemmas of the new CEO may experience, helping timely discover timely resolution. Dilemma 1: You can't control the operation of the company: * You have too many meetings, and involve too much discussion in the tactical level * In the last period, because it is too busy, your time schedule is out of control. 2: You are down Expensive instructions: * You become a process bottleneck * Subcommitte to you before action, please consult your words * employees start to quote your words as dilemma: it is difficult to understand the real progress of things: * You constantly hear Let you surprised news * You always learn more about things * You can't get different opinions directly, but you can only rely on rumors, four: I always accidentally leaked my own forestead: * Employees are exaggerated Your personal habits * You are beginning to speculate your preferences. You don't match the identity of your boss: * The board of directors and management is unclear * The main content of the board of directors is often reported and managed. Difficult Six: Unable to share the benefits of shareholders: * Management and board members usually take the influence of the stock price * management is also the dilemma of the stock price as the motivation. Seven: You still excessive "private" 预 预: * you Accepted interviews about yourself more than the relevant companies * Your life is more abundant and privileged than other high levels of your business.

Managing IT service providers (Chief Executive magazine, December 2004) Some companies enabled IT services to a larger IT service provider and then is the responsibility of the service provider. However, it has proven that this strategy lacks competition mechanisms, stimulating innovation and difficult management project progression and results. When there is a huge losses, service providers are usually not responsible. Other companies have established most IT business work internally, hoping to strengthen management, and make IT projects close to the company's real business. But this also does not have competitive pressure and is easy to get in detail with the industry's peers. The advanced practice of universally adopted is to promote projects in the internal IT functional department and industry service providers, but this is very low in service providers and management. Although the competition is strengthened through the tendering, it has a great waste when it is a new project to be rebuilt, and when the new service provider is selected, it is equal to the previous accumulation experience, starting from the beginning. There is now a IT outsourcing policy to manage service providers as a core for reference: selecting a suitable small group service provider in the segment business; set a standard for measuring the performance of IT service providers; each item of the service provider The performance is recorded; then these transcripts are then disclosed in the industry. In this way, a good cycle is formed, which not only manages the performance of the service provider, but also supports multi-part support by helping good service providers. From the IT department, the biggest innovation and strategic value ("Outlook", November 2004) regarding IT as an organization and management capability rather than pure technology, and obtains the largest innovation and strategic value only need three steps. (1) Corporate culture that forms a deep understanding and attention to the IT system within the entire enterprise. IT projects are headed and planned by the high-level enterprise, and to fully understand the meaning of IT system in management and organizational development. (2) IT applications should be integrated with the focus of process, applications, information, and employees in business value chains. Enterprises should put the focus of IT applications on the integration of innovation in the entire value chain. (3) Conversion of all aspects and discovery into innovation that can truly create value.

Collective coach: New way of mentor system ("Human Resources Management", November 2004) "Human Resource Management" proposes to change the company training and learning system from "one-on-one" to the tutor model to "multi-to-many" new the way. This can save time and cost, and more critical is to make the mentor system more feasible. This article believes that many-to-many models are more practical, and can truly implement the purpose of learning.

Establish relationships, rather than related networks ("Express Company" Journal of Journal 2004) Established the most effective business relationship, how to make commercial familiar faces into a trustworthy partner and friend. The "Fast Company" magazine is proposed to recommend: "They" is based on the "they", based on the other party's focus, let the other party feel your patience and curiosity. Let "they" trust their trusts do not rely on oral promise, more is more observations, feelings and accumulation. To make the other person always feel self, principle and as a person. Linking with all accessible opportunities is the core of any relationship, there is not enough contact, even if the other party is very appreciated by you, it cannot form a good relationship. Any common hot topics related to the other party, activities, etc. are all good opportunities. To understand the clues that you find, don't drag, and give up any chance. The relationship is that the establishment of your establishment is not the ultimate purpose. Good relationships help you succeed that you really want. Then, another key is how to use a good relationship. Establishing relationships are not equal to the components of the relational network. The biggest difference in establishing relationships is driven by the goal, and good relationships should unanimously support your goals. Experience the economy: It can be both desirable and ("Strategic and Management" magazine 2004 autumn number; want to read the original text, only must register for free in the magazine website) Experience the economic emergence, so that the experience marketing has become a competitive competitive advantage of enterprises. And the key to the competition in the future. Masters in the Experience Economic Idea B. Joseph Pine II and James H. Gilmore pointed out in this paper, and how much expenses do not cost effective experience marketing, if appropriate strategies are taken, their return is much greater than input. They suggested that when you start experiencing marketing, companies should consider taking out 20% from the public relations and advertising budgets for construction experience facilities. Companies should also create traditional creative resources such as advertisers. Do not limit the company's domestic marketing talents and external marketing agencies, only to advertising support. Instead, companies should be aware that these people can design the most creative and most attracting experience items purchased by customers.

Huihu Recunification Supply Chain ("Harvard Business School is a practical new knowledge", November 2004) Whirlpool's supply chain was messy, then they started a series of reconitations. Understanding customer needs All strategic related measures should be premised in understanding customer needs, they should be arranged after customers. Huihu is discovered after investigating the customer, it is crucial on time, no matter how fast the company is delivered, how many times, the delivery will make up for a mistake. Determining the priority of the trading partner In order to be able to continue, you will first understand your direct customers more about the first of the forever. Wheit Puma Key Studies Sears, Lowes, and Best Buy These three key customers, and subdivided. Key Optimization Process with their cooperation. The benchmark learning and competition is natural. The customer's expectations for Huihu often looks in with the excellent standards of the industry. Therefore, Huihu is focusing on the competitors, and strives to see the excellent standards in the industry. It is of course not just for the future supply chain reforming strategy, but to suit a longer requirement. Therefore, when adjusting the strategy, the analysis of the industry trend is also subject to attention and fully take good care.

Selling information The most profitable ("Entrepreneurs", September 2004) Everyone who wants to achieve career dreams on the Internet will ask, what is the most profitable? The answer is simple, it is "information". Simple manufacturing, the rapid Internet has created a brand new information kingdom, here, as long as there is a suitable subject and the Internet, you can make the information product in just two hours. Moreover, the product can be transferred immediately to the "shelf". It is basically no production cycle. No warehouse is required, there is no trafficking "information" product is digital, you can save an e-book as long as you have a 30kB space. Starting costs, a website is more cheaper than opening a store, does not need to pursue luxurious websites, simple, convenient is to truly need customers. Automated salespersons and delivery members do not need to hire salesman and the delivery staff. When the website's automation system is done, you can only pay the electricity fee and bandwidth rental fee. Incorpting the heart of the difficult customer (Inc.Com, October 2004) Every time I encounter a hard work, I have to touch a nose ash. Then, the next time I don't want to hit it on the wall. I tried to find the top of the brick that the wall is the most likely to be loose, that is, what customers need to get from you, then start from demolition of the brick. To find this brick to do two things: first find the real problem. Understand the problem facing the customer within the company, when you find this problem with the goods you sell closely, you can start a post here. In addition, you need a fuzzy sales strategy. Some salesperson did a very detailed time when I bought something, a targeted sales plan to customers, but this is not good, so waiting to remind customers if you want him to buy your products.

