First, manage "three treasures" or manage "three harm"?
It is confirmed to be a leader, it is indeed a heavy responsibility, the pressure is huge, the battle is very good, such as a thin ice. Under such a state of mind, the most comfortable thing is not to bring your own burden, stress is flattering to each organization member. And whenever there is a championship, it is also possible to let the members of the organization will be in the same generation. The contradiction between the weekdays is mostly transferred to the organizational member, and uses the battle between them to replace and transfer. Is there such a management magic? Have! This is today's management "three treasures": target management, performance appraisal and internal competition. However, it is "three treasures" for the leaders of shirking responsibility, and the leaders of the organization, the leaders who have a career, responsibility, but are "three harm".
Harmful is that the target management replaces the overall management, and it is considered that the addition of each organization member "goals" is the total target of the organization, so violating the system principle, the paradox of the system is open to "system management" under the "target system". The names are implemented, causing the organizational system to be destroyed!
Second harm is that performance assessment replacing the management rationalization process of the overall evaluation and improvement of the enterprise, put the system's results, the organization of the organizational member of the organization-system responsible for the project, and accordingly Strictly put it. Therefore, it is destroyed the enthusiasm and enthusiasm of the employee, and the falsification is falsified. It is speculative to make a bad picture of the personal interests.
Three harm is that internal competition alternative cooperation mechanisms, destroying tissue relies on the overall function of internal integration to survive, from internal tattoo organizations. Performance is forced to dig, and there is no scientific basis for organizing members. According to the unshort, it is necessary to eliminate the organization members (the so-called last elimination, competition to work) is to play with the right to taste, manufacturing horror, fooling employees, contempt, people-oriented.
"Three harm" is organized, and temporarily comfortable is a leader who is reluctant to take responsibility, so it has become a "three treasures" in the palm of the palm, and it is popular in the enterprise, and even the agency and all kinds of public agencies. This is the fact that foreign management "foreign garbage" was "the most scientific management theory" in the inner reasons.
Second, comply with regular management or force management?
Laozi said: "Treatment of people, Mo Juli." Hey, harvesting crops, and farming. Treatment, it is best like the farming, compliance, and the natural growth law of the crops, and must not pull the seedlings, and there is a violation of the law. The same is true, it must be managed to manage the law, and it is not possible to have violations of humanity, and the physical properties will be pulled up, and it is enforced.
The organization is a complete system, of which occupational activities of each member are closely related to the activities of the entire system of the organization, affected by it, just part of it; part of the sum is not equal, this is the system that everyone understands Principle. Retreat, the system and organization system function can lead to some results or performance, which is caused by the cause; for the contrary, the designated result cannot cause the reason - the system function of the organization cannot be improved, and the environment cannot be obtained. favorable. Causity is impossible to invert, which is also a logical principle. These two principles reflect the regularity of things. However, the so-called "target management" is to be violated it, and the overall target layer of the organization is decomposed, until individuals, violating scientific thinking, personal goals, can result in overall goals. At the same time, it is determined that the so-called "resulting guidance", I believe that "results" can determine the cause of this result, leading to the entire working process to achieve the purpose of the leadership. This "scientific" management of this violation system principle and the development logic is not what is the seden to help?
