1) under the decision of the things we must learn to make their own decisions

 1) under the decision of the things we must learn to make their own decisions.

2) decision means that the responsibility for their own decisions. Do not want to make a decision, often subconscious decision that he wants to take responsibility.

3) under no problems with a general not used to make a decision there are several causes: one is Under such embarrassing Dayong; the other is used to replace the subordinate supervisors to make decisions or take orders from other people like to enjoy their own sense of accomplishment. This boss, and he led the team could not do complex tasks.

4) to subordinate their own devices, make decisions, is the ability to train subordinates to think independently and take responsibility for acting style. But on this point, and the boss can not bear the responsibility, entrusted by the



1) everyone should look after their own monkeys.

2) Do not trouble yourself to someone else take care of the monkeys.

3) organization, everyone should understand what they should look after the monkeys, and how to look after them, take care of a good standard is.

4) Do not try to own monkey Someone here may be your boss, subordinates, colleagues in other departments may also be a company, society and is God, fate and so on.

5) Do not no one there to take care of the monkeys, do not occur more than two

6) as a supervisor should not only be clear to subordinates to know what he should look after the monkeys, but also need to be trained how to take care of their subordinate monkeys.

how to manage the

Peter. Drucker said:

in today's market environment, the more important the role of human resources: Gerstner to save the loss of billions of dollars of IBM; Jack. Welch achievements of the Universal empire; Zhang to a school-run factory into an international business. These are exceptional talents merit, excellence of many of them, a very important point is to know how to create, discover talents, but also know how to manage today's talent.

market in China started late because, by the official standard of ideological influence and other reasons, today's employees form a clear understanding of, the use of traditional management methods, the result is paid a salary but retain only the purely value for money, not necessarily the talent of employees, those who seek comprehensive value of the talent is slowly reduced. Today, under new forms for companies and employees, the author put forward 6 suggestions leaders, allowing effective management of corporate harmony and retain talent.

1, to remove bureaucratic

old hierarchical management style as very prone to bureaucracy, decision-makers high above the middle level of many views and opinions of staff in the layers of filtration can not convey to the ears of decision makers, which in today's enterprise management is very dangerous, policy makers can not have accurate information, but staff will have a huge sense of frustration, combined with decision-makers like the bureaucratic habit or style, talent will leave the company because of disappointment, even if companies pay a high salary. Bureaucracy to become the first killer of talent, and now advocated by some Western scholars, the servant-style management is to managers and staff to produce a positive interaction.

managers to know that the enterprise employees in addition to and your position, the division is different, the professional capacity of more than more than you. Not in their own areas of expertise of the expert staff dictates not only the staff have the urge to bow to reality.

managers should set aside their jobs, the labor division of labor from the perspective of communication and collaboration with employees, managers joined the work is not supervision and restraint, but a participation and assistance. This can be made smooth and effective communication and cooperation. When the leader of such a concept can change and action, often the problems and contradictions in the management of power and prestige than the managers octahedral, high above much less time. Of course, this does not mean that leaders should not have the authority, the management of the authority of the leader is necessary, through their management capacity and professional ability to shape the authority, so that subordinates can be convinced. However, power must not be used to manage the staff, especially senior management personnel, leaders want to authoritarianism to suppress them, will only make personnel to leave you. Now the military hierarchy are rarely used power management, we look at successful companies, military or country, their leaders and both are by personal charm and influence to lead the organization, even if those organizations might have a lot of talent, and ultimately these people to leave is not play it safe, do not want to contribute.

internationally renowned search engine Google's internal to the existence of such positive management culture: a meeting is not the first leader to speak, but the most important emergency services who speak first, valuable content to speak first. Google also allows engineers to only the 70% of the time on the company's work requirements, other times according to their own interest to decide what to do, such as the development of some of his own invention or research of interest to a particular topic. So many wonderful ideas and technologies are in the birth of free time, these ideas and inventions into Google's cash cow, even a lot of projects became the main business of Google. The leader is the most powerful of these staff and services backed by a servant, in turn, is the biggest beneficiary. Results from the Google stock value growth can be seen.

2, the value of employees to meet the needs of

today does not depend on the loyalty of personnel salaries and bonuses in return, because these other companies can do it too, if it is a talent, who already had paid other companies will come,UGG boots cheap, and this is the flow of talent is a big important reason. Traditional management approach is in one hand and candy in one hand and the stick, with the material given and deprivation as a tool to reward and punishment. However, in today's enterprises, especially the senior staff of mental model, understanding of the value they have long become more diverse and needs, of which the expression of self-worth, is to be respected, became a pleasant working mood, etc. In addition to salaries and job the important value of outside factors, but this component on the rise.

real life, we can have a chance to perform on stage will be very happy, not the number of accounting than the reward, in the workplace, then why not? The real talent in addition to care about its reward for their labor, but also concerned about whether a company has given them a stage. Shanda done in this area is very good, very low personnel turnover. Shanda CTO Zhuji Sheng said: The idea is not lip service, grand president in less than 30 years of age, and early 20s, with no higher education and technical personnel, so eclectic, but is used in the employment perspective and talent to aspire to paradise Sheng Dacheng .

please corporate managers believe that a stage to employees, employees of absolute return to the enterprise is a wonderful show.

