Detailed Information of Management Methods

Management method is a general term for the means, ways, means and programs used to achieve management objectives. The basic methods of management include administrative methods, economic methods, legal methods and educational methods.

Basic introduction Chinese name ：Managerial Methods Foreign name ：Managerial Methods Content ：Human-based management, goal management, etc. Function ：Improve the efficiency of the organization's production Basic Methods, Administrative Methods, Legal Methods, Economic Methods, Educational Methods, Classification of Management Methods, Human-centered Management, Scientific Management, Management by Objective, Systematic Management, Types of Management, Huddle Management, Drawer Management, One Minute Management, One Minute Management, and so on. One-minute management, management characteristics, data, systematization, standardization, democratization, steps, identification of problems, systematic analysis, programmatic decision-making, implementation planning, requirements, clear responsibilities, employee participation, focus on results, perfect application, modern guidelines, importance, basic methods Basic methods of management include administrative methods, economic methods, legal methods, and educational methods. Administrative methods Meaning: Administrative methods are management methods in which administrative organizations directly direct the actions of their subordinates by means of administrative orders, targets, and regulations, in accordance with the administrative system and hierarchy, and on the premise of authority and obedience. Characteristics: authoritative, mandatory, vertical, specific Advantages: 1, conducive to the centralization and unification of the management system, to avoid each act in its own way. 2, conducive to the performance of management functions, strengthen the role of management. 3. It is conducive to the flexible handling of various special problems. Disadvantages: 1. The management effect of administrative methods is directly constrained by the level of organizational leadership. 2、Strong point of centralization and unification, does not facilitate decentralized management. 3、Distorting the law of economic value. Legal method Meaning: Legal method refers to the use of law, which is the behavioral norms formulated or recognized by the state and guaranteed to be implemented by the state coercive force, as well as the corresponding social norms to carry out management methods. Characteristics: normative, seriousness, mandatory Advantages: 1. Maintaining normal management order. 2. Regulating the relationship between various management factors. 3、Promote the construction of socialist democracy and democratic management. Disadvantages: 1. Lacking flexibility and elasticity, it is not conducive to dealing with some special and emerging problems. 2. In principle, it is applicable to all fields of management, but in some fields, it appears powerless. Economic method Meaning: Economic method is a management method in which the organization, according to the objective law, applies all kinds of economic means to regulate the relationship of economic interests between various parties in order to obtain higher economic benefits and social interests. Characteristics: Benefit, flexibility, equality, compensation Advantages: 1. 2、To fully mobilize the enthusiasm and initiative of the members of the organization. 3. facilitates the organization to improve economic efficiency and management efficiency. Disadvantages: economic methods are based on the law of value and are somewhat blind and spontaneous. Educational method Meaning: Educational method of management refers to the management method in which the organization provides targeted ideological and moral education to the managers according to certain purposes and requirements, and inspires their ideological awareness so that they can consciously regulate their behaviors according to the organizational goals. Characteristics: Enlightening, truthfulness Advantages: 1. Stimulate people's lasting enthusiasm and enthusiasm for work. 2. It plays an important role in promoting the comprehensive application of other management methods. Disadvantages: Education is not as compulsory as administrative and legal methods, nor does it have the inducing power of economic methods. Existence determines consciousness, people's thoughts are subject to the constraints and influence of various social factors, but also by the influence of traditional thought and culture. Ideological education to really have an effect, must be after a long period of unremitting multi-party efforts. Classification of Management Methods Human-centered Management From the perspective of the development of management science, the human-centered management approach to organizations was proposed after task management. After the 1930s of this century, management scientists found that it is more important to increase human motivation and to bring into play human initiative and creativity in order to increase the efficiency of the organization. The magnitude of the results of organizational activities is determined by the leadership style and the mood of the staff, from which management science shifted the focus of research to the people themselves in management, which is the theory of interpersonal relations with the behavioral sciences as the main content. Human relations scientists advocate the adoption of behavioral management methods, that is, through the analysis of various psychological factors affecting human behavior, the use of certain measures to improve interpersonal relations, in order to improve the staff's mood and morale, so as to be able to produce the maximum results, to achieve the purpose of improving the efficiency of the organization. Driven by the theory of interpersonal relationship, the management and research of the organization has developed from the original "thing"-centered to "people"-centered, from the original "discipline" research to the analysis of behavior, from the original "discipline" research to the analysis of behavior, from the original "discipline" research to the analysis of behavior. analysis of behavior, from the original "supervision" management to "autonomous" management, from the original "authoritarian" management to "democratic participation" management. From "authoritarian" management to "democratic participatory" management. Managers adopt staff-centered leadership in management, that is to say, democratic leadership is practiced, employees are allowed to participate in decision-making meetings, leaders often consider the situation, ideas, requirements and hopes of their subordinates, and adopt a cooperative attitude with their subordinates; problems in management are discussed collectively, and decisions are made collectively; and supervision is also adopted in the way that employees supervise each other, etc. In this way, employees are emotionally easy to communicate with each other. In this way, the workers are easy to be emotionally integrated with the organization, and they are not afraid of alienation but affectionate and trustful to their supervisors, and their working moods can be maintained at a high level, so as to make the organization's activities achieve greater results. This human-centered management theory and method also contains a series of more specific management methods, commonly used in the main participation management, democratic management, work expansion, proposal system and walking management. Management Scientific Management Scientific management uses money as a lure, while human relations theory asserts that management must emphasize the psychological satisfaction of people. Classical organization theory emphasizes a rational division of labor and effective control of the organization, while human relations theory emphasizes the motivation of interpersonal behavior. Thus, the emergence of human relations theory has brought about tremendous changes in organizational management. Starting from the 1940s, human relations theory gradually seeped into the practice of organizational management, and management scientists found in this management idea ways to ease labor-management relations and improve workers' morale, thereby increasing productivity. The humanistic management approach is a new management approach that was proposed as a revolution to the task management approach. The major difference between this management approach and the task management approach is that the task management approach requires standardization of staff activities, and staff