Doing a cooperative manager ("Cave See" magazine, November 2004) Some companies need to cut the cost-owned managers, but some have valued leadership, communication skills or communication skills. This article reminds the majority of companies and teamwork more important. Enterprises need to work with teamwork, can inspire the managers of team wisdom. This is because the success of a team is more valuable to the company than the individual's individual success. Your boss gives you higher evaluation because of higher value you created. Moreover, such a team can complete the task without you, when encountering a chance of promotion, the boss can directly promote you.

Hold the quality of cross-border production ("QualityDigest.com", November 2004) The quality management of multinational operations is a huge challenge for managers. First of all, you may need to develop a variety of quality management system for production departments distributed in different countries; you have to strengthen product quality awareness of enterprises with transnational production bases; all quality control indicators must be strictly quantified; The quality report of a text; in addition, the handover time between each production base is also controlled. Culture may also bring you trouble, it is easy to inspire the contradiction between major multinational production bases during product handover. Different cultures have different moral, cultural and ideas. Time and distance have also created a lot of difficult problems. The multinational team without face-to-face communication is difficult to unite, even if the travel expense is expensive, but regular live meeting or communication is necessary.

Awards behind the scenes ("Workforce.com", November 2004) Maybe you note that some employees have shown outstanding, but due to the standards of work, they have not been appreciated and compensated, this is not a one that can be ignored. Do things. Handling it, is a good incentive opportunity, otherwise they will be frustrated and discouraged. In fact, in addition to salary, promotion, you can design a series of informal awards to reward these silent business heroes. For example, the President's Medal: Elect a group of employees who have a superior contribution to the company's overall goal, by the CEO medal; Excellence Super Award: Employee or Manager for Completing the Tasks Being Out of Work; Creative Award: Innovative Suggestions, And successfully implemented given the reward. Efficient conference seven law ("SellingPower.com", October 11, 2004) There is a great cost of cost-effective conference. Just a meeting may occupy the time of the meeting for half a day, this paper introduces several methods to improve the efficiency of the meeting: (1) Women's opinions in front of the meeting, understand the topic they want to discuss; (2) Rationalize the meeting time (3) Put the agenda to the participants in advance; (4) Avoid talking about too many technical discussions; (5) encourage positive interaction, maintain participants' attention; (6) on-time meeting; (7) pay attention to the end of the meeting Follow the effect of the implementation.

Eight active behaviors of failure ("Darwin" magazine November 1, 2004) Everyone has its own behavior habits. Some behavior habits will become an obstacle to achieving a scheduled goal. If you can't overcome, you will face huge pressure. Even if there is any drug of drug abuse, alcohol abuse, once they realize that, the possibility of success will be even greater. This article lists 8 behaviors habits. If it is not overcome, it may not be called destructive, but it is absolutely not conducive to the development of career: 1. Drag of doing things: Perfectionist typical practice, he only knows the quality of product But I forgot to work in a timely manner. 2, preparation: Based on the mentality of "Yiwei", it is considered that the products you have to sell must be people need. This behavior often leads to catastrophic consequences until there is no thorough market survey. 3, can not stick to it. 4, have repeatedly made the same mistake: the mistakes made by the success of success are less than the failure, but they have less than the same mistake. 5, capable, but lack of charm: people are always willing to communicate with both capabilities, and amiable people. A talented but disgusting person, I believe that the chance of success is a lot. 6. When you want to say "no", he said "Yes": If you like it, you always say "Yes", then, in the end, you can't let people like it, and you will not win respect. 7, there are unrealistic fantasies: you think that one is reasonable, so it must have practical significance. If you always think that you are not far from failure. 8, interact with unsuitable people.

Uncovering the mask of self-protection ("Harvard Business School" E-Communication ", November 1, 2004) No such symptoms: Whenever the problem occurs, what you have heard first, this is not My responsibility; new ideas and opposing views are very encouraged. Many organizations don't know how to breed the negative tendency of self-protection, which in turn triggers a more serious problem. Harvard University Outstanding Management Professor Acjris Argyris received an interview and put forward the way to eliminate these bad phenomena. Don't spend money, you can also do website marketing ("Entrepreneurship" Journal on October 25th, 2004) "First have browsing and users, reappear," this seems to be the inevitable development of all commercial sites, how much Capital is inside. How much capital investment and how long does it need to have enough website traffic? In the Internet business that is not sufficiently stable, these inputs are too large. In addition to the money of the big hand, "Entrepreneurs" magazine summed up 10 methods for gaining the amount of website visitors. Help us in the thinner, more skillful levels in the Internet marketing.

"Dance" with marketing data ("Chief Marketing Officer" Journal of 1994) October 2004) In the marketing field, the most annoying work is more marketing measurement. As a marketing supervisor, you want to know which returns have been obtained in marketing, the more you want to know the results, things will be worse. CEO requires data to make decisions, but they hate how the marketer says how to obtain investment returns is difficult. You have made what kind of way you have used, how hard it is doing this, but CEO just shakes: You don't tell me so many details, I need it is the real data, I want to use it. decision making. Although you have made the biggest efforts to gain meaningful data, you will feel that you fall into the chaos - I have not finished doing the same thing, but the result is different. This situation will continue unless your method has improved. This article provides four strategies to address this situation. 1. When maintaining contact with CEO, CEO is assigning "For the best thing to achieve the goals", the marketing supervisor will feel very surprised because the CEO has never mentioned these things. The problem is that the CEO is in time and makes decisions every day, they think you know that these things are the most important. To prevent such problems, you should arrange the problem with CEO discussion: what you do, and the goals you want. This is good for both parties. 2. Transfer "Battle" to you asked you to ask yourself: "What kind of result is satisfactory?" If CEO wants to intervene in the insurance industry, then this becomes you. The head and other big things. You have to study and prepare the data on this aspect, presenting the results to CEO, so that you and CEO can make a reasonable decision on how to improve insurance sales. 3. Hire special talents You can call such people as "Marketing Data Manager", and his work responsibilities also include competitive status analysis. 4, personally visiting the existing customer regularly talks with the customer, whether it is to use the phone or face-to-face, more convincing than relying on written surveys or other methods that depend on group customers.

The pain of promotion: Why failed to function ("SellingPower.com" In October 2004) In the survey of the global 500 companies, 25% of people have replaced every year, which means 500,000 a year. People have a new leadership post. How much is the probability of success to a new leadership post? It belongs to internal promotion, the failure rate is 38%, and the failure rate of "airborne soldiers" is as high as 64%. This article summarizes the 6 defeats of these failures: 1, with the subordinate relationship is not harmonious; 2, unclear the expectations of the boss; 3. "Company politics" is less intelligent; Market environment; 6, overestimate the ability of leadership transition. Improve the quality of leadership ("QualityDigest.com" October 2004) Leadership is the process of influence employees, strategies, decisions, and activities in order to achieve organizational mission. Leadership includes four basic elements: clear direction, communication vision, trustworthy, personal charm. This article provides the steps and methods of increasing leadership quality from these four aspects.