3, by the Authority, to encourage restraint, trust

400 years ago, a Swiss watchmaker, tower. Booker that the pyramid builders was not forced labor, slavery, but some have a free identities. At that time the idea was rejected by everyone, because Herodotus's Moreover, this vast hard, time-consuming project for decades, how could someone voluntarily participate? But in 2003, Egypt's Supreme Heritage Committee announced: six hundred on the Giza tomb near the excavation, research, Pyramid is indeed a free identity by local farmers and craftsmen built.

Why four hundred years ago a watchmaker can accurately point out that slaves built the pyramids is not it? After investigation, the original tower. Booker is from the manufacture of watches and clocks to infer this conclusion. Tower. Booker, a former French Catholic believers, the Holy See in 1536 for opposing the rigid dogma in jail. Because he is a master of the famous watch making, so the prison was arranged during the production of watches and clocks. Loss of freedom in that place, tower. Booker found that the prison no matter what side to use coercion can not produce on their error is less than 1 / 10 second clock, and put in prison in their own workshops in the manufacture of the error is easily less than 1 / 100 sec watches and clocks. Why is this so? Initially, the tower. Booker is to create watches that bad environment, and later escaped to their success, they lived a free life. At this point, when he discovered the real impact of manufacturing watches and clocks, watches and clocks, the accuracy is not the environment, but the feelings when making watches.

in the tower. Booker diary contains this passage: such a large pyramid project, the construction of it is so fine, builders must be the heart of a number of cherished freedom of religious people. imagine a group of slack behavior and against the thinking person, let even one among the stones of the pyramid are not inserted into the blade.

strict supervision in place over hard to create good things, because the human capacity only in the case of physical and mental harmony in order to play the best. Many of the ideas and we are now very different management philosophy, our business in the emphasis on discipline, when the system ignores the individual's emotional factors, will be one-sided approach to improve employee productivity comes down to scientific work processes, strict management and even overtime work. If the simple repetitive work, these approaches may be also effective, but cumbersome and complex, strong creative work, it is unthinkable.

Now, some joint-stock enterprises is a full mobilization of staff ownership of the method, in addition to capital shares, but also to technology, labor, etc. shares, this is not the business people needed money to buy shares but hope This form allows key employees to limit their ability to play out, and keep making progress, but the survival and development of enterprises are mainly relies on these core shareholders. In fact, this is not the only motivation of employees stock cooperative system can be reached, it is not just a few key employees so that all employees, at least, most people have this kind of work force, the competitiveness of enterprises will be huge in terms of promotion. For example, we can give employees greater freedom to work and rights, this freedom and rights to employees to be trusted to bring a sense of responsibility and supervision was better than the managers.

to the world's largest organization of a country, for example, coercion is not going to organize more powerful, do not enable organizations to become more order. Britain is a country without a written constitution, and their various historical periods of the judges is based on the promulgation of the constitutional documents, court decisions and congressional practice of the composition. In other words, the United Kingdom is more culture in the use of relatively loose to run the country. How effective is it? Britain's crime rate far lower than the most robust of the United States claims to justice.

U.S. Gore is a very high degree of freedom given to employees of companies, they do not assign or command staff, staff can choose the amount of work, completion time, work and quality. However, they are nothing but enthusiastic employees to work and the reason is that work is linked to performance, though the performance of our method commonly used is similar, but the bottom line is no hard and fast requirements. Freedom to increase employee efficiency also will be increased. Because employees according to their physical condition, attitude and other comprehensive factors of work, which makes the productivity and product quality have improved a lot. Not a rigid system of constraints, but also has a leading authority, the authority is to rely on their influence to shape the. This morphology has high centripetal force, employees, the relationship between the upper and lower number of very well.

Gore this form of management is rare in the world, and some describe as the utopian ideal of country, in recognition of traditional management business forms can not be established.

However, Gore has business around the world, with 7,000 employees, is the world's PTFE production technology businesses, had annual turnover is more than 20 billion dollars.

