The Five Basic Approaches to Management

The five basic methods of management

Do you know what are the five basic methods about management? In fact, management is a very important role in a company, because he is the core of the unity and operation of the company, so leaders must learn methods in management. So below I share with you knowledge about the five basic methods of management.

The five basic methods of management 1

1, the bottom line outline method

To give everyone a bottom line outline, who touches to deal with who, ruthless, and will soon be able to form an atmosphere of respect to.

To manage a team well, not to develop a few bottom line of the outline is not, that is, you must clearly tell your team members, which is not touch the bottom line, who touched the bottom line is against the company, is against the leadership is against the boss.

As long as the bottom line is violated, he can not survive in this team, which is a kind of simplest constraint on all employees.

You can catch some typical at the beginning, and over time the awareness of the rules will be generally formed, the whole team atmosphere is also formed, and then do the management becomes relatively simple.

2, the rules of the game method

This is the leader of the most skilled a way, through the development of a variety of rules of the game, that is, we are usually talking about the system and regulations to constrain the subordinate's behavior, or is to find some excuses to control their subordinates.

Regardless of the size of the team must develop the rules of the game, within the rules of the game, you can do humane management, you can also do humane management, as long as you do not cross the rules of the game can be.

Thus, the rationality of the rules of the game is very important, the primary focus of the work is to develop reasonable rules of the game, as far as possible to take care of the general interests of everyone. The better the rules are formulated, the better they are implemented, and the simpler the management of the team becomes, which is a core responsibility and task of the leader.

3, natural elimination method

Through constant PK, through the competition between each other, those who are not able to adapt to the environment, or the level of the lower level of people, through the natural elimination of the method to let them out of the game, which is the leader to control the subordinates of a very important way.

No matter what approach you take, you can't avoid having a few jerks in the team, some disobedient people, so you have to clean up the team on a regular basis, and then replenish the fresh blood, in order to ensure the vitality of the whole team.

Leaders can not let the players long-term lethargy, natural elimination method, test every do leadership vigor.

Many leaders do not dare to do so, for fear of team turbulence, remember that if a team is dead, no vitality, rather than this, it is better to break the boat, a thorough team to update and clean up, in order to be able to form an upward atmosphere.

4, knocking the tiger method

If there are some people do not listen, or can not be controlled, then take this approach, to allow some people to sacrifice their own interests, and even from their own team inside the complete removal of the Bureau, which is called knocking the tiger.

This method is simple and easy to implement, you must set up a number of typical and benchmarking negative typical or poorer performance of the team's typical, to take strong means, resolute to be dealt with seriously, so that we can see, so that we can feel, so that we feel that there is a kind of invisible hand behind the back of the supervision of them, so that the team the vast majority of people do not dare to wantonly, which is called the balance of constraints, also called the This is called balanced constraints, also called knocking the mountain to shake the tiger.

5, individual breakthrough method

Leaders should be based on the characteristics of the players themselves, one by one, thought management, the team taboo ganging up.

This method applies to any type of team, remember that the leadership is mainly to do ideological work, and then unify everyone's thinking, so that everyone in the team inside their respective duties, each do their part, as far as possible, to the team to create a very good atmosphere for the officer, you need to understand the movements of each team member and the state of mind, which is called each breakthrough, the management is personalized, you also use a personalized approach to do each breakthrough, the management is personalized. You also use a personalized way to do each breakthrough, the effect is very good.

The five basic methods of management 2

Problems of enterprise payroll management

First, the payroll system is decoupled or misaligned with the business strategy

The payroll strategy is different, and the payroll strategy should also be different. Enterprises in different stages of development, pay system is not the same. From the current reality of human resource management, its away from the business strategy is still very far. Many enterprises still only take human resources management as administrative logistics class view, some enterprises even if the establishment of the human resources department, but also did not really implement the idea of human resources management, human resources in the company's overall operating system lack of rational in-depth positioning. When the enterprise enters a different stage of development, the salary strategy should have corresponding changes, the vast majority of enterprises' human resource managers have not been authorized to make appropriate adjustments to the salary of the employees. Compensation management has not been fully supported by the top decision makers, which has led to the misalignment of the compensation system with the business strategy.

