How to optimize the method of organization management

Introduction: the attributes of the organization determines that the organization itself has its own characteristics, as a collection of people who need to make a commitment to the goals and efficiency, we need to restore the organization's own characteristics. According to the division of management objects include: human resources, projects, funds, technology, markets, information, equipment and processes, operations and processes, cultural systems and mechanisms, the business environment and so on.

How to optimize the organization's management methods

1, strict quality management to improve

Enterprises to survive, to develop, the first step is to strengthen the quality of awareness of the enterprise to improve the quality of the product, the first to establish ? Quality first, the user first? The idea, from product research, development, design to production until packaging, storage, transportation and other aspects, should be strict quality control. Strict quality management, a quality assurance system should be established to improve the management network in order to organize, coordinate, inspect and supervise the quality of work. Secondly, we should establish and improve the rules and regulations, focus on prevention and implement the whole process of management. Because good products are produced, rather than tested, so we must eliminate unqualified products in the process of the trip to prevent, check the combination of prevention, prevention is the main focus of quality management, focus on prior control of unqualified products in the design and production of the same into a strict post-check.

2, strengthen the site practice management

I said the site management is the use of scientific management systems and methods, the site of the various factors of production, including: people, machines, materials, energy, law, the environment, etc., through the planning and organization, coordination, control and incentives for the management, so that it achieves a reasonable preparation and optimization of the combination. In good condition, maintain normal operation, in order to achieve high quality, high efficiency, low consumption, balanced, safe production, in fact, on-site management is also directly related to the image of the enterprise, but also a measure of the level of management of an enterprise is one of the main signs. First of all, we must develop standards to achieve the rules to follow, and secondly, strengthen the guidance, supervision and inspection, to achieve orderly logistics, equipment intact, strict discipline, clean environment.

3, strengthen the team's strategic management

The first line should be from the new product strategy to achieve the production of a generation, the development of a generation, that is, to eat one, look at the two, think of the three, to be in competition to achieve the people do not have I have, I have the best, the best of the best, I turn, so as to grasp the initiative of the market, so that it will not be eliminated in the fierce competition in the market.

How to optimize the organization of the enterprise?

Organizational optimization should be adjusted to achieve? The three appropriate?

Adaptation: whether to adapt to the needs of enterprise development and the basic requirements of management science; the scale of the enterprise, the market share of enterprise products whether to produce the inherent need for adjustment, the general performance of the signs are: despite the expansion of the enterprise scale, the increase in personnel, but the speed of the enterprise efficiency enhancement does not match the enterprise internal uncoordinated, shirking of responsibilities often occurs, the internal coordination work Often need to be coordinated by higher leaders. The original department, the post can not adapt to the development and survival of the needs of the enterprise, the department manager, the post staff obviously feel that the work do not know why, do not know who for, out of sight, numbness, negative or positive chaotic for.

Timely: whether the enterprise is not adjusted to achieve better results in time; whether the adjustment or optimization in the right time; whether in the appropriate amount of time in advance (relative to the level of business management, personnel mentality, personnel quality, etc.) under the; whether it will be because of the institutional adjustments for a long time to disrupt the business of the original by the normal order of business and production; whether it will help the enterprise to set foot on a new starting line for future development; whether it will help the enterprise to set foot on the new The starting line; whether to promote rapid improvement in business performance, management standards; whether it has? Half a step back, further or two steps forward? The result is that it is not just a matter of time, it is a matter of time.

The right talent: whether there are suitable personnel or institutions to optimize the adjustment; whether the company can be widely found for the use of talent; whether to maximize the role of existing talent; whether to explore the potential of existing talent; whether the introduction of urgently needed talent and so on, in short, whether the maximum reasonable use of human resources.

Secondly, the division of labor should be clear, conducive to the assessment and coordination

On the existing basis to improve the uncoordinated organizational relations, prevention and avoid the friction that may exist in the future relationship, the optimization of the performance of the results should be a clear function of the department, the rights and responsibilities in place, to be able to carry out the evaluation and assessment, the interdepartmental management of the link, the coordination of the work program, the management of the company's system can be effectively implemented. The company's management system can be effectively implemented.

