Highest level of management autonomy for employees, voluntary, spontaneous - Central Plains

 Management of the highest realm: the staff, Change own experience. . you look now, society is not to say, our business there, no dedication, for others less, to own more; treatment increased, the staff lazy; work less, hand and leading to treatment, about the conditions more. What Moral Degeneration! we do business do not know how to control the. , and people become more complicated. institutional vary greatly, before a planned economy, the state gave arranged, Pan vain have to worry about that worry is useless. now a market economy, and man for himself and God for everyone. do not worry, nobody you live or die. So now people do not speak dedication, about treatment; no man, only to have; do not speak the task, say the conditions are right to some extent, without which no way to survive. However, I think, or to the Cultural Revolution to the mix. take the body of the Chinese people, kind, honest, hardworking, have stirred no enthusiasm, and at least temporarily out of sight. traditional virtues disappeared, and just in time for reform and opening up the outside The world is very exciting, and everybody naked pursuit of private interests, with little regard for corporate, social, and national interests. out of corruption, smuggling, we can not say. we do business management, more and more difficult, the staff the demand for more and more complex, more Mo Buzhun, what is talked about listening to a lot of complaining about the boss, also very good, single-minded professional to do their own technical work or professional managers, not how strenuous can mobilize their enthusiasm. We are here not so quick to jump ship to the staff's basic capabilities, but also his job for the most basic conditions. aside professional competence do not speak, look elsewhere. What kind of person, in order for our use, is the professional talents? boss of professional talent How should the management in place then what? how to mobilize the enthusiasm of the staff it? presented here on the highest professional level of personnel management. Three-Self, independent, voluntary, spontaneous. The first self is the wealth, age, head of creative thinking is the most valuable asset, so the highest level of management would like Microsoft as a large number of , that is, if the employee an autonomous person. 1, recruitment of employees of independent thinking: ever heard of an instructor training course in Taiwan, he proposed a very novel point of view, said: really use their brain? how many people to think the problem is? few! According to my observation, only 5% of the people is the genuine head, 5% is thought he used his head, and a 5% because work needs, or had to use his head to force others, and the other 85% are never used head. soul of the people , as the monk's practice to resist the external sound, color, like so many will do anything: health care products, real estate, computer software and so on. now is because the rapid rise of re-defined the It is a small number of successful community. This enterprise depends on what support? must rely on a number of support staff to think independently. enterprises should pay attention to recruitment, the other party is not ideas. as far as possible such a person recruited to the enterprise in the past. The more senior the position, this is more important. such people have a clear direction in life, there is a clear purpose. as long as the purpose of his position and adapt to this, he will work hard to achieve their own purposes, and thus make a contribution. Do not use those who do not know what to do next, especially at the senior level, it is taboo, just listen to is of no use to think independently to create value for the enterprise. to think from another perspective, only employees of such enterprises to use, only a win-win business and employees. 2, career planning: recruitment is only one way to find good employees can not be met. The key is to corporate employees develop into such a person, many companies are talking about prospects, and guide employees to put their own development and the development of enterprises together. employees in the enterprise development to get a reasonable income and growth opportunities, corporate dedication of the staff have made huge returns. another angle, for an I has its own planning staff, the company is only just a platform, his development and the development of the company two curves intersect, but 2-3 years, so, you help him to a career useless, the other would you do not agree. If you want to retain such employees, the company should take a platform rather than just let him adapt to the existing platform. The second is from the before talking about allow employees to do things voluntarily. For independent workers, there must be reasonable and appropriate incentives for the authorization, only then can the other voluntary. 1, how to motivate: There is a story told like this: Once there was three people, Zhang, Wang, Lao Li, have nothing else. to talk about a topic, how to get the cat to eat pepper. Zhang said: This way you are too cruel, cats are unwilling, and will hate you. I do want the cat hungry for three days, put pepper on the meat, the cat will eat. not good enough, is also a little cruel, not voluntary cat food, because hunger before eating, after will be you. My approach is to allow others to plug in the cat's ass chili inside, just the beginning of the cat are not aware of, Pepper slowly feel the stimulation, the cat his pain to his mouth to bite back, they will eat a hot pepper. this time the cat was happy, because the chili to relieve his pain. , let the cat eat the chili, different people in different ways, but only hear his approach, the cat is voluntary, the lifting of their pain, have been happy. Similarly, to make people do things voluntarily, but also let him to relieve pain, to joy, with the marketing, the words above: to meet customer needs. of course not be able to hear his specific approach to learning. but to discover the real needs of employees, employee what is the most painful, is not getting recognition of the leadership? or material incentives is not enough? or learning opportunities is not enough? just to help people solve the most painful problem, the staff will act voluntarily. So the incentive is voluntary sufficient as a prerequisite. For people to have different stages of development different incentives. can be a material incentive can also be inspired by the spirit, to maintain a balance between the two. 2, the appropriate authority: Another prerequisite is to do things, when employees have sufficient permissions. Everyone likes decide something, when others are right, the staff can not mobilize sufficient resources for their own use, so that it will rely on the work of supervisors, employees will continue to strengthen themselves as a . Now enterprises are faced with dramatic changes in the market, companies use work teams to solve problems rather than linear function of the way. This team is a small group with appropriate rights, has been fully authorized. a word: no incentives without authorization is not voluntary. The third is from the but had to do it. to give him instructions, to the less, he was done, said: Who is responsible? ; to too many instructions, can be done, said: vent ways for different people, different things, different management approach. Sometimes the staff is the best way to deal with, the saying goes: stubborn donkey, Shun Mao stroke. The basic starting point is: to fully respect their staff in all aspects of them all as an expert. Only employees are respected, the following will be in the independent and voluntary work spontaneously, will carry forward the spirit of ownership. managers to do: something, do certain things. There when the need to over, but know too much go wrong, by several coaches are responsible for, and some specialized training goalkeeper coach, and some specialized training forwards coach, and some specialized training guard coaches. When the team wants to compete when the coach selected by the right people in the various groups to participate in the competition, Coach is no way this time instead of the players out of competition. If the players fail this time, the coach should be blamed. If in the course of the game, the player's performance failures, the primary responsibility in the coach and players. summarize that the players success or failure of the time in the training and selection, the primary responsibility for training the coaches; in the game, the main responsibility for the coach. the enterprise managers to function as a coach, to guide staff development, and continuously through a variety of training, to to staff development. unless a last resort, not to intervene staff, he will solve the problem. In the Three-Self, the self is the foundation, is to ensure voluntary, self is the goal. every employee to do things spontaneously, is the highest corporate governance state, the full realization of human resources ; with his head to be in the system, culture, and in all directions to proceed to elect people, educating people, employment, and ultimately to achieve the highest level of management: independent, voluntary and spontaneous.