learn psychology everyday

Chapter 31 Management Psychology--Be a manager who understands people's hearts (2)
Norwegians love to eat sardines, especially live fish.The price of live sardines in the market is much higher than that of dead fish.So fishermen always do everything possible to make the sardines return to the fishing port alive.But despite all the efforts, most of the sardines died of suffocation halfway.But there is a fishing boat that always makes most of the sardines alive back to fishing harbour.The captain strictly guarded the secret.The mystery was not revealed until the captain died.Turned out to be the captain put a catfish fish as a staple food in the trough filled with sardine fish .After the catfish entered the fish tank, they swam around due to the unfamiliar environment.The sardines were very nervous when they saw the catfish.In this way, the sardines returned to the fishing port happily.This is the famous "catfish effect".

For the "fisherman", the catfish effect lies in the application of incentives.Fishermen use catfish as an incentive to encourage the sardines to keep swimming to keep the sardines alive so as to gain the maximum benefit.In enterprise management, if managers want to achieve management goals, they also need to introduce catfish-type talents to change the relatively stagnant situation of the enterprise.

For "catfish", the catfish effect lies in self-realization.Catfish-type talents are necessary for enterprise management.Catfish-type talents emerge out of the need to obtain living space, rather than having such a good motive from the beginning.For catfish talents, self-realization is always the most fundamental.

For "sardines", the catfish effect lies in the lack of sense of urgency.Sardine-type employees have too little sense of urgency and blindly want to pursue stability, but the reality of living conditions does not allow sardines to have a moment of peace. If "sardines" don't want to suffocate and die, they should and must become active and actively seek new ways out.

The root of the "catfish effect" is a problem of management methods, and the key to applying the catfish effect is how to make good use of catfish-type talents.How to effectively use and manage catfish-type talents or organizations is a problem that managers must discuss.Due to the particularity of catfish-type talents, it is impossible for managers to manage catfish-type talents in the same way, and a considerable part of the existing management methods may be outdated.Therefore, the catfish effect puts forward new requirements for managers. It not only requires managers to master the common sense of management, but also requires managers to do something in terms of their own quality and self-cultivation. Only in this way can catfish-type talents be convinced and guarantee Organizational goals are achieved.Therefore, while emphasizing scientific management, enterprise management should be more humane to ensure the realization of management goals.

At present, the open recruitment and competition for posts implemented by some government agencies are good examples.This method can make people have a sense of crisis and work better.Likewise, most companies that fail have some warning signs that something is wrong beforehand, but a few managers, if only slightly aware of these phenomena, pay little attention to them.For example: the atmosphere of the enterprise is dull, lack of pressure, the management is comfortable and comfortable, and the employees are full of inertia. Some personnel with real ability and potential do not get the opportunity to give full play to their talents. They either leave the company or are wasted unnecessarily. Slowly lose life.

As the top leadership of the company, how to change this situation, the more popular method is to introduce catfish-airborne troops from the outside, which can indeed have a certain effect in the short term, but if the long-term introduction of high-level talents from the outside It will cause internal employees to lose opportunities for promotion, lead to a decrease in employee loyalty, and increase the turnover rate.From experience, the following three internal "catfishes" (performance management system, building a competitive team, discovering and promoting potential stars) are very important and worthy of serious exploration by companies.

From this perspective, catfish leaders should have the following qualities:
1. Act decisively and resolutely: quickly discover the symptoms of stagnation in the organization, and be able to cut through the mess quickly and solve the problem quickly and effectively.

2. Keep what you say, strong style: make scientific decisions, and be able to supervise the implementation of decisions and evaluate the effectiveness of policies in a timely manner.

3. Advocate innovation and result orientation: Advocate innovation, create an atmosphere that encourages innovation, reflect innovative ideas and benefits from business processes, job design, personnel recruitment and allocation, salary design and assessment, etc.

4. Achievement needs and forward-looking vision: Have short, medium and long-term development plans and goals, be able to foresee the direction of organizational development and the gap between existing human resources and the future, be able to effectively identify future talents, and eliminate those who are not suitable for organizational development.

5. System perspective, dare to change: be able to observe the changes and functions of the organizational system structure from inside and outside the system, not only to regard yourself as a part of the organization (compared to fishermen, catfish leaders themselves are also sardines, and fishermen are leaders), and Think of yourself as a leader in a small system, able to drive the workforce to open up the situation, break the routine, and achieve good results.

For a group of employees who are struggling for a common goal under the leadership of the leader, if the leader has the characteristics of a catfish, then the way to survive is to exercise and stimulate their own energy, at least at the same speed as the catfish, and to ensure the same Direction (corporate goal), so as not to be caught up and eaten by catfish, or squeezed to death by other sardines.

When the work of an organization reaches a relatively stable state, it often means that the enthusiasm of employees is reduced. A "harmonious" group is not necessarily a high-efficiency group. At this time, the "catfish effect" will play a very good "medical" effect.In an organization, if there is always a "catfish" character, it will undoubtedly activate the workforce and improve work performance.