Once again, the department, the job set up with the cultivation of talent, to provide a good space for development

Optimization of adjustments to the department and the job, not only to disregard the existing personnel, but also to take into account the comprehensive consideration of the staff; can not be in order to take care of the relationship between human beings, the establishment of the human department or position; at the same time, but also to take into account the existing personnel's conduct, the ability and potential needed for the development of enterprise Development of the ability and potential needed, etc., in the character of a guarantee, with little risk of training value under the premise of consciously combining departments, positions and talent training, ? The enterprise is a platform for personal development. The concept of the enterprise is a platform for personal development, which is reflected through the employment of specific employees in the department or post.

Effectiveness: doing the right thing

Effectiveness is the ratio of actual output to expected output. The efficacy of the organizational structure refers to its role in supporting corporate goals, promoting corporate strategy, and ensuring that the company meets the needs of its customers. Effectiveness is related to ? Doing the right things? If the organizational structure in these three aspects of the function is not outstanding, organizational efficiency, but also because of the direction of the problem on the enterprise more harm than good.

How to judge the effectiveness of the organizational structure? (1) Look at the last few years to see whether the enterprise goals set reasonable, whether as scheduled to achieve. If not realized, whether there is an irresistible policy, market, environmental reasons. If such reasons also exist, also analyze the enterprise's behavior in crisis event response, development forecast analysis, opportunity and risk research. (2) Look at the situation of enterprise development strategy formulation and implementation. (3) Look at the difference between the requirements of the new strategy for the function of the organizational structure and the historical performance of the corresponding function of the organizational structure. (4) Look at the level of customer satisfaction of the enterprise.

Organizational structure affects the effectiveness of the main factors: corporate governance structure, management model, key functions. The corporate governance structure is a check and balance mechanism between the main body of corporate interests, which organizationally determines the positivity and initiative of the operator as well as the standardization of behavior, and determines the level of decision-making and supervision of the enterprise. Management mode is the basic management style and policy of an enterprise, which has an important impact on the degree of centralization and decentralization, the level of institutionalized management, and the method of setting up subsidiaries or secondary institutions of an enterprise. Key functions are a kind of an enterprise? barometer? , in terms of? technical aspects? determines the effectiveness of the implementation of corporate goals and strategies. Enterprise goals and development strategy, determines the key functions at a particular stage, requires the allocation of sufficient human, financial and material resources, requires other functions to key functions to support and support. Key functions, determines the key activities, also determines the corresponding departments and their activities in the enterprise's important position.

China's state-owned hotels from 1997, the whole industry began to lose money, while foreign-funded hotels are profitable. This is not only the management level and market positioning issues, largely because of the differences in business strategy. Foreign-funded international hotels, has long been included in the international booking network system, sufficient sources of customers, such as six state hotel group, there are 3,200 hotels around the world; Marriott International Hotel Group, there are 2,100 hotels around the world. In contrast, with the group advantage of state-funded hotel group scale advantage is still not obvious, such as Jinjiang Group, the largest domestic, domestic is more than 50. State-funded hotels either for single-unit characteristic operation, or through the scale of operation to avoid the risk of single-unit mass operation. If the latter strategic model, it is necessary to reconsider the corporate governance structure and management model, as well as the division of key functions.

The most important reason for the collapse of many of Wall Street's leading securities firms in 1969 and 1970 was their failure to organize customer service as a key function. The exception was Merrill Lynch, which emerged from the crisis as a giant in the securities trading industry because it operated customer service as a key component.