4, to promote collaboration between mental

Apple's strength can be described as top in the industry, the company also brings together many world-class technical talent, including former CEO Steve Jobs himself is a computer genius, it has been said so: 80% of the world computer elite gathered in the Apple computer company. However, when standing on the peak of the technology Apple has lost to Microsoft technology as their own. Jobs of the self in the summary that: Apple Computer Inc. is a major cause of failure of each person are qualified, we are holding only Alwutech, look down on others, not willing to cooperate with colleagues, Jobs acknowledged that he also has such diseases. With Microsoft, IBM after losing the race, Jobs began to focus on cooperation among employees, thus greatly improves the efficiency of the staff, and the centripetal force is also increasing rapidly, faster introduction of new products, technologies to more specialized. Apple MP3 swept the world today, and mobile phone is the best example, because these two products in the technology is not particularly prominent place, but the combined value is very high: Leading fashion design, powerful hardware support, the distinctive software settings, as well as superior product quality. The perfect combination and coordination between various departments are inseparable.

traditional management concepts often focus on staff who are united around the leadership, management ability and cooperation (following orders), but they ignore the cooperation between the employees. Bureaucratic style of work in a number of popular businesses, managers use, or even create conflicts among staff or factional struggles to contain each other and supervision of the staff. That managers believe that if employees work together, the inevitable bad employers. In fact, such views are subject to industrial society, capitalist exploitation of labor caused by the behavior of collective resistance, and now the inevitable result of this is that staff infighting, not concentrate on work, efficiency, be greatly reduced. Today, managers should adopt a high degree of cooperation between the staff to improve efficiency and quality, same time, this will bring a sense of pleasure to the staff and security, which is today an important factor in Italy where staff. Imagine what people are willing to work in a day infighting, intrigues of the environment yet.

generating or light or heavy factional fighting, which is the surface of the system can not manage, managers need to grab himself, to manage, to advocate, it may be do it. U.S. staff collaboration is an important factor in the success.

5, comprehensive assessment of staff

today to assess an employee's performance is relatively complex, especially creative and technical personnel. The traditional performance appraisal is likely to make these employees feel wronged and left the company, like the monkey begins as mentioned. Today's managers to clear: The time to reward the employees are not good for employees, is using the results for the development of enterprises rely on compensation of key employees. Instead, we should be like the former idea as to manage and require employees to prove that we are not a good leader. Today's management to set aside the process and forms, results-oriented, a higher degree of freedom to employees. In France there are many

oil production Art dealers, artists are drawn to men's daily production tasks, there is a production of a gallery is very large, almost double the peer and quality are high. The reason the number of drawing conditions, no difference in work time with their peers, only one difference this a gallery set production targets for the computing cycles are not in days but in months as compute cycles.

there any different? Because the painting is the work of highly creative, you need inspiration and passion, when the artist is not inspired, the painting speed is very slow, making it difficult to complete the day's production tasks, only the overtime, so the quality can not be guaranteed into the vicious cycle . And that home is a gallery of high yield production of a monthly billing amount, so when not at work when the artist can put down the brush out to play one day or several days, when the energetic, think a lot of ideas, you can easily make work on the fall, or even over-done, and the quality is very high, excellent work continue.

6, to establish an effective culture

and management of enterprise managers about the topic, many will hear the question: done to violate the company's culture. contrary to employee behavior and corporate culture, which is not very dangerous?

poor management can form a culture, the negative impact of continuing enterprises, relative, positive management culture can continue to play a positive role. Even the best management style if not with the formal requirements from the surface into a way of thinking and behavior habits, it can only be a temporary benefit for enterprises, can not be sustained. Mentioned earlier, 5:00, must form the habit of normal and eventually transformed into the cultural level, or can only be busy a time, wave after the same, then managers will think: These methods do not work. In fact, is that management thought they killed in the formal stage.

management staff able to do so, and many business leaders, however, able to pass down this management philosophy is not a lot of business. Therefore, the ability to do so can only be regarded as a business manager of the ringing bells were on time, be able to continue this cultural heritage management, is the time for enterprises to build up a watch person.

business owners in distress in low employee productivity, turnover is very high representation, think about why that is, in fact, any of the employees expect a stable job, reasons for leaving are mostly like the opening of managers of that fable the wrong management methods, resulting in a lose-lose. Only change in management philosophy, to retain talent and play to their strength.

In short, the essence of management is the input of all stakeholders (commitment) of the progressive cycle of the investment managers to inspire staff input, staff input, in turn, stimulate more investment managers. Business and customers, and partners, and investors are the same reason. Management based on input contrast, is based on the control (control) the management, if all stakeholders are taken into account is how to ensure their own interests, we will quickly into a control and anti-control of the vicious circle, the end result certainly is broke. When the tree every day, think about was how the monkeys as soon as the host, see more smiling faces, and less from the bottom when the trees and soon gathered a lot of monkeys, the results of course can only be top-heavy, tree falls apes scattered. Transfer from the value of China