Human Relationship And System Must Be Balanced.

If the brotherhood is compared to a human leg, then the system is another leg; the fraternal emotion is compared to a wheel of the vehicle, the system is the wheel on the other side, and the car will not be able to leave any side.

A man has two legs. No matter which one is missing or which one has a problem, the road is not moving fast.

For a long time, from a global perspective, management is mainly divided into "American style management" and "Chinese style management".

The core of American style management is system, which is a model of governing enterprises by system.

The core feature of Chinese style management is

Some people say that American style management is more effective. The reason why the United States does not see so many big enterprises is that they have been using American management well.

Objection to this view is that the Chinese style management is good. Although the development of China is late, there is no sample of Chinese style management, but it is not clear that human management is popular all over the world. Besides, Japanese enterprises, though applied to American style management, are also playing an important role in enterprises such as SANYO.

Whether or not humanity should play an important role or whether the system is the core? The management circles are fair and fair.

Practitioners, however, suffer from the bias of management scientists.

For example, there is such a phenomenon, because the company has limited funds and has a limited ability to resist risks.

Many enterprises rely on the "heart to one place, force to a twist" emotion and become bigger.

It seems to say that human relations management is good.

But with the growth of the company and the increase of personnel, the problem arises: because people are accustomed to being brothers, they are used to everything they have to discuss. They are accustomed to sleeping or sleeping for a few days. When the company needs to regulate, they find that culture has been formed. Brothers, except big brother, no one else will listen to them. How can they not become subordinates? Brothers have made mistakes, think of all kinds of good things before, so how can they not give him face, take him to work? No knife, no rules, no Cheng Fangyuan, how can enterprises continue to develop?

So is American style management no problem?

Some leading enterprises are also following the mainstream and actively implementing institutionalized management.

On the one hand, there are a lot of strange phenomena such as late deducting money, overtime work, no restriction on subordinates, no restrictions on superiors, etc. on the other hand, because all systems speak, working in the enterprise feels like living in the power grid, the employees' initiative is seriously frustrated and the sense of security is lacking. Of course, the biggest disadvantage of this kind of management is that there is no cultural foundation, and the institutionalized management in a heavily humane country is hard to run scientifically and effectively.

Therefore, institutionalized management has directly led to problems such as rapid turnover of talents, rigid operation of enterprises, and incoherent process.

There are difficulties in carrying out system management and the escalation of human rights management. Enterprises often have such doubts: Why are people so hard to serve now? What kind of management should enterprises implement?

In fact, facts are always more convincing than theories.

Careful study of some outstanding business management, it is not difficult to find that although American style management is dominant, employees of American enterprises can feel the company's warmth from time to time, such as birthday gifts, such as training opportunities. Similarly, Chinese enterprises carrying out humanized management are very important, but the general system of most excellent people is also very strict, such as HUAWEI and Haier.

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It is better to believe in books than to have no books.

Therefore, if the brotherhood is compared to a human leg, then the system is another leg; the fraternal emotion is likened to a wheel of the vehicle, the system is the wheel on the other side, and the car will not be able to leave any side.

So, in the practice of enterprise management, don't let the system hurt your brother or let your brother break the system.

If the system breaks the brotherhood, the human initiative of the enterprise will be lost, and the sustainability of the operation of the enterprise will become a problem if the brotherhood breaks the system and is in harmony.

It can be seen that enterprise management must balance human feelings and systems.

The reason is balance rather than abandonment, because human relationship management and system management are not good or bad in essence, because of the specific circumstances of enterprise management.

This requires a clear standard.

Standards are objectives and boundaries.

For example, no matter whether the system is managed by people or enterprises, the purpose is usually to mobilize the enthusiasm of employees and develop the potential of employees.

Therefore, when the human relationship is over, employees start to be lazy, not active, and the potential is not stimulated. Usually good rewards and punishments management can play an effective role in balance. Similarly, when the system is harsh, employees are depressed and unwilling to work hard, only human feelings can restore confidence and make progress in balance.

In this process,

Human nature should be sparse and not blocked.

Human relationship is excessive, and human nature has no rules. Therefore, it is necessary to have a system; the system is cool, and human nature is blocked without creation.

Only when human relationship and system cooperate perfectly, can humanity achieve itself in a relaxed and not overflowing, tense and lively environment, and contribute to the company.

It is also important to make employees contribute to the greatest extent.

I remember reading a story: that the company's most frequent salesman is always late, unreformed, punished according to the system, afraid of its antagonistic influence on performance; whether or not to influence the long-term development.

How to do it? After thinking, the company buckled its money decisively while paying wages, and on the second day, the superior supervisor called it to the office, saying that he rewarded him for his good performance, and at the same time, he talked seriously about the problem of being late.

From then on, the employee will not be late again.

Therefore, only carrots, employees are easy to be arrogant, only sticks, employees do not return home, only carrot and stick, employees can know themselves, know the company, and thus become "three good employees".

As a result, it is not too bad for a company to tear Ma Su away when human relations are overflowing, which limits the development of the company. When the company starts, the company pays attention to "sharing the same hands and feet".

After all, management is science, just a science of art.

And to become a global brand of science, science, all in the company's actual situation, is between balance and non-equilibrium.

In a non-equilibrium way, a company can easily wrestle when it walks.