Tao Te Ching and Wuwei Management

Chapter 63 "I don't know what is too high", the personality influence of entrepreneurs

Ma Yun once said, how big is the realm of life, how big is the business.The personal cultivation of managers determines their actions in business.Facing the ever-changing market conditions in a crowded shopping mall, some people are calm and leisurely strolling, while others are in a hurry, and even lose everything in a single careless move.If the manager wants to sail against the current and finally achieve the goal, how can he ignore Lao Tzu's "unique" personality cultivation?

If the manager cultivates self-cultivation and self-love, the influence of personality will not be achieved.

I don't know if it is too high.Second, honor it with relatives.Second, fear it.Second, insult it.There is not enough faith, there is no faith.Its precious words are leisurely and successful, and the people all say: I am natural. ——Chapter No.17 of "Tao Te Ching"

The best ruler, the people do not know of his existence; the second class, the people are close to and praise him; the third class, the people are afraid of him; the last class, the people despise him.If the ruler lacks integrity, the people will not trust him.A ruler should be at his leisure and not give orders at will.Only in this way can we succeed in our careers and things go smoothly, and the common people say: "This is how we are."
Lao Tzu divides the rulers into four levels, the highest level is "Tai Shang", which means that the common people do not know that there is such a ruler.This is the highest state of leadership art, and it is worth learning from by entrepreneurs.A business leader who knows how to "govern by doing nothing" does not want to let himself have so much authority, and it is not an entrepreneur's style to call for support.He not only wants to maximize profits, but also makes all employees return to their human nature and feel happy from the bottom of their hearts, allowing them to freely use their intelligence and talents to create value for the company and at the same time realize their own life value .

Wal-Mart has always been famous for its servant leadership.As early as the beginning of the business, Wal-Mart founder Sam?Walton formulated three mottos for the company: customers are God, respect every employee, and strive for excellence every day.Wal-Mart is an "inverted pyramid" type of organizational relationship. This organizational structure puts Wal-Mart's leaders at the lowest level of the entire system, employees are the cornerstone in the middle, and customers are the first.Wal-Mart advocates "employees serve customers, leaders serve employees".

This philosophy of Wal-Mart is extremely in line with the laws of modern business.For today's enterprises, the competition is actually the competition of talents, and the talents come from the employees of the enterprises.As enterprise managers, only by providing a better platform, employees will be willing to contribute more to the enterprise.Only when the superiors serve the subordinates well can the subordinates be responsible to the superiors well.Only when the employees are good can the company develop well.An enterprise is a magnetic field, and only when enterprise managers and employees attract each other can they condense greater energy.

However, many businesses do not see this.Many business managers always complain that the quality of employees is too low, or that employees lack professionalism and work slack.However, what they need to reflect most is, how much do they pay for their employees?As leaders, how much have they served their employees?It is precisely because of their disregard for the interests of employees that many employees feel that the company cannot help them realize their ideals and goals, so they have to leave.

Managers of such enterprises should learn from Wal-Mart seriously.Before Wal-Mart implements some systems or concepts, it first needs to ask employees for their opinions: "Are these policies or concepts helpful to your work? How helpful are they?" Wal-Mart leaders believe that the company's policy formulation allows employees to participate, Will easily win the approval of employees.Wal-Mart will never ignore the various needs of employees, let alone think that employees who ask for more are making trouble out of no reason.On the contrary, whenever employees put forward certain needs, the company will organize all levels of management to quickly discuss these needs, and find out the specific reasons why employees put forward these needs as quickly as possible, and then make appropriate compromises according to the actual situation , to give employees a certain degree of satisfaction.

In the eyes of Wal-Mart leaders, employees are not the company's cogs, but the company's partners. The concept they respect is: employees are Wal-Mart's partners, and Wal-Mart is the Wal-Mart of all employees.Inside the company, any employee's nameplate has only his or her name on it, but not his or her position, including the president. When meeting each other, they don't need to be called by their titles, but by their names.The purpose of Wal-Mart leaders to formulate such a system is to make employees and the company form a partnership like an ally.Wal-Mart's salary has always been considered not the highest in the same industry, but employees are happy to work in Wal-Mart because they are partners in Wal-Mart, and Wal-Mart is Wal-Mart for all employees.

In terms of material benefits, Wal-Mart began to implement its "profit dividend plan" for each employee very early. At the same time, it also implemented the "stock purchase plan", "employee discount regulations", and "scholarship plan" and so on.In addition to the above, employees also enjoy some basic benefits, including paid vacations, holiday subsidies, medical, personal and housing insurance, etc.Almost every plan of Wal-Mart follows Sam?What Mr. Walton calls a "true partnership", an honest partnership that maximizes the benefits for everyone involved, including employees, customers and the business.Wal-Mart employees truly feel that they are the owners of the company.

At this point, everyone will understand the root of Wal-Mart's continued success.This model of Wal-Mart has inspired many companies.

In China, a hotel company regards Wal-Mart as a model to learn from, "Without satisfied employees, there will be no satisfied customers." Hotel managers regard this sentence as the essence of corporate culture.The hotel has nearly 400 employees, most of whom are formal employees, and a small number of external employees. The hotel leaders first create an equal working environment and space for them. Give encouragement and training.Every year during the Spring Festival, the senior managers of the restaurant make dumplings for their employees and act as "waiters" for the employees for a day.Every year, the hotel also rewards employees with special contributions. At present, employees who have received promotion awards account for 10% of the total number of employees.The hotel also regularly organizes employees to travel, and holds parties on holidays.Just like Wal-Mart's brilliant performance, you get what you love, and the hard work of the leaders has been rewarded.Due to the first-class quality of the hotel staff, almost all guests can enjoy the "satisfaction + surprise" service.They were full of praise for it, and the restaurant business was booming.

The biggest obstacle for enterprises to conduct inaction management is the quality of enterprise personnel.Taoism especially emphasizes personal cultivation and advocates quietness and inaction, emptiness and tranquility, softness like water, selflessness and non-dispute, etc., which are the best references for the cultivation of modern business leaders.The characteristic of inaction management is to reflect the intangible actions of managers in tangible actions.In order to achieve practical results, inaction management requires managers to have a strong personality influence.And personality influence can only come from the manager's self-cultivation.

(End of this chapter)