Work instead of being a boss

Chapter 5 Creating Your Own Business (5)
People who talk on paper seem to have the great wisdom to plan for success, quick-witted, clever in conversation, commenting on the merits and demerits of the predecessors like picking something out of a bag, and seem to have a conspiracy in their hearts, but they are poor in judging the situation of things and can't act according to circumstances.It is precisely because I have never experienced the difficulties in dealing with all aspects of specific things that I easily deny the abilities and achievements of others. Once faced with actions, I am at a loss. What seems wise and decisive is actually hasty actions.What they lack is the ability to correctly sort out ideas and grasp the key thinking experience and management ability in complex situations. They often issue action orders based on similar events remembered in their minds, act according to experience, and are not good at adapting to changes.

People who lack courage are such people who have great wisdom and can plan great strategies, but in the end they feel that their courage is not enough to act, they are more than conservative when things happen, and they are not aggressive enough, so they dare not take risks.Good at handling affairs step by step, not suitable for solving emergencies, and does not have pioneering spirit.

People who are overly dependent use their boss as their backer rather than the company as a workplace; care too much about retirement, seniority, and security; like to do simple jobs; want to take on a single job role; like routine, transactional work; Dislikes making decisions; depends on others to get work done.

Selfish person Shows self-centeredness from work history; disloyal to company; never does more unless paid for; lonely; likes to manipulate and take advantage of people; too concerned with status and what it symbolizes power; likes to brag; likes to blame others; seeks fame.

People who pursue ease and enjoyment have the attitude of having fun first and then work; they don’t do things they don’t like, especially like to "ask for leave"; they are looking for flexible jobs.

Naive people have unrealistic expectations for work and treatment; overestimate their abilities; in previous jobs, they often show poor judgment; daydream, fantasize about success, but do not work hard to pursue it; Thoughts assume that they can perform miracles.

People who don't want to take responsibility People who commute on time from [-] to [-]; have little interest in self-improvement; have no interest in developing personal careers; like to shirk responsibility; don't want to travel far (including business trips).

People who lack self-control are easily depressed; have a fickle temper; cannot accept criticism; have poor interpersonal relationships; have accidents due to bad temper;

A reckless person who has been unstable at work, acts on impulse; spends too much; often makes inappropriate and irresponsible comments.

Excessively obedient people are excessively "filial" to their superiors; well-dressed; extremely punctual; conservative in their views; and excessively respectful of authority.

The showy person is interested in being the center of attention: seeks to be the center of attention; cannot distinguish between notoriety and true honor; dresses well; takes excessive pride in luxury possessions; Pay too much attention to the symbolic meaning of status; often use poor health as an excuse to attract others' attention; excessively fond of debates and performances.

People with a destructive tendency complain constantly about people; unnecessarily rebellious; excessively critical of others, previous employers, colleagues, classmates; have a dangerous driving record; have consistently poor personal finances.

To run a company is to "run people"

If an enterprise wants to achieve great development, it must establish a high-level management team and establish an international operation mode. For this reason, our entrepreneurs are always trying to find a balance, introducing a high-level management structure while not allowing This kind of structure annihilates the creativity of the enterprise, which is a particularly big challenge for the enterprise.A CEO of an enterprise once said that when an enterprise has only a dozen people, it is generally very creative, enthusiastic and efficient, but when the enterprise grows to more than 100 people, if there is no one fixed The structure will be more chaotic.This kind of chaos leads to the task not being completed in time, and the internal friction caused is still relatively large.Disorganization has certain benefits, that is, the spirit of creativity, but it also brings a kind of low efficiency, so structure must be introduced.However, the introduction of structure makes the company's corporate culture more rigid, personnel relations are not coordinated, and decision-making mistakes occur.This requires you to create a good corporate culture, both structural and creative.From this perspective, running a company is essentially "managing people".Liu Chuanzhi, the former chairman of Lenovo Group, organically combined running a company with running people, which laid a solid foundation for the take-off of Lenovo Group. His basic approach is: to change the concept of talents.

General scientific research institutes value achievement appraisal and ignore market economic benefits, and value research and development while ignoring sales and after-sales service.If these concepts are not reversed, enterprises will not be able to grow and develop.

There is no climate without goals

Life is short, you must cherish your rare life and realize your wishes in this limited time.Of course, people have different goals in different societies, backgrounds, and periods.

In the arena of life, it is difficult to succeed without setting goals.Many people do not lack confidence, ability, and intelligence, but they have not set goals or have not selected the right goals, so they miss success.

When doing business, businessmen should first pay attention to their business goals. When setting goals, they can adapt to their personal reality and environment, and will never set their goals out of reach.Secondly, after establishing a goal, they will go all out to achieve success, and they will never give up halfway or stop their struggle at will.