Four-wheel drive continuous change ("Harvard Business School" Harvard Business School, "October 11, 2004) After breaking through the heavy obstacles in business management, it finally has a good start. However, they deeply feel helpless, because they can't keep turning effectively, and have to watch things slowly back to the old road. This article reminds everyone to prepare in four aspects before implementing change: 1. Detailed description of the purpose and scope of change, and the form of cooperation needs to be achieved. 2. Constantly verify and adjust before the transformation initiative is fully open, to achieve improvement. 3. Make employees to make them sincerely support the change initiative. 4, reinterting the process and power architecture based on the reform plan.

How many human capital is known ("Outlook" Journal October 2004) Although many companies recognize the extreme importance of people in management, few companies can use the system's way, and they evaluate their human capital assets. How much investment, the return of investment, and which aspects of this investment are most likely to promote the development of the company. This article introduced the Human Capital Development Framework for the Human Capital Development Framework of the famous management consulting firm. This framework is actually a diagnostic method, assessing the process of human capital capabilities and promoting human capital capabilities, and finally combines human capital assets / promotion processes with performance of the entire organization to resolve human investment issues.

Creating a unique supply network ("Strategic and Management" magazine 2004 autumn number; Read the full text Simply registration in this network) In order to reduce procurement costs, many companies use their suppliers to bidding bidding. Although the supply chain management method based on one-time transaction can have prompted the supplier to improve process technology to some extent, it will implement lean production, thereby cutting production costs, but many large companies' procurement manager acknowledge that they supply raw materials and zero supplied to the manufacturer. The price of components still has no excitement, and it is dissatisfied with the cost of their entire supply chain, and they don't even believe in the supply chain is one of the strengths of the company's competitive advantage. The famous management consulting firm Bosen Allen discovered a new supply chain in a large number of supply chain management consultations, they called "the unique supply network". This network is not to reduce costs, and its purpose is to make all participating companies in the supply chain to create competitive advantages for all parties. In this network, buyers and suppliers are closely fitted to eliminate low efficiency and waste in the supply chain, coordinate each other's business strategy, and manage resources that produce competitive advantages. Collaboration, engineering and design integration, engineering and design, and other forms of cooperation, the overall cost of the supply chain is reduced, reducing the company's time for market reactions, and improving the quality of the output of the entire supply chain. Therefore, high efficiency and innovation can be achieved during the manufacturing process. In order to facilitate operation, this paper proposes eight benchmark problems to help companies judge whether they are going to create a "unique supply network" road, and provide 9 major management principles to help companies do this kind of supply chain management the way. Conflict with channel conflicts ("Chief Marketing Officer" Journal of Journal 2004) New distribution channels, such as the channels established with the Internet, have great appeal to many companies that wish to increase sales performance, however, some Big enterprises, is very cautious in this issue in introducing new distribution channels, because existing channels always see new channels as a competitive threat, which brings potential channel conflicts. Many companies do not want channel conflicts, but appropriate channel conflicts are beneficial. In the distribution system, if there is no channel conflict, it is considered to be a blind spot in the market coverage of the company. Therefore, the company's channel policies should manage channel conflicts to increase efficiency, rather than simply eliminate channel conflicts. How to manage no universal drugs in channel conflicts. This article lists four principles to help companies have better handled this problem: 1. Different types of channels in distinguishing channels have their own unique value. Therefore, establishing a composite channel should have a clear end user distinguishing strategy. A convenience store is complaining that Wal-Mart is also sold at a lower price. Convenient shopkeeper should understand that he can never compete with Wal-Mart in the price, he can only find its own advantages in the save time and transportation convenience. Convenience stores and supermarkets serve different customer groups, for manufacturers, should encourage these two channels to play their own expertise. 2. A common method for customizing different product management channel conflicts is to customize different products for different channels. Many ready-to-wear design enterprises manage potential conflicts between direct sales stores and retailers, specializing in direct sales stores to expand sales. 3. Compensation Some companies agree to give certain compensation from the original channel when using new channels. 4, fair treatment if the manufacturer treats different channels thick, will definitely cause a big conflict. The best solution is fair and transparent. If there is a difference in commodity prices between channels, it can only be caused by different channels. Price standards should communicate very well with each channel member.

Reassuring ("Company" Journal 2004 October 2004) If the company is going to host, it is too tired. Moreover, there is always a sudden thing that makes you stay away from. Is this company still working properly? You need to have a trusted person, and properly decentralize power. Many entrepreneurs think this is very difficult. In fact, the reason is that they are reluctant to believe others, they are reluctant to let. Although trust is risky, don't choose, what you can do is minimizing risks. Trust is actually divided into two aspects, motivation trust and ability trust. Motivation trust is aware of most people, refers to whether values ​​and destination are consistent with you. Capacity trust is often ignored, that is, whether the corresponding ability related to the event makes you rest assured. Therefore, you need to trust the "heart" with "power" backbone responsible for a variety of important affairs. So, on the one hand, I quickly find someone, on the other hand, start to cultivate their abilities. The market prospects for new products ("Harvard Business School" September 20, 2004) Absorbing Management Master Clayton Christensen About "Work" framework ideas, new products and new business Management Consultant in the development of Eric Mandin (Eric Mankin) combines yourself for many years of consultation experience, developing a utility to help your company assess and improve the success of new products. This tool compares new products and existing products on the market, thereby giving a new product in the market's relative competitive advantage, thus judge whether new products have market prospects. This comparison from the four latitude four latitude from "customer purchases" and "obstacle factors purchased by customers", successful new products must be outstanding in the following aspects: 1. Provide higher customer purchase incentives: (1) It must be cheap (lower price) than the existing products in the market; (2) It must provide better features (more benefits) than existing products in the market. 2. Eliminate customer purchases: (1) It must have no replacement and cost of use (easy to use); (4) It must be easily obtained for customers (easy to purchase). In reality, those new products that are doing in these four aspects, the stronger the market competitiveness. At the same time, this tool also applies to the development and evaluation of new services.