Efficiency: doing things right

Efficiency is the ratio of actual output to actual input. The efficiency of an organization's structure refers to the ability of the structure to play a role in the enterprise's ability to deliver new value to the enterprise in exchange for an investment of resources and time. It manifests itself in two main ways. One is the efficiency of the enterprise's internal business operations, and the other is the speed of response to the enterprise's external technology, customer demand, and market changes. Efficiency is related to ? Doing things correctly? The efficiency of the organizational structure is ? double-edged sword? : high efficiency accelerates both right and wrong behavior; inefficient organizational structures slow down right behavior with internal friction and hinder wrong behavior with sluggish inertia. But, all business organizations strive for efficiency because businesses assume, and strive to? to do the right thing? Highly efficient organizations, guided by the right strategy, enable businesses to compete in an increasingly competitive marketplace ? fast fish eat slow fish?

How to determine whether the efficiency of the organizational structure is high or low? (1) Look at the completion of the enterprise plan. Such as weekly plans, monthly plans, quarterly plans. (2) Observe the phenomenon of shirking responsibilities. (3) Research or interview people's sense of accomplishment and satisfaction with their work.

The completion of the enterprise plan, to a large extent, is a visual reflection of the efficiency of the organizational structure; in order to exclude the impact of interfering factors in the analysis, we must pay attention to the completion of the short-term plan, and the completion of the various types of plans for the enterprise to compare, as well as statistical analysis of the same plan, but also with reference to the situation of the benchmark enterprises to compare and contrast the study. Shirking of responsibilities in addition to people's subjective factors (depending on the level of human resources management), often overlapping functions between departments, the responsibility is not clear. Process design red tape is not smooth will make people feel frustrated with the work, the enterprise is like a whole bunch of gears to solve only a pair of pulleys can be solved transmission problems.

The responsibilities and rights of the positions in the enterprise is not defined standardized, clear, business processes are not the use of information technology, and the design of scientific and concise, the exception of the business processing mechanism is not perfect, the departmental setup and functional divisions are not based on the process needs, the organization's internal information flow channels are not smooth, interdepartmental coordination mechanism is not effective, etc., all have an important impact on the efficiency of the organizational structure. The important impact of the organizational structure efficiency.

Most of China's private enterprises after rapid growth, will feel gradually committed to most of the state-owned enterprises only have? Bureaucratic, rigidity, tug of war? The disease. This is because, when the enterprise started to build a house on it, the output and variety of products more, on the side and then build a, or build a shed to make do. The cumulative result is a clutter of small and humble cottage area. How can we install advanced production lines? Tearing down the east wall to patch up the west wall certainly does not work. You need to start over and build a new building. This is the motivation for process reengineering, and the inevitable organizational structure from local optimization, mild adjustment to complete change.

Safety: doing things last

Safety is an investment in the future now. The security function of the organizational structure is the assurance of organizational results for the continuity of business operations. It is manifested in four ways. (1) financial security. Funds are not lost, and cash flow ensures the normal operation of the business. (2) Quality security of products or services. Compliance with relevant standards and norms, no quality accidents. (3) Asset and personnel security. Not only the preservation of assets and personal safety, but also refers to the correct use of fixed assets and the full use of backbone personnel to prevent the loss of talent knowledge management in order to precipitate the essence of the individual and refine the company's wealth. (4) Production operation. Production order, production status, business behavior legal and compliance. The minimum goal of the enterprise is? Alive? and the highest goal is? living for a long time? If efficiency and effectiveness are to enable the business to? alive? and live more nourishing? then safety is about keeping the organization? can live healthily all the time?

How to determine whether the security function of the organizational structure is normal or not? (1) Analyze the status of the enterprise's capital loss ratio, doubtful accounts, accounts receivable, prepaid accounts, bond issuance, debt, credit guarantees, and stock market performance. (2) Analyze the implementation of quality standards for products or services and the improvement of quality standards. (3) Analyze the status of asset and personnel preservation, security situation, asset utilization rate, personnel turnover rate, and intangible asset management. (4) Statistical analysis of production and safety accidents, purchasing behavior, sales behavior, etc.

Organizational structure design, is not the importance of the organizational structure of the security function, the division of functions of the relevant departments, the definition of responsibilities and rights have a great impact. Enterprises after the start-up period, the growth period, in the maturity period, or the second venture, to pay attention to strategic management, basic management, organizational culture construction at the same time, through the sound departmental establishment, from the organizational structure to strengthen the design of the security function, for the healthy and sustainable development of the escort.