Second, the payroll design, management does not meet the principle, there is a great deal of arbitrariness

The design of the payroll system must meet the three principles, namely, external competitiveness, internal fairness, and personal fairness. At present, many enterprises in China in the design of the pay system, can not accurately access the overall market situation, the collection of information lack of real reliability, the determination of salary levels lack of strong market data support. Secondly, there is a lack of scientific job evaluation system, the enterprise through the job evaluation to determine the position and salary level, but in practice it is easy for managers to subjective influence, due to the leadership of different degrees of importance, there is this position level set very high, some positions set very low. Some companies just use a simple sorting method to rank, the same level of the same class of jobs categorized into files, unscientific job evaluation, resulting in the unfairness of the payroll within the enterprise.

Three, the blind use of pay secrecy system, resulting in unnecessary 'trouble and problems

Pay secrecy system is not new, it is to a certain extent to prevent the staff in the wages of the blind comparison behavior, is conducive to the company in the pay adjustment on the flexible elasticity. But in fact, this system does not achieve the expected results. For one thing, employees are driven by curiosity to inquire around, which leads to mutual speculation among employees and slacking off, so the secret salary system is in vain. Secondly, the fairness of salary is not only reflected in their own efforts but also in the comparison with others. The system does not effectively motivate employees to work hard. Thirdly, the system is not conducive to the development of various activities to improve productivity and motivation. The pay system should be open, the pay system encourages what, against what, with the role of guidance and communication, is conducive to eliminating the resulting deterioration of employee relations, easy to obtain the support and trust of employees.

Fourth, the incentive power is not enough, the lack of performance management system support

The incentive mechanism of the pay lies in the vertical job promotion and horizontal pay increase in two aspects. With the increasingly flat organization, the job hierarchy chain is slowly shrinking, the traditional pay system incentive effect has a significant downward trend, its results-oriented deviation from the goal, can not enable employees to continue to acquire new skills, support the development of performance. Although the compensation system designed with the idea of broadband compensation has appeared, there are few successful cases in actual operation due to the limitations of the scope and conditions of implementation. In addition to horizontal incentives instead of vertical incentives, ignoring the role of vertical incentives, making promotion a more difficult thing, but also easy to cause the opposition of the enterprise employees.

Fifth, the embarrassment between the employee's personal ability and performance

The traditional pay system takes into account the job skills, performance and other characteristics of the impact on the employee's salary, while ignoring the impact of the employee's personal ability or quality of pay. In the payroll design, the question of whether to pay for the ability of the employee is often confusing to the enterprise. If not for the ability to pay, the staff ability to improve the motivation from where? If the ability to pay, then what ability as the basic pay? How much should be paid? For these reasons, there is a dilemma when designing compensation - the enterprise pays for the ability but needs to bear the risk of not obtaining the required performance; the enterprise does not pay for the ability, resulting in a lack of motivation to improve the ability of employees and affecting the performance and talent development mechanism.

Sixth, the welfare system is not perfect, bonus rewards in the form, difficult to play a role in incentives

The perfect welfare system to attract and retain employees is very important, it is also the enterprise human resources system is an important symbol of the sound. A well-designed welfare program not only brings convenience to employees, lifts worries and increases loyalty to the company, but also saves on personal income tax expenditures and improves the company's social reputation. The reality is that many companies in the plant and equipment investment enthusiasm is very high, but to the staff for social insurance is not willing to save on the province. Due to the imperfections of the social insurance system, the sense of security and belonging of the employees of the enterprise is not strong, and the company's salary is not attractive.

Seven, poor communication, pay system effect bias

Although many people have recognized the importance of communication, but the fact is that: poor communication is almost every business there are old problems, the more complex the enterprise's institutions, the more difficult it is to communicate. The more complex the organization, the more difficult it is to communicate. In the communication work on human resources development, incentive pay is undoubtedly the best means of communication, through a clear quantitative evaluation, the enterprise and the staff can accurately reach the required communication goals. In reality, the vast majority of domestic enterprises have never put communication with employees on their agenda. Employees somehow received a bonus, but do not know where to come from, why give him these bonuses, no one to tell him which work well, which work is not good, the heart of the many doubts, was originally the best incentive for employees, but because of the lack of communication mechanisms, and did not play the expected incentive effect.