The "catfish effect" is one of the effective measures for corporate leaders to stimulate the vitality of employees.It manifests in the following three aspects:
1. Implement performance management to make employees nervous.

The key to the effectiveness of an enterprise's dynamic mechanism lies in the closeness of the establishment of the employee's salary, promotion and elimination mechanism and the performance management system.

Through the communication and confirmation between supervisors at each level and subordinates on performance goal setting and performance appraisal results, the quality of management communication can be improved, and employees can make commitments to the completion of work goals and actively make efforts; the performance management process is the continuous assistance of supervisors Subordinates clarify their work, guide subordinates to complete the process of accomplishing goals, as a supervisor must clarify the results to be achieved and the specific leadership behaviors required, therefore, performance appraisal is not only assessing the supervisor itself, but also mobilizing the subordinates. Get up, and let the managers at all levels take action; the implementation of the assessment itself is the vane that the company hopes to change the status quo and seek development through reform, and employees will soon realize that all changes are taking place, thus creating a sense of urgency; Develop the best fit between personal abilities, interests and work priorities; at the same time, strengthen the joint responsibility of managers, teams and individuals in achieving continuous improvement, and drive the growth of employees.

2. Build a competitive team in the organization and create catfish teams through internal competition for corporate resources.

The entrepreneur of a small, fast-growing software company said: "For the company to grow, it must ensure that no one feels comfortable here." The company supports all teams to compete with each other for internal resources and external market resources. The orderly competition has stimulated the financial pressure, human resource pressure and development pressure faced by employees in the external market.The result is that the company's employees are always in full fighting condition.

3. Find potential stars in the organization and reuse them.

In terms of employing people, as long as we find and promote capable talents in the organization, everyone will be nervous. When there is pressure, they will naturally work hard and make progress. As a result, the whole team will be full of vitality.So what kind of employee has the conditions for such a potential star?
First of all, they must have full work enthusiasm and strong desire: usually, as long as they are given challenging tasks and greater responsibilities, they will be able to complete better performance and demonstrate work capabilities beyond the tasks they are currently undertaking;
Secondly, be ambitious and dissatisfied with the status quo; be able to drive others to complete tasks; dare to make decisions and take responsibility; be good at solving problems and progress faster than others.

Psychology class:
1. When the work of an organization reaches a relatively stable state, it often means that the enthusiasm of employees is reduced. A "harmonious" group is not necessarily a high-efficiency group. At this time, the "catfish effect" will play a very good role. medical” role.

2. In an organization, if there is always a "catfish-like" figure, it will undoubtedly activate the workforce and improve work performance.

Responsibility dispersion effect - to avoid the emergence of dependence psychology

Responsibility dispersion effect, also known as bystander effect, means that for a certain matter, if a single individual is required to complete it alone, then this person will have a strong sense of responsibility and will respond positively.But if the group is required to complete this task, the sense of responsibility of each member of the group will be weakened. When facing difficulties or encountering responsibilities, you will withdraw from me, and I will withdraw from you, and everyone will shrink back.

One monk carried water to drink, two monks carried water to drink, and three monks had no water to drink.I think this is a ballad we are all too familiar with.Why are there more and more monks, but there is no water to drink?After reading the following example, I think you will understand more deeply.

One night in March 1964, a murder occurred in an apartment in the suburbs of New York, USA.A few hours later, the homicide hit the front page of The New York Times and shocked the city of New York.The murder happened in the early hours of the morning. The incident was that a young female manager of a bar was walking alone on the way home to her apartment after she got off work in the early morning. , A gangster with a murder weapon came out.The gangster saw the single, young and beautiful bar manager, just like a mouse saw rice, and ran towards the bar manager with a knife.Seeing such a situation, the bar manager instinctively shouted loudly: "Help, help, someone is going to kill! Help, help, someone is going to kill..." Hearing the shout, some people in the nearby apartment Residents turned on their lights, then opened their windows and looked outside.The gangsters were scared away when they saw the lights suddenly turned on, and someone would run down to rescue them in the future.

When the residents upstairs saw the criminals running away, they turned off the lights as if nothing had happened, and continued to sleep peacefully.At this time, the gangster hiding next to him saw that the people in the apartment were silent, and subconsciously thought that no one would come to rescue him, so he attacked the female manager of the bar with a knife.Seeing the gangster, the female manager of the bar shouted for help again, "Help, help...".The people in the nearby apartments turned on the lights and looked out of the window again. After a look, the criminals fled again.After two such incidents, the bar hostess thought she was all right and could get home safely.But who knew that when she was about to go back upstairs to her house, the gangster appeared in front of her again and stabbed her with a knife, and finally she died at the door of her house.