Britain's David Brown is an obvious example.The process of his fortune is the process of realizing the goals he established in his life.He was born in [-]. His father ran a small gear manufacturing factory. It has been operating in a miserable state for decades, and he can only earn a little living expenses.

Despite this, Brown's father is still a clear-headed person, summed up the lessons of his failure to choose a good goal, and pinned his hopes on his son.For this reason, on the one hand, Brown is strictly required to be diligent in studying and reading.On the other hand, he was allowed to work in his own gear factory every holiday, working as hard as the workers without any special care.

Under the education of his family, Brown worked in the factory for a long time, developed the spirit of hard work, became familiar with the knowledge of industrial technology, and formed his own goal of struggle.But Brown's own goal is not in the gear factory, but to use his accumulated experience in the gear business to strive for the goal of racing car production.

Through observation, he found that the use of cars had become popular at that time, and he predicted that car competitions would become a popular entertainment for people.In this way, he overcame many difficulties and established David Brown Company, investing heavily, hiring experts and technicians for design, and adopting advanced technology and equipment for production. In the International Automobile Contest held in Belgium in [-], the "Martin" brand racing car produced by Brown won the championship in one fell swoop, and David Brown Company became famous in one fell swoop.

The reason why a person is successful is that he has found the direction of life.The goal of struggle is the core of a person's motivation. It can change a person's values, beliefs, decision-making patterns and behaviors, and then empower actions.

flexible management

People who are bosses want to make good profits for their business, but worry about not being able to think of a good solution.The following are the original management methods of several foreign companies for your reference.

In the mid-[-]s, the labor productivity of Beechcraft Aircraft Corporation of the United States was declining day by day. In order to reverse this disadvantage, they introduced the "labor productivity meeting" system.The specific method is: the company selects [-] representatives from nearly [-] employees to participate in the labor productivity meeting.If any employee of the company has a reasonable suggestion, he can find a representative at will, and the two can fill out the suggestion form together.Delegates then submitted this recommendation to the meeting for review.After the review, bonuses of varying amounts will be awarded to the suggesters according to the effect of the suggestion.

This move fully mobilized the enthusiasm of employees and brought huge economic benefits to the company.

MBB is an airline company in Germany.Walking into this company, you can see that employees who commute to and from get off work put their ID cards into the electronic calculator, and the calculator automatically displays how many hours the employee actually worked during the week.This company is implementing a flexible commute system, and the results of labor are the only content of the assessment.The company does not limit the working hours of employees, but only requires employees to complete tasks according to quality and quantity within the required period, and pay wages and bonuses according to the quality of work.

Due to the certain flexibility in working hours, the employees of this company can sign commuting time with the company according to their work tasks and their specific circumstances.The advantage of this is that employees avoid traffic congestion during rush hours, solve the difficulty of asking for leave when personal and family emergencies occur, and respect the rights and interests of individuals to the greatest extent.After the introduction of this move, it was welcomed by the employees. The enthusiasm and sense of responsibility of the employees have been greatly improved and strengthened, and the company has also obtained rich economic benefits from it.

A factory in South Korea introduced a special management system not long ago.The main content of this system is: workers take turns to be the factory manager for a day.On the day when workers become factory managers, they have the right to handle official affairs in the factory.If the workers of the factory have criticisms about the work of the factory manager, they must record them in detail and circulate them to all departments.The supervisors of various departments should promptly correct the work of their own departments based on criticisms.

As the workers take turns to be the factory director, the gap between the factory director and the workers is virtually eliminated, and more importantly, the centripetal force of the workers to the enterprise has greatly increased.Through the implementation of this system, the factory's management costs have plummeted, saving several million dollars in the first year.

After Jack took over as the president of General Electric, he formulated the "all staff decision-making" system.That is to say, all employees of the company can participate in the decision-making discussion meeting and jointly decide the affairs of the enterprise.

On the one hand, this approach has cracked down on the bureaucratic style of high-level leaders and reduced cumbersome procedures; on the other hand, it has fully mobilized the enthusiasm of middle- and lower-level employees and used their wisdom to create wealth for the company.This trick is very effective. It not only brings vitality and benefits to the enterprise, but also makes Jack Welch an excellent entrepreneur.

For an enterprise to grow stronger in the competition, the key is to give full play to the production enthusiasm of all employees, that is, to liberate productivity.The main factor of productivity is that people are not things, people have feelings and thinking.If the company treats employees as human beings instead of animals, the employees will naturally know.

In the above four companies, they took the initiative to loosen certain systems that were tied to employees, that is, the ropes; they treated employees as human beings, making employees feel that they are the masters of the company, so their production and economic benefits improved rapidly.It should be said that whether it is a partial or overall benefit, it is created by the employees, not what the leaders say.

Benefits always come from the hard work and wisdom of the employees.

(End of this chapter)