It should be such an increase in the return on investment in training ("Entrepreneur" Journal 2004 October 2004) Entrepreneur can believe in training, but what is these benefits? Many companies want to see, after spending a lot of money, what is the return on investment (ROI). This paper proposes that it is necessary to consider the following aspects when assessing the training ROI: The company is best to use a "four-stage assessment model" when assessing the training effect: 1. Evaluation of the students' satisfaction; 2. Whether the employees have learned something; 3, After the study was completed, did it have changed; 4. How to change the organization. Many companies will no longer go deep after the first phase. But it really shows that ROI is the fourth stage, unfortunately, can make the assessment to this depth company too little. Usually, "hard" skills training is easier to see the reward than "soft" skills training. "Soft" skill training such as leadership training, it takes a few months or in a few years to see obvious changes. Quarterly Work review or 360 degree feedback can help measure soft training effect. Experts suggest that such training is carried out with actual work. Some companies often talk about what kind of training is most improved. In fact, it is necessary to meet the needs of the need to generate the key to the return, so the training course needs to be carefully selected. Another big problem with training is that the training effect cannot be consolidated. The article suggested that incentive approach is resolved, adjusting the level of salary, increasing dividends, and reward those who have made progress and training the target. In short, training is better than that of not training. Training seems to invest in individuals, but it has brought advantage to the entire company. Rehabilitation Dell Culture ("Strategic and Management" Journal 2004 Autumn No matter in the market share, return on investment or sales revenue, Dell is one of the most successful companies in the past 50 years. But even such a successful company, it also suffered from the creation of Internet bubbles in 2000, sales trapped, the stock price dropped from the highest $ 50 to $ 17, triggered employee's general panic. It has therefore had to announce the first cut employee in history. What's more, the company's internal staff survey shows that if other companies can get the same wages, they will leave Dell. At the time, the current company CEO Kemin Collins realized that the company has established a stock price culture, a financial performance culture, or even a person who is gains to personal. Such cultures are very disadvantageous to the company's sustainable development. So the company's senior decision to reshape corporate culture - this is called "the soul of the company". The company adopted a method of combining from top and bottom. The so-called rushing is to hold a series of executive personnel meetings above globally, discussions and optimize the company's culture, and hire external consulting companies to conduct "cultural audit" for the company to find company culture. Advantages and weaknesses. Self-disciplined measures include all employees to participate in online participation in the "Tell Dell" investigation, and put forward their own feelings, opinions and suggestions on the company and specific leaders, and play a positive formation of the company's cultural content. Effective role. Finally formed a formal "Dell Core Value Declaration", covering customers loyalty, teamwork, direct exchanges and relationships, global citizens, and must win five aspects. The company then implements these core values ​​in terms of manager and employee performance management. Cultural Rehabilitation makes Dell have achieved significant results in the company's performance, managers and employees in the past four years.

How is the development of enterprises quickly and stable ("Cave See" Journal 2004 9 / October) Many people hope that their businesses can develop rapidly, and hope that sales revenue can grow at 15-20% or higher. However, companies also have hidden dangers while rapid growth, because anything happens very quickly, even a small mistake may make you hit the South Wall, it is difficult to recover. Ensure that the company quickly and safely, it is necessary to pay attention to three aspects: Recognize the most likely where to happen; discriminate the dangerous signal being inhabited; what is the healthy and rapid development of enterprises. Where is wrong? Where is wrong? The article believes that enterprises should avoid these situations: with customers, suppliers or employees lose their contact; unspeakable consequences, just want to do business; unrealistic implementation of diversification; no longer pay attention to financial situation; Capital budget; ignore corporate strategic planning. For the company, learning to survive means that the signal is to be able to identify the dangerous signals: the cash flow is insufficient; the customers began to complain; they will recruit employees; the working environment is too depressed; unwilling to change. Enterprises can develop rapidly is a delightful, but this needs to be carefully planned and implemented: 1. Write planned. 2. Avoid single dryness. Establish a team that consulates, lawyers, management and marketing experts, providing objective and reality guidance. 3, what is the profit source of the company's profitability. For example, because customer service has made a profit to the company, if you can't recognize this, the blind development is fast, maybe the company's service will fall, and the profit will disappear. 4, comparison, comparison, and then compare. Comparison with other companies allow you to see what you are in what you are in the future. The goal is no longer distant ("" QualityDigest.com "September 2004) The goal must be clear, quantified, and form an important document. This article focuses on several key points to reach the target: 1. In the setting goal, it will begin to design improvement plans, and arrange methods, resources, loyalty, time and spending. 2, quantify the target for easy evaluation. 3, track the process. It is recommended to use the target scorecard to record the results of the phase. This is not only conducive to follow-up progress, but also incentives for executors. 4, motivate employees with different examples, make employees know how their contributions have pushed the company forward. 5, let employees benefit. Design enterprises improve the links to employee, and clearly let them know. 6. Review whether the target is correct in time. The market has changed, and the company will have a new strategy. At this time, the goal should also be adjusted accordingly.

Looking for the salesman's engine ("SellingPower.com" SellingPower.com "August 18, 2004) When the sales staff is going to be full of hope and determination, and willing to pay the greatest efforts to fight for performance, however, they will gradually discover The energy that drives yourself has turned from subjective motivation into objective pressure. Work is only for money, in order to make a living. If the meaning of the work becomes a living, then you will lose your power. At this time, you must know that you always have a 6-cylinder engine that explodes strong power, just lacks the right fuel. Because the fuel that can make the 6 cylinders simultaneously active fuel is not a "living", we need six kinds of fuel to explode the power of each cylinder, respectively. This is: (1) Higher ideals: Breaking a living is definitely not ideal, people with higher life value can have enough energy, never stop. (2) Happy: Don't miss any opportunities that can make joy, and give customers a little laughter, then you will get more joyful energy. (3) Good boss: You need to find a good boss and allow him to be severe to you. (4) Target: The goal is the ideal subject, there is no power, there will be no power. (5) Teamwork: Salers are no longer "fashionable", you can help you succeed while helping the team success. (6) Reward: Share your success with the team, save each successful experience and the lessons learned. Success is a refueling point, which is the starting point of the next success. Since the sales staff need six kinds of fuel as a driving force, the management sales team cannot only pay attention to business and performance, but also need to understand your sales personnel, let them play the energy of 6 cylinders. Information Age Manager must have the necessary management skills ("Theworkingmanager.com" September 10, 2004) Enters the information age, whether the skills of the manager have successful skills have become more important. In fact, managers can become their own "career development coach". Establish a career development plan, seek self-assessment, enriching new vocational skills to success in a long time. There are some skills to make yourself as a professional star, including: adapting to change skills, performance improvement skills, social skills, teamwork skills, and organizational skills. The article analyzes these skills one by one and makes recommendations on how to improve these skills.

The little fish will survive, it is necessary to help the big fish ("Harvard Business College" August 23, 2004) Some people compare the market economy as a large ecosystem. The most prominent thing is the big fish of the big shot, and the small fish that knows the way to survive is also an important part of the entire ecosystem. This article introduces the way of survival of small enterprises - gap strategy. Small businesses must have special unique capabilities, focus on unique ability, and determine that the uniqueness can last for a long time. Small enterprises must help large companies to serve large business. Small enterprises should constantly innovate and make full use of flexible advantages to continuously update technology, better serving the market and large enterprises ...