With ? Huiren Renbao Oral Liquid? and? Jiangxi Huiren Group, which is famous for its products, has implemented organizational changes this year. The group newly established the Department of Operations and Security, set up under the Internal Audit Center and Marketing Supervision and Audit Center, will be scattered in the supply department of the procurement behavior supervision, marketing department of the sales behavior audit, financial audit of the Department of Financial Supervisor, as well as the newly added audit of the departure of the centralized, strengthened the unified management and coordination. The Department also centralized the original directly under the Group's Legal Affairs Department, the Security Department, just like a kind of organizational structure security functions ? The collection of the mastermind?

Seeing, hearing and asking, discursive analysis

The function of the organizational structure, is closely linked with the enterprise's human resources, the stage of enterprise development, the nature of the business, the organizational culture, etc., therefore, for the organizational structure of the pulse, can not be isolated on the organization of the organization to see the organization to be used in a systematic, linkage, developmental point of view to? The systematic, connected, developmental point of view to?

High-performance, high-efficiency and high-security are the three main goals of the organizational structure, but also the goal of corporate behavior. Organizational structure provides an objective platform for business operations, but also requires business leaders, managers, technicians and front-line employees to play creativity to give it life. On the one hand, the design of the organizational structure itself, should be in the process, departmental division, function definition, responsibilities and rights of the 'norms for high efficiency to lay the foundation; on the other hand, only the human subjective initiative to be fully mobilized, in order to let the efficiency of the organizational structure to fully embodied, and get the results of high performance, high security. Personnel appropriate, the top and bottom of the same desire, in order to be united.

Enterprises in different stages of development, the function of its organizational structure is also very different. In the start-up period, high efficiency is the direct goal of its pursuit, and high performance is only available to a small number of companies. The early stage of entrepreneurship enterprises with high operational efficiency, faster response speed to the outside world, is determined by its simple linear or linear functional system structure and a high degree of centralization, the boss of the enterprise on the staff of the observation and control are very direct. After entering the growth period, the market competition becomes more and more intense, the enterprise is more concerned about the rate of return on invested resources, the cultivation of competitive advantages, as well as the continuous reduction of costs. This has higher requirements for management mode, process design, clarity of responsibility and rights, and rationality of function and department division. To the maturity or the second business stage, the enterprise is more concerned about the internal control, concerned about the enterprise lasting business, so the security function is emphasized in the management of the organizational structure.

No need to use the nature of the business on the organizational structure of the requirements of the function is also biased. High-tech enterprises in a highly competitive environment, fast reaction speed is often the lifeblood of business survival, so the efficiency of the organizational structure is often more important, although the direction of the right is self-evident; and for insurance, large-scale manufacturing industry, sustained operation and solid performance is the foundation of survival, so the effectiveness of the organizational structure and security attributes are more important.

Organizational culture also affects the organization's preference for organizational function. A robust organizational culture emphasizes effectiveness and safety, while an innovative organizational culture values efficiency. These will be reflected in the design and operation of the organizational structure.

Organizational structure is suitable for the actual situation and development needs of the enterprise, is the only test of the merits of the organizational structure. There is no universal organizational structure. Theoretically advanced organizational structure model may not be suitable for the enterprise, in the peer successfully used organizational structure model copied over the function may not be as effective. Each enterprise's organizational structure should be actively under the guidance of organizational theory, reference to industry experience, combined with their own practical innovation. Organizational structure without characteristics can hardly provide competitive advantages for enterprises. Therefore, the pulse of the organizational structure must be in the specific nature and development stage of the enterprise, to analyze and evaluate its effectiveness, efficiency and safety of the functional performance, in order to make a diagnosis of the discursive, contingent change point of view, so as to provide a basis for the enterprise whether to need to carry out the organizational structure of the change, when and how to change.

Ways to improve organizational management capabilities:

First, ? A company is not a home?