The image said that we made a tissue than a wolves. The wolves are survived, which is its organization goal. Digitally digitally target the overall target of the wolves, and set this goal as a daily catching sheep twenty, decomposition, the wolf group is divided into two groups, each group is scientifically determined to be ten a half, each The group has been repeatedly negotiated, and each wolf is determined to be two daily catching sheep, and the number of sheep tail will be paid in the normative management. The scientific target system is developed. Then he will strictly add the assessment, and the performance of each wolf has been seized a few sheep tail, whether it reaches the goal to implement the reward penal. And further enforce the performance of the last elimination system: the last wolf will be ruthlessly populated with the wolves to improve the overall combat power of the wolves. The results of it? The wolves will not survive. The reason why the wolves has a strong survival, which is all the skills of the organization's loyalty, cooperation spirit and collaboration, so that they can hunt and maintain livelihoods. Now because of the introduction of scientific "target management", every wolf has fallen into the horror of the horror and the world of the horror, the best strategy for each wolf is to ensure that the wolf performance must be ensured. Ok, do you want to grab some kind of sheep tail? Do you want to hinder other wolves to catch the sheep, and even don't have all means until you falsify fake fake, you can't he hesitate, and the wolf team leads yourself. The interests of the Wolf King will be disappeared, and even the 恿 - In short, the cooperation between the traditional wolves allies will be replaced by the neighbors, the quarry of the wolf is not more abundant, but because of the wolves Inflires and mutually hinders, and the internal competition is suppressed, "enthusiasm", and the hunch resources are rapidly failing. The traditional to the loyalty of the wolves will be replaced by the rebellious behavior, the wolf group will be divided into a lonely wolf, not the terrible wolves. In short, the wolf group will be walked without survival, and the wolf group will be destroyed by the external environment of survival. The wolves should not be destroyed to become a strange thing!
Third, remove "three harm" "master aura"
Target management, performance appraisal, and internal competition is in the organization, and repeatedly defeated, why people always don't understand, but constantly argue. For example, a representative statement is "Many companies have encountered a same problem. It is not that the target management and performance management have not been implemented. The company spends a lot of time and energy, but has made a bunch of useless work, the staff is afraid, manager Inspiration. This status quo is related to the current status of current enterprise management in China. If the basic management of enterprises is not perfect, the concept does not change, the quality level of employees is uneven, but the main thing is that the senior manager of the enterprise has misunderstandings in the understanding of the business. The directional error of the target management and performance appraisal. "The result of the practice is untrustworthy, and the credibility is the authority of" Management Master ". The fault is not in the "foreign theory" itself, and in the practitioner itself has committed "directional errors", it is caused by "misunderstanding".
Sorrow! Today, this book is once again long! We will not say words.
However, the master of this master does not necessarily take it. Moreover, Peter, which is first proposed, "Target Management". Du Lak master, there is not so much identification, how is the behind-the-scenes "master" of the buried surname, so many "authoritative theories" have not been known.
Open the "Du Lak Management Thought" Target Management Festival, Du Lak is clearly said: "The so-called target management is to manage the 'target'", "First is 'target', the second is 'management'". It is to find "true specific goals" and point out "but there is no specific objective at all in public agencies." "Management" is the reform and resource allocation of the organizational structure. Do not improve the reason, how to have a result? Not overall management, can I reach a goal? When did you have achieved "great theory" that can be oriented? In short, how to "the" authoritative theory "such as" Target Management ", which cannot be understood, is unable to understand, and use the" most authoritative master "ring ring to fool a large number of people? As for the world-class management Master Deming, the name is named: "When performing target management, the company's goal will be divided into the target of each component or department. We usually assume that if all departments have reached the goals, then the whole The company's goal is naturally reached naturally. However, this hypothesis is generally not established, because the department is usually done to rely on each other. "" Unfortunately, the results of the department cannot be simple. "" Du Luck is explained to this Very clear, and understand in-depth, but a pity that many people have not read his warning proposed in "management tasks, responsibility and practice". Dai Ming also screamed "Through the quota (referred to the goal)", "abolished the performance system", "abolished the bonus system, and no longer be paid according to performance", indicating the so-called performance system, triggered the conflict between employees, put them Pay attention to the focus transfer to the job, performance, not the work itself. The performance of the performance is destroyed. Sort is only a farce. "" Randalize the employee, in fact, it is derived by manicers. "
This is the case, the more incompetent leader, the more dependent on the so-called scientific management of the subordinates to promote the responsibility of the organization - target management, performance appraisal, and internal competition. Once the effect is not good, the responsibility will have "the quality of the subordinates is not high, and can not truly implement the scientific management", the masters will cover, the masters will block the opponents' mouth. Such a serious fact, people have to face up: eradicate "three harm" and return to human management!