Let him use it for you ("Entrepreneur" Journal of Journal 2004) Personally Solitary but talented staff sometimes makes the boss or colleagues feel headache. They don't explain their own way, but they don't avoid talking about how they are smart. He can sit alone all day in the office, do not say anything. If the company has collective activities, he is usually mobility standing in the corner. Other employees have maintained a distance from him. Such employees are usually personal fragile, but there is a skill that can bring wealth to the company. He occasionally puts some very smart ideas, or showing its great and creative work, will make you stunned. We often encounter such people who love hate in work, how to manage them? This article puts forward some advice through some cases. First, do not have the first idea of ​​the main idea, think that such employees are difficult to get along. Second, pointed out their strengths and put the complete items to them. Many meet these employees, such as talking about each week, listening to their latest ideas. Moreover, try to build a buffer, find some people who are easily in contact with them, communicate with these stab, but don't disturb them. In the management process, the supervisor needs to be clear that these employees really want to be alone. The lonely person will feel uncomfortable in the team, and they can't tell why. Some entrepreneurs look very close teamwork, and believe that there is no one in an organization. However, teamwork does not mean sitting together every week, or employees should work together every day. The answer is that one person, whether his personality is lonely, to see if he can suit this business model, can you play a role that he should play. Six major conditions of high performance companies ("CEO" Journal 2004 8 / September 2004, the well-known management consulting firm Essen Research found that improving the scale to achieve cost reduction, and the company does not guarantee the continued growth of high performance. A few days ago, it was jointly organized the "CEO Round Table" and invited the chairman of nearly 10 companies to explore how to become a topic of high performance growth companies. They found that it is necessary to become a high performance company, must have six major conditions: 1. The concept of leadership; 2. Clear strategic method; 3, have a talency system; 4, effectively utilize IT technology; 5 Asset is incorporated into a performance assessment system; 6, has innovative culture.

I have a wedding dress for myself ("Far Economic Comments" magazine on September 2, 2004; Read the full text Simply registration in the publication of the publication of the computer manufacturer is no longer satisfied with the computer manufacturer represented by ASUS, "Marry others Clothes ". They want to create their own high-tech products, and it is a high-tech product that wins the cheers of others. They are successful - their product design has won the international award, and their market share has also transcended competitors. Their successful key is to complete the transition from low cost to high value. The main experience is: transition from low-cost production to high-value product design; build your own brand; focus on consumer consumption desire; attract design talents with higher salary.

There is culture, there is an innovation ("Cave See" Journal of 2004) Aug. 2004) You are full of confidence in team members, but always feel that they can't provide enough new ideas. This is normal, because the organizational capacity is not necessarily linked to organizational innovation. The changes in the mall are too fast, when you realize that the customer has changed, the opponent has changed, and the industry has changed, you may have become sluggish. So you need to take the following measures, from now on cultivating innovation, forward-looking organizational culture: * Never say "never": This is to take the initiative to improve your personal expectations. High expectations, innovation is powered. * Broaden your field of view: Start thinking and thinking about problems in new ways. People are always accustomed to using "experience" to solve problems, but "experience" has a lot of new value. * Determine a clear goal: You have to always know the goals and direction, avoid excessive thinking of excessive activity. * Evaluate innovative value: Only correct assessment, and powerful to the organization's value, innovation will get true support and support. * Share innovation results: Innovation only exists in the R & D department is not enough, innovation must be shared by more people, and then make the innovation atmosphere spread to the whole company. Brand expansion does not believe in "Global Standards" ("Darwin" Journal 2004) Brand Globalization can be understood as companies in other countries or regions, the purpose is to establish a strong position in exoticism. The difficulty of implementing brand globalization is great, people must be patient, the goal should be clear, creative, energetic, and hard work. Regrettably, in the process of implementing brand globalization, a strong "global standard" and "guidelines" often will seem to rely on, and globalization will also be strengthened. But things are not the case. If you just emphasize the "Global Standard" or "Guiding Policy", it is too easy to establish a global brand. Promote brand globalization, requiring a set of careful tools to implement the corresponding strategy: 1, must be aware of the existence of cultural differences, appropriate integration into local culture; 2, there is a multinational team to work together; 3, due to local conditions Standard and publish brand standards and guidelines; 4. Establish a functional, interactive corporate outer network; 5, design reasonable work steps.

Masters that impede performance improvement (Enterprise Performance Management "Journal of 2004) Many people will think that the lack of software or technical facilities in performance management is a culprit affecting performance improvement, but the organizational management system is the culprit. Mask 1: Performance management is driven by technology. In fact, technology is just auxiliary role, driving power is mainly from business processes. Mask 2: The resistance is not enough. Some people feel that as long as they can start performance management systems, whether they are subjective or objective resistance, they will be solved. However, some of the deep-root resistance and performance management are unlucky, and must pay attention to and prepare difficulties and response. Masters 3: Let the performance management system run together. Unfortunately, it is not so simple. As the logging worker will not think that the tree is cut down, the software engineer cannot take the software installation.

Discover customers 'hidden needs ("European Business Forum" Journal 2004 Summer Name) listens to customers' opinions, understanding their needs, develop new products, this is the new product development step of everyone knows. However, customers sometimes do not clarify what their needs is, this demand is called hidden demand. How can I understand the hidden demand for customers? You know, this requirement is not to clearly say clearly. Some companies are using some new ways to grab it. These methods are referred to as "Hidden Needs Analysis), and their application means include the REPERTORY GRID Analysis, Empathic Design and Lead User Groups. This authors believe that these tools have great advantages over traditional tools. The truth behind the implicit demand analysis is simple: Direct question is not effective, and different methods are needed. The Psychologist's "Checklist" (RGA) can make people think about how people think and have some people who have a metamorphosis in this issue. This method is ideal for inspiration of new product ideas. Observation is another very effective "hidden demand analysis" (HNA) means. By observing the customer's limbs and other subtle postures, you can grasp some clues of customer recessive demand, and these clues are often ignored. Another is to meet, talk or discuss with customers or users. "Lead User Group" provides another option. The user feels how to react under different conditions, these are the basis for determining what product they use. This is even more like this to lead users, and the application range from them is more extensive. How do entrepreneurs save costs? ("Entrepreneurs" Journal 2004, I think of entrepreneurship, many people will be very excited, once put into action, entrepreneurs will find too much place to spend money: handling legal documents, hire accounting, applying for commercial loans Wait, it seems that endless, sometimes it is not worth it if you feel that the existing career is not worth it. However, it is not implying that a business does not mean that there is still a lot of ways to save the initial cost. This article lists 8 ways to refer to: 1. Listen to free recommendations from successful entrepreneurship; 2, Using the MBA class design free business plan; 3. Help each other with other small owners, take the required; 4. Acquisition or low cost help or suggestions from the commercial development center with university background; 5, "hire" virtual secretary, If you set a message mailbox processing call or the like; 6, hire a university intern to do some small items; 7. Usually, at home, it is necessary to rent a temporary office place. 8, get support from friends and family.