In the reality of management, our management has been a very wrong view that the company is a home, has been a lot of managers think need to be ? Parental officials? , many people think? The company should be home? But these views are actually very wrong. The company should be what kind of state, we still need to return to the properties of the organization itself. When a person is connected to an organization, it becomes very important for the individual to understand the relationship between the organization and the individual. When we say ? A company is not a home? it indicates that the organization does not take care of the individual, which means that in the organization we are connected by goals, responsibilities, and power, not by emotions.

There are formal and informal organizations. A formal organization is a collection of people who are connected by power, responsibility, and goals; an informal organization is a collection of people who are connected by emotions, interests, and hobbies. We mainly talk about formal organization under the concept of management, because when it comes to organization management, it should be talking about responsibility, goals and power, so the organization theory in a simple sense, is to explore the theory of responsibility and power to match whether the theory, organization structure design in the essence of the sense is a power sharing, responsibility sharing design. So when we understand the organization, it also means that for the organization, it is not possible to talk about emotions, hobbies and interests, and it is not possible to hope that the organization is a ? family? We can only be sorry to tell people that the organization is not a home, the organization is more focused on responsibility, power and goals, when the goal can not be achieved, the organization has no meaning of existence, and the people in the organization will lose the meaning of existence.

In class, I often ask a question? What kind of organization is the family? , at this time, many people are not sure that the family is a formal organization, it is a strange phenomenon. But why is this the case? Because the family is a very peculiar organization, from the organizational attributes of the family is a formal organization, but from the attributes of the management of the family is an informal organization management. So when you come back to the family, you must talk about emotions, hobbies and interests, and you must never talk about responsibilities, goals and power. However, what we often see is the other way around. When we come home, people talk about responsibility, power and goals, argue at home about whose power is greater and whose responsibility should be, and design very high goals for the family. The results found that the family often because of who said the big hurt feelings, often because of the family who should do housework, cooking is who's responsibility and discord; on the contrary to the business, people talk about feelings, hobbies and interests, constantly hoping to be taken care of, constantly emphasizing the need for harmony, constantly seeking? Home? The feeling that everyone should be cared for.

In fact, this is just wrong, in the home there is no division of responsibility and power, both sides need to continue to enhance feelings, cultivate *** with the hobbies and interests, both *** with the responsibility to make life full of love and harmony. And in the enterprise can not start from the emotion, the reason for the existence of the organization is to create value, if not create value can not exist, and create value need to take responsibility, need power, so as to achieve the goal, so the feelings are not the first, if there is no value creation, and then focus on people's organization is also to be eliminated. So I have always believed that the most fundamental disturbance in organizational management is that we go against the attributes of the organization, forgetting that management needs to face responsibility, goals, and power, not cultivate emotions.

So when you find a business that is very much about division of labor, responsibility, and goals, you should cherish that business because it has great organizational management attributes. When you find a company in addition to the division of labor, responsibilities and goals, but also able to take care of employees' emotions and hobbies, but also able to give emotional attention, then you must be very love this company, because it is a good company. When a company does not take care of your emotions and efficiency, this is a normal company; when a company has both efficiency and emotions, this is a good company; when a company has emotions and no efficiency, this company must have a problem.

Second, the organization must ensure that a thing is the same group of people in the commitment

Many managers are complex organizational management to get burnt out, at a loss. People always start from the system construction, incentive system and personnel quality, that these measures can solve the problem of organizational chaos, but no matter how hard we try to improve the management system, incentive system and personnel quality, the fundamental problem is still not solved, so we began to try to solve the problem with the end of the elimination or internal competition, and after several years of efforts, found that the

The effect is also not obvious, the problem still exists.

