No regrets ninety-two

Chapter 227 System and Human Nature

It's actually not easy to be a shopkeeper. If you really don't care about anything, the company will soon lose control and become a mess.

Therefore, in order to be a qualified hands-off shopkeeper, Wu Xiaozheng must establish rules and control the most critical things.

"From today, the company's senior management will hold a meeting at a fixed time every week to sort out everything. The time does not need to be too long, but the issues must be coordinated. If I have time, I will participate in this meeting."

"The production and sales sides also organize their own meetings every week to summarize in time, solve problems in time, and straighten things out."

"The format of the meeting can refer to today's model."

In fact, Wu Xiaozheng still has a lot of rules he wants to establish, but this has to be done slowly, if it is too hasty, everyone will not be able to digest it.

Regarding enterprise management, Wu Xiaozheng had attended many training courses in his previous life, including some famous training instructors in Hong Kong and Taiwan.

In this regard, he appreciates some of the more mainstream views of Hong Kong and Taiwan enterprises.

One of the mainstream views is about the management model of the enterprise.

There are three types of enterprise management models, one is humanized management, the other is institutionalized management, and the other is both.

The mainstream view holds that a company that starts from scratch will inevitably go through a process of humanized management, institutionalized management, and then comprehensive management of the two in the process of healthy development.

Only in this way can it develop and grow more smoothly.

Wu Xiaozheng felt that this was very reasonable.

Take the current food processing factory as an example.

According to general thinking, since Wu Xiaozheng has experience in this field, he should have perfected the company's various systems from the very beginning and strictly followed the system to operate normally.

But Wu Xiaozheng knew that this might not be a good thing.

This is because the system is dead. On the one hand, it can regulate the behavior of the company's employees, but on the other hand, it will limit the creativity of the employees.

Take sales as an example. For a food processing factory in its infancy, the products are new and the market is new. Even Wu Xiaozheng himself is groping forward. develop.

Therefore, the best way is to give it to Liu Zhijun, and let him standardize and improve it step by step after discovering problems in the development. The system formulated in this way is the most suitable system for the development of food processing factories.

Also, in the current situation where there are not many salespeople, because of the existence of Liu Zhijun, he can manage these people well with his prestige and affection. If he insists on the system, it will affect the relationship between brothers affection.

This is not necessarily a good thing, so it would be more effective to improve the system after problems arise.

This is the humanized management in the early stage of the company's development. People management is more flexible, effective and warm than system management.

Of course, when there are too many people, there will be limitations in humanized management, which will cause managers to be overwhelmed and lose sight of others. At this time, it is necessary to introduce a certain system for management, and everyone will act according to the system.

Just like Jiang Lihua's production department.

When there are only three or five employees, she can use the humane way of managing people, but when there are too many people, she can't manage it. At this time, she must start grouping, and then introduce a system to manage people through the system .

Although these two examples only involve part of the sales and production links of food processing plants, they are enough to illustrate the changes in the company's management methods in the initial stage.

In short, when the number of people is small, humanized management may be more efficient and can give full play to everyone's subjective initiative, but when the number of people is large, humanized management will not be able to manage it. At this time, it is necessary to change to the system management.

But institutionalized management also has a problem, that is, cold, rigid, and impersonal.

When an enterprise develops to a certain level, it needs corporate culture and human touch to condense the sense of belonging of employees, let everyone feel like a master, and give full play to their subjective initiative and creativity. At this time, it is necessary to introduce humanized management to form humanized and The comprehensive management of the system is more effective.

Of course, food companies still have a long way to go before this stage, and Wu Xiaozheng still has plenty of time to think about it slowly.

"Let's start the formal meeting."

Wu Xiaozheng shifted his thinking from the consideration of system and human nature to this meeting.

"I know that everyone has a lot of things to say, but in order to ensure the order and efficiency of the meeting, we will take three steps. One is to report the latest progress of each, the other is to raise existing problems and difficulties, and the third is to negotiate and solve problems."

Wu Xiaozheng first finalized the process and format of the meeting. After everyone gets used to this procedure, future meetings will become orderly and efficient.

Because he hadn't been in charge for many days, Wu Xiaozheng needed to know a lot.

Let Wu Minxia start the conversation, after all, she is the overall person in charge and executor of the company.

Wu Minxia has been holding back for a long time, and it is not easy.

But according to the meeting steps set by Wu Xiaozheng, she still can only start from the first step.

"The company's license has been issued, the procedures for the factory land are also going through the process, and the agricultural business cooperation plan is also closely cooperating with the town government, and it has been successfully launched..."

Wu Minxia is in charge of the overall operation of the company, so in the early stage, she mainly dealt with a series of trivial but important chores such as running the company license.

Generally speaking, her progress is still very smooth, even smoother than Wu Xiaozheng imagined.

Of course, she still has a lot of questions in her stomach that she hasn't said yet.

It was Liu Zhijun's turn.

"On the sales side, since Li Xiangyi and other four people came in, the market expansion has been smooth, and the number of sales outlets is increasing every day. So far, each of the five major markets in the urban area has expanded to five. We have also expanded into some small markets above the sales outlets.”

"In addition, we have also started to expand the township market, and now it seems that the effect is quite good."

"From the perspective of sales performance, the sales during this period have stabilized at more than 6000 yuan, and yesterday it broke through 7000 yuan. Today, there should be an increase. If the output of the production side can keep up, this The numbers should increase substantially.”

……

Liu Zhijun finished the report with a smile, and then he saw that Wu Xiaozheng seemed to be distracted.

Wu Xiaozheng was really distracted.

His distraction was naturally due to the explosive growth in income.

He remembered that in the few days before he went to school, the daily sales were about 2000. He didn't expect that after a few days, it would increase so much all at once, which was far beyond his expectations.

It seems that money is really easy to earn in this era.

(End of this chapter)