When the negotiation is bid first ("Harvard Business School" August 9, 2004) Negotiates a lot of people first bids. First, there may be more uncertain factors that may occur after the bid. Because of this, many experts suggest that the negotiators will first open first, so they can get valuable information from the other party's bid, accordingly, a clue to reach an agreement . This article does not agree with the above recommendations. The author believes that during the negotiation process, the first bid has a great influence. From a psychological point of view, a human brain has a blind spot that will be inexplicably trapped, called "Anchoring). "Solid" can becomes a powerful tool for strategy makers. In the negotiation, the seller first proposed a higher price code, especially for yourself, because the buyer's counter may "fix" the price mentioned before. In fact, first, bid is good for yourself in negotiations. So, how do you grasp the first time and conditions? The following points have been proposed: • Establish confidence. Self-confidence comes from the deep understanding of the discussion, a deep understanding of the market or industry, and is fully prepared to bring more confidence. · Don't have to worry too much from bid with "aggressive". First bid can be aggressive, but it is not very unreasonable. Many people are worried that such bids will scare the other party, actually this fear is exaggerated. ·with a clear purpose. Set the reserved price and alternative. ·protect yourself. It is necessary to prevent yourself from being affected by the "solid effect" without first bid. Behavioral training: Heavy "learning" light "teaching" ("SellingPower.com" August 10, 2004) Sales Training is like helping sales staff to develop good behavior habits. When conducting sales training, if only 30% of the effect can truly transform into the business, many training supervisors will find failed from the following important links: * Management is the sales manager for salesman Develop the strategies and programs required to achieve the goal * First-line manager guidance execution * Trainer and sales manager and management consultations determine the core knowledge, skills and improvement methods * Shob this core knowledge, skill method, there is one Very deadly mistakes, the trainer is also a salesman itself being hurt. Salesperson acts as the main role throughout the training: he needs to actively follow the guidance of training, and the new tricks are new, try to get bad habits, and accept the sales manager. The training supervisor should pass the following four means, work on the salesperson: 1) Incentive learning: What do they need? How to get the required learning? How to learn closely with the performance? Introduce successful examples, demonstrate some skills in the scene, and appropriately incorporate learning into performance evaluation. 2) Behavioral ability: Explain the significance of good behavior habits, introducing how to improve behaviors through practicing, clear, reminders, plans, self-review, etc. 3) Tools & Resources: Provide a variety of tools and resources conducive to learning and work. 4) Actively support: On the one hand, it is actively providing various support and help; on the other hand, training the sales manager's teaching capabilities make him better support.

Let the financial function bring value to the company's headquarters ("Enterprise Finance" Journal No. Aug 2004) 18 months ago, when Microsoft officially passed a new long-term strategy, all members of the board of directors turned their attention to the company's senior vice president And Chief Financial Officer John CONNORS. He knows that the four core goals to achieve a new strategy must be adjusted to the company's finance department. These four objectives are: better explain to shareholders to the company's future development direction; in order to improve the quality and speed of decision-making, the company is divided into seven business divisions; accurately conduct resource allocation; in several markets increase. An important measure taken by Connors is to establish a chief financial officer for the seven divisions, responsible for financial management of their own divisions and report to his headquarters. Microsoft reflects many leading companies' innovation in financial functions in the financial system. This is the financial function of the scattered company headquarters to improve efficiency as much as possible, and strengthen the analysis, prediction and planning capabilities to optimize company decisions. The primary starting point of this change in the trend is to bring value for the company. In fact, such as the "Mixed Mode", "Business Partners", Financial Functions Changes, etc., is nothing to do with this premise. With a customer-centric "gold" strategy (IntelligenTenterprise.com, July 2004) Quality customers are the main source of profits, then why didn't you actively put the focus of improvement performance in the customer? Taking customers-centric strategies will provide a solid foundation to let you know more about customer value and successful contacts, pay more attention to the way to use the opportunity to use to optimize business processes, and make fun of different departments to create more Profitable customer. First, you have to build a well-established performance management cycle system, starting from business optimization analysis, to design new processes and adjustments, and finally achieve better performance. You will repeatedly use this system and constantly strive for new breakthroughs. Then, in the jump in the system, you are ready for important microscopic elements. Measuring customer profitability, including defining customers, integrating customer information, determining customer value and profit index, providing a foundation for the entire performance optimization process. It is also necessary to find optimized methods, techniques, and drive factors. Any strategy is inseparable from successful execution, don't forget that people, process and new technologies are important factors affecting the effect.

Successfully responded to five major sales challenges ("Entrepreneurs" Journal of Juni, 2004) Today's sales environment has taken great changes than before: sales cycle is extended; customers ask for seeing specific rewards before purchasing; Require more price concessions, etc. Sales work is more challenging. The article pointed out the five major sales challenges facing today, and introduces how the successful sales team should deal with these challenges. Challenge 1 - How to improve sales efficiency? The successful sales team conducts effective communication and collaboration within the company to enable relevant departments to understand the relevant situation of sales. More importantly, they changed approaching potential customers. Information exchange with potential customers is more and more sought after, and telephone sales are cold, direct marketing has been out. Through the form of potential customers such as breakfast, research results report, to win trust, guarantee sales success. Challenge 2 - How to expand the market share? Many companies have confident on expanding market share on the basis of existing products and services, but to sell new services, promote new services. Many companies re-investive in sales and product training, first guarantee that the sales staff will more understand their own products and services. Challenge 3 - How to improve customer loyalty? Salespeople finds a value layer by service, action and expertise. Creating value for customers makes themselves from competitors, thereby attracting more customers. Challenge 4 - How to expand profit margin? Successful sales team breaks discount promotion habits, in order to better serve and propose a reward price policy. They avoid customers who have requested requirements for prices and turn to potential customers who are more quality service. Challenge 5 - How to shorten sales cycles? Successful sales team screened from a large number of time-consuming sales intentions to work hard; change the annual target to monthly target and quarterly goals; spend time research transaction rate - how many sales are not achieved, and Use this information to correct sales strategies to ensure that the next sales is faster and effective. Seven Trends Rehabilitation Brand Scene ("Fast Company" Journal 2004 Augue 2004) In order to explore new trends in branding, American Business Media Xinrui "Express Company" journal reporters interviewed a group of experts from New York to New Zealand, and Listening to the future of future students' illustrates in the seminar held by the "Global Business Network" in the future. She found that the brand's horizon is scratched. Seven trends: 1. The information of the brand will return to the realistic color; 2. Experience will become the expression of the brand; 3, the brand image will be more and more difficult to occupy it in people's minds . 4, the boundaries between entertainment and the brand will become ambiguous; 5, the more complex brands need to make new corresponding organizational structures; 6, the brand will create social and cultural value; 7. "The United States" will become a brand that is more sensitive to cultural.