Why? A fundamental reason: we do not understand that the organization needs clear responsibility, authority and goals. That is to say: the same authority, responsibility and goals must be borne by the same group of people. In the organization to see the structure of the bloated, inefficient, people overworked, unclear responsibilities, each other, the emergence of the situation, you must first look at the existence of the same thing there are two groups of people to do, the same responsibility there are two groups of people in the assumption of the same power there are two groups of people in the use of the reasons for the emergence of the above situation. These situations we can express in one word, and this word is called ? Organizational Void? Void organization exists in a large number of enterprises, for example, a company has a market department but also has a marketing department, did not distinguish the division of labor between the marketing department and the marketing department, as a result, the marketing department did not study the market, but did a lot of promotional design, terminal planning, and these functions are precisely the functions of the marketing department, to the results of the business out of the time, there is no way to distinguish between the marketing department and the marketing department should be responsible for the performance of the results of who! The more frightening is that many companies have various marketing departments. What is more terrible is that many companies have various functional departments, but also specialize in setting up a management department, usually called? General Management? With this department, you will find that all the functional departments of the enterprise will only do easy to do, not easy to do things pushed to the integrated management department, the result of the integrated management department to become regardless of the department, and finally the function of the department is not set up, all the problems will be centralized to the integrated management department, the responsibility can not be defined at all, while the resources have been depleted, because everyone has the responsibility, and do not need to be held accountable. The scariest thing in an organization is ? Organizational Void?

Third, people are fair, not equal, in organizations

In the social structure, people exist on the premise of survival, and people are bound by both law and morality. People are bound by both law and morality, and should be fair and equal before the law and morality. However, in an organization structure, people exist to achieve their goals, and they should bear their own responsibilities and goals, and thus have different powers, because of these differences, people should be fair but not equal. Maybe this explanation is a bit unscientific, but if you are willing to understand it properly, you should be able to accept this statement.

That organizations focus on people is absolutely certain. But within that premise, we must also understand that organizations emphasize obedience more than equality. I have always been interested in the military, an organization where all the members come from different places and have different habits and abilities, but when they enter the military organization, these various people quickly become one and become a strong team of courageous people who achieve their goals. Many answers have been given as to what makes such a team possible, but the one characteristic that **** is the same is: absolute obedience. They did not emphasize the individual, did not emphasize their own ideas, all people strive to obey the organization, and strive to achieve the goals of the organization, each person consciously become a member of the organization, rather than become their own.

President Learning Network believes that respecting the equal power of each individual is a very basic requirement, and I have never insisted that it is necessary and required. But relative to the organization, if we enter the management state, the organization's goals become above all things, everyone needs to obey the organization's goals, all need to constantly ask themselves? What have I done for the organization? , such a state is a reasonable individual state in the organization. Thus, if you put yourself inside the structure of the organization, fully understand where you are in the organization, make behavioral choices accordingly, and take on your own responsibilities, you will feel the joy that comes from understanding the organization.

Fourth, the division of labor is the fundamental way to connect individuals and organizations

The ability of the organization comes from the collaboration brought about by the division of labor, and without the division of labor, there is no vitality of the organizational structure. For organizations, both the design of the structure and the selection of personnel, if used properly, can simplify and clarify a very critical issue in the organization, which is the question of who controls what. In any company, clear lines of communication, control, responsibility, and decision-making are critical. Getting this clear line requires a division of labor that is designed not to be able to rely on human consciousness, or a system of management; the organizational structure itself should do the job.

Many companies for their own management system of sound and perfect, but I prefer to solve the problem of organizational division of labor first, the less management system the better, because the system itself is a cost. In my mind, the state of a good company is: an organic organization, a healthy and dynamic culture, an effective distribution system? Such a company management system is enough.

President Learning Network believes that the division of labor in the organization is mainly to allocate responsibility and power. The organization must ensure that the responsibility for a business to assume someone to be responsible for, at the same time let the responsible person has the corresponding power. Therefore, the relationship between the individual and the organization is in fact a relationship of responsibility, and the division of labor allows each individual to be integrated with the organization, and at the same time with the organization's goals. Organizational division of labor needs to be rationally designed and legally defined, and organizational management cannot in fact be achieved without ****same commitment to and understanding of the division of labor, and without people's recognition of the authority of the division of labor. Therefore, the ultimate goal of organizational management is to achieve the ****same goal of the organization.