After the incident, the police intervened in the investigation.Finally, it was discovered that the female manager of the bar was from the time when she first called for help until she was stabbed to death.A total of 38 households turned on the lights, and they all saw what was going on from the windows, but no one picked up the phone to call the police, and no one went to rescue the bar female manager who was in danger. .In this apartment, people from 38 households knew what happened, but so many people were helpless. This behavior of "collective indifference" seemed to drop a bomb to the city of New York, causing There was an uproar.Social psychologists John Barry and Bibo Latane have also analyzed and thought about this phenomenon.After conducting a large number of experiments and investigations, they found that this phenomenon is not just caused by people's ruthlessness or low moral awareness.Psychologists say that in a variety of situations, people's helping behavior is different.At the same time, psychologists emphasize that if a person encounters an emergency and there is only one person around who can provide help, then this person who can provide help will clearly and clearly know his responsibilities and will Do your best to help the needy as much as possible.This is because if he does not help the person in need, and the person in need lacks his proper help, leading to final misfortune or death.Then, the person who can be rescued will feel guilty and guilty in his heart, and will feel that he is the culprit that caused his misfortune and death, that is, he will be condemned by his own conscience and will have to pay a huge psychological price.But if there are many people on the scene who can help those who need help, then there will be few or no people who will go to help, or the young bar manager above will not die.This is because in the public consciousness, they will feel that there are so many people who can help him, and the responsibility to help the seeker should be shared by everyone, not just any one person.Therefore, this has also resulted in the dispersion of responsibilities, and these responsibilities are specific to each individual, and very few, and some people are not even aware of their own responsibilities.At this time, everyone's psychology is probably "If I don't go to rescue, someone will go to rescue", under the hint of this kind of psychology, the phenomenon of "collective indifference" will naturally appear, which is also the psychological " Responsibility Diffusion Effect".

Responsibility dispersion effect, also known as bystander effect, means that for a certain matter, if a single individual is required to complete it alone, then this person will have a strong sense of responsibility and will respond positively.But if the group is required to complete this task, the sense of responsibility of each member of the group will be weakened. When facing difficulties or encountering responsibilities, you will push me, I will push you, and then everyone will shrink back.Because the former needs to take responsibility independently, while the latter expects others to take more responsibility.

Therefore, this requires the leaders and managers of units and enterprises to be more vigilant. If all employees in a unit or enterprise are sprinted by the "responsibility dispersion effect", the result will be terrible. The development and growth of enterprises will be seriously affected.Therefore, as managers and leaders, in order for the enterprise to develop and grow, the first condition is to try to make employees soberly aware of their responsibilities, and let them have a sense of duty-bound responsibility. Only in this way can employees be aroused. Heart, and only in this way can units and enterprises gain a better foothold in this highly competitive society.

How can units and enterprises enhance employees' sense of responsibility?

1.change cognition

This means that units and enterprises should create an organizational culture full of proactive spirit for employees, and then slowly infiltrate the sense of personal responsibility into the hearts of employees through the organization's cultural propaganda.When the culture is appreciated and accepted by employees, it will activate the internal driving force of employees.

2.provide incentives

As units and enterprises, only by providing incentives for employees to take positive actions can employees clarify and strengthen their responsibilities.In terms of human resource management, there are several mechanisms for units and enterprises to induce incentives for employees:

① Traction mechanism, which mainly refers to tailoring career planning for employees based on their different interests, hobbies, and characteristics, and then combining with the development requirements of the organization, that is, giving employees a goal to strive for.

②Incentive mechanism, which mainly refers to the salary and treatment for employees.To know whether an enterprise's salary system is reasonable can give employees great enthusiasm. A reasonable salary system can promote employees to take responsibility better and make continuous contributions to the growth of the organization and individuals.An unreasonable salary system is prone to "responsibility dispersion effect" and "you push me, I push you" when encountering things and responsibilities.

③ Constraint mechanism, which mainly refers to the performance appraisal system for each employee.Performance appraisal is the pressure and encouragement that units and enterprises put on employees, and it can encourage employees to take on their own responsibilities.

One person is perfunctory, two people blame each other, and three people will never succeed.This should be the best explanation for the dispersion of responsibilities. As a business manager, I think "the era of eating from the big pot is over", and it is unrealistic for those who can do more work. Phenomena play a big role.

Psychology class:
1. Many people may feel that others in the group are not working hard. In order to be fair, they will reduce their efforts.This is seriously irresponsible psychology.

2. When an individual accomplishes something independently, he will have a strong sense of responsibility and will respond positively.

The Hawthorne Effect - Set up a special "complaint room"

The word Hawthorne comes from the factory used for experiments, which is the name of a factory of Western Electric Company in Chicago.Since the workers have long been dissatisfied with the various management systems and methods of the factory and have nowhere to vent their dissatisfaction, the "talking experiment" allowed them to vent all these dissatisfaction, which made them feel better and more motivated.Social psychologists call this wonderful phenomenon the "Hawthorne effect."

(End of this chapter)