Knowledge Management is in sharing ("Far Eastern Economic Review" July 29, 2004; Reading Full Text only need to register free of charge in this publication, equipment, factory, and organizational knowledge assets, also need to manage the biggest investment . These knowledge assets include a variety of data, projects, customers, research notes, patents, trademarks, market strategies, and business plans, documents, and more. The above is still a small part of the company's knowledge assets. Most (about 90%) of intellectual assets exist in our employees: their skills, experience, insight, intuition, trust, and various interpersonal relationships inside and outside. The goal to be implemented in Knowledge Management is to use various knowledge assets within the organization to improve efficiency and achieve results. But many Asian companies have encountered a lot of problems in implementing knowledge management. The reason is that many companies believe that knowledge management involves only technical issues, as long as the database, enterprise internal network, bulletin board, allowing employees to share data and information to achieve their goals. However, only the technology does not solve the problem, the key to knowledge management is "Sharing" - encouraging employees to share their knowledge and creativity with you. The successful knowledge management system must have a basic premise, that is, individuals must give up some of their authority or interests, advocate collectivism, rather than emphasizing individualism. In this issue, three cases of successful implementation of knowledge management have also published three cases of knowledge management, which can help readers put knowledge management into practice. Case 1, smiling promotion of the knowledge of the International Accountant Anyong Chinese company's knowledge of the company built the company "Knowledge Garden", he persuaded that different business units conduct cooperation, and makes them confident that the knowledge is not equivalent to the loss of their own interest. Now, the branches around the world can share the mutual sharing of knowledge. One of the Trotter's task is to promote the time to increase the information in the database, how to do it? He said: "The key point is to keep smiling." He joked that he was a political home, which has fully coordinated persuasion ability, which can participate in the United Nations international peacekeeping force implementation task. Case 2, from the fermented to sweet introduced how the most famous mayonnaise company found problems and improve their relationships between employees. In the late 1990s, the company's employees did not contact each other, and the exchange between employees is most limited to the team or department they belong. To establish an internal website for this purpose, a knowledge management team has been established to promote mutual communication between employees. The content includes information exchange, sales skills, commercial inspiration, or even personal habits. This greatly promoted the company's performance, the company's sales of 2003 rose to $ 4 billion. Case 3, the "mandatory change" of the Singapore police organs began in 1997, the Singapore police organs hired consultants to change the internal cultural atmosphere, and the relationship between police officers from "emphasizing competition into active cooperation." Based on this, the knowledge management strategy has gradually developed. With some new working procedures, such as "Review", police officers requiring police officers to release the key lessons learned from the case, and "mandatory" require all police officers to participate in learning, how to analyze how to do better Or how to do the effect is good. This process has achieved significant results. Since 1997 to 2003, the public's complaints in police have dropped 67%.

Preventing business secrets ("Cave See" Journal of Joh 2004) "Top Secret" is stolen means that after the R & D department spent thousands of working and millions of R & D funds, the results obtained were easily obtained by competitors. The partner knows if your confidential system is broken, they will hesitate to continue to cooperate with you ... Finally, you may only have a bitter fruit and don't dare to reluct this unethical behavior, because you are afraid of the incident exposure, Leading the stock price fell. This article reminds everyone that the primary principle of protecting your information is to prevent the treatment, the information theft and the dead sheep is not the same day, because you don't just run a few sheep, but a large group of sheep or even a whole ring sheep is collectively trailed . In addition, there must be a strict "confirmation-landing-use" system, strictly control the confidential information can only be opened to the number of users as small as possible, and the permissions are immediately suspended when he no longer needs this information. Finally, to monitor the information transfer of the network, see the abnormal phenomenon in time. To do information encryption, this, even if the information is stolen, it is also possible to stop the information from being read. Of course, we have no absolute security, but we must try to minimize risks. There is no need to lose too much in the interests ("Harvard Business College" E-Communication July 26, 2004) Many companies believe that employees lose their loss, thus adopting unsuitable measures such as raise, promotion, and resigning resignation . A new study found that people who often replace their work have increased their dedication to new companies once they find new work. Therefore, the correct countermeasures of the company's mobile / loss is not to retain talents, but re-employ talents. This study pointed out that using the working life to measure employees' dedication to the company, it is the most useless method. The study proposes that the company has measures the extent to which employees have made all aspects of companies, personal occupations, colleagues, personal goals, and take measures such as providing employees to provide learning opportunities, and gives employees. The dedication of the above aspects can be strengthened with each other. In this way, employees who are frequently replaced will also have high dedication and professionalism of the company.

This is to be conquered by you ("SellingPower.com" July 19, 2004) has a common feature that they all have the ability to "feel" 10 million people. You may not need to capture the entire world like they, but you can learn from the middle school to manage the company and sales of products. These techniques include: 1. Effect: Be good at investment, after attracting other people's interest, through your reputation, wealth, talents, knowledge to shake or touch others. 2, persuaded: The best persuasion method is to inference, but sometimes it is necessary to conquer others, and even beg to accept you. 3, spiritual training: First, exercise yourself with firm beliefs, then squat, missionally "training", and finally move the belief to others. 4, control or brainwashing: Sometimes such means to conquer others, the effect is also good.

The system responds to complex sales ("CEO Gas Station" Journal of 2004) Many salesperson will be refused, but this is not the end of the world. The current sales have become a complex process. If the time for a setback is immediately sentenced to the transaction, it is not only a waste of time and resources, and even more people lose the opportunity. Smart salesperson will consider the entire sales process, which takes customers' "no" words as an opportunity, causing customers to pay attention to the future sales. The article introduces a commercial development diagnostic system to help sales staff adapt to current increasingly common complex sales sites. This system has four phases: 1. Through research and preparation, establish and develop customer relationships based on trust and respect. Foundation; 1, further understand the current situation, including business conditions, business scope and financial performance, focus on what customers' difficulty, determine if their own products or services can solve their problems; 3. Sales staff and customers work together For the best solution for the existence of problems; 4, implementation. Includes ultimate recommendations and customer formal acceptance. This requires sales personnel to understand from an inappropriate sales condition to be a correct choice, and sales staff cannot make customers feel uncomfortable with "sales skills". Business development diagnostic system management customers develop decisions, rather than making decisions for our customers, thereby having their own value in the customer's eyes and winning respect and trust. It turns out that the company can manage this ("Decision Vertical" Journal 2004 5 / June) Employee voluntarily participates in all companies. Two two of the board of directors of the company's board of directors are treated to all employees to all employees in the principle of "who will come first." The company has no business plan, no vision declaration, no long-term budget, no human resources department, no IT vice president, Chief Operation Officer, fixed CEO, no employee is fitted, no job duties, or even no one approval fee account Purpose. Young employees can use a year to stroll around the company in order to find their favorite work. ... Is this company? Ricardo Semler won't be strange to such a problem, because it is the company that leads the diversified business of Brazil, in just a few years of $ 35 million annual income It has increased to more than $ 200 million, and it is very hoped to reach $ 1 billion in the next few years. Can you say that it is not a company, is a company that is well managed? In this article, the Supreme Semler shared his knowledge of the way of management.

The dark surface of the target ("Wharton's new knowledge" electronic weekly magazine July 14-27, 2004) From a small to big, no matter what, people are used to setting a goal for themselves, think the goals can make people more diligent, more focuses It can also achieve greater success. However, according to the recent research in the Wharton Business School, there is also a disadvantage. If a person does not meet the target requirements in the specified time, especially when these goals involve personal interests, some unethical behaviors are often used. For example, in order to make the quarterly financial data to meet the requirements, the sales staff lies or exaggerate sales figures, produce unfinished products, the service center does not do the necessary after-sales service. At present, almost all articles on the "target setting" are basically consistent. It is believed that the setting goal is one of the most effective ways of manager to motivate employees. The company also assesss a person with the completion of the target. Performance. However, the results of this have brought problems. People have to start "deception", because they are taking the goal as a driving force. Once they are very close to the goal, people are easy to fabricate numbers. At the same time, they will also convince themselves: This is not wrong, I should be able to complete the goal, and should be rewarded. The authors point out that the above problem is not to deny the positive role of the target setting. He just wants to remind the manager, the unreasonable target system will affect the work of the employee "for numbers". If you tell the salesman, if you sell 30 cars in a specific time, you can reward him to Hawaii, but don't forget, people who sell 29 cars should also have appropriate returns. Leadership - Ping is true (Leader-Vales.com website article) You may not need to always use CEO or CFO identity, leadership your subordinates with power, maybe "Putong Tong" leaders may be "correct leadership" . This article introduces you to develop 7 key steps in the usual leadership of the drive: 1. Clearly understand your values ​​and individuality, find out your personality and ideal connection; 2. Combine personal values ​​and professional values To treat work and life with unified values; 3. Learn how your values ​​and how your values ​​are associated with the company's values, communicate to the subordinate through daily leadership work; 4. Find a place to encourage you in trouble Or remind you of your responsible partner; 5. Confirm that you and your company have a common value, otherwise you will be destroyed. In the difficult time, you have to resolutely choose to leave; 6. Take advantage of the opportunity to verify every decision driven by your personality, and finally let the correct choices become your habits; 7, recognize this Personality is not simple, there must be enough preparation to face temporary retrogression.

The Top Test of Enterprise Growth ("Entrepreneuri" Journal 2004 May 2004) For the hardships of the beginning of entrepreneurship, completed the original accumulated company, the next step is to consider how to develop growth. This article lists 10 methods for reference: 1, expands business outlets; 2. Franchise; 3, production license; 4, alliance; 5, diversified; 6, develop new markets; 7, strive for government contracts; 8, Purchase; 9, go to the international road; 10, use e-commerce. There are many ways to develop. Which way the company chooses yourself to see your own business type, available resources, and money, time, etc. who are willing to pay.

Performance Management, Team Guide ("CEO Gas Station" July July 2004) Traditional performance evaluation system and performance management only focuses on personal performance without considering personal performance and better combination of team performance. There are many reasons why this situation, including the assessment is not timely, the opinions of all parties cannot reflect the actual situation, assess the vague, easy to incorporate emotional factors, ignoring the effects of the evaluated human performance to others. Successful companies are no longer limited to pay attention to only personal performance in performance management, but in real time communication, pay more attention to overall performance. Such communication allows employees to understand what is important in teamwork, and individual needs to adjust to adapt to changing environmental and business needs. The article has put forward some suggestions on how to improve traditional performance management: Adjustment can be competed; encourage and support each person to communicate with each other. Five steps to improve supply chain operation quality ("Supply Chain Management" Journal 2004 5 / June) Apply quality principles to supply chain management, enabling it to operate, and its efficiency and benefits are greatly improved. This article is based on a large number of practical research, virtualized a "real" distribution center manager to innovate the image, trying to vividly show a topic of technical and relatively boring supply chain management transformation. The core of the article is the most operative content is a five-step supply chain quality improvement method, which is: establishing a cross-sector project leading group; establishing a cross-sectoral team; identify specific quality standards; establish a reward And feedback mechanisms; continuous improvement of the previous process.

Brother, you boldly walked forward ("Far Eastern Economic Review" July 1, 2004; Reading Originally Needer to register for free registration of the magazine website) A company's main product begins to take a downhill, in order to survive the only thing to do Is: re-transforming yourself. Japanese Brothers Industrial Co., Ltd. has experienced such a life and death. Brother's traditional products are sewing machines and typewriters. Since the 1980s, as women are getting more and less at home, the sales of sewing machines are more increasingly; at the same time because of the popularization of computers, the typewriters have gradually exited the office equipment market. How to do? Brother company resolutely reducing the fax machine and enjoy a good reputation in the US market with "Brothers" as a breakthrough. After adequate investigation, they do everything possible to try to solve some of the raw materials supply, reduce the cost of 40%, producing a new fax machine for cheaper, smaller, and fully fully equipped, gaining huge success. Their products seized a gap that the competitors did not pay attention to: With the continuous expansion of the venture capital industry, investors favor small offices and cheaper office equipment. Reflections on the success of the brothers, you can summarize the following points: 1. Determine a gap market; 2. Develop affordable products; 3. Do yourself, reduce the procurement cost.

Great creative five killers ("European Business Forum" Journal 2004 Summer Name) The best marketing and new product creativity do not have the day, just like the best restaurants do not necessarily know, there are lovers in the world and It is not all the same. why? It is because the process of creating inventions often destroys the best ideas, including: 1. Too obsessed with products, but the negative impact on this comment; 2. More than a consumer feedback; 3. Thinking consumers always Correct; 4. Too dependent on brand framework; 5. Above yourself too confident. Not much to spend money, it can improve innovation ("Cave See" magazine May 2004 May 2004; reading the original text, you need to register for free in the magazine website) For product development, there is an existing problem: the company needs to increase innovation Strength, but not too much. What is the solution? That is to improve innovation production - based on the same or lower investment level, and get more new product benefits. Innovation and productivity traditionally cannot synthesize a concept. According to common sense, innovation requires non-structural investment and many pursuits that are unexpected. In contrast, the productivity requires structural process, high output and low variability. However, the seeds of real breakthrough ideas are often buried in any similar and non-contradictory. Imagine if there is a high output and how it is innovative? This is no longer just R & D or process issues, this challenge has become a problem that CEO must consider because it is a company with competitive basis. Using a small amount of resources to get more innovation output, requiring innovative productivity to have a clearer visibility, which has become a key. The author summed up the levers of ten innovative productivity, and a leverage is a way to use the same or less input to get more innovative output. This article has highly been reconciled four leverage: product platform and its structure, resource management, information automation and organization. Interested readers can refer to the information attached to the original text to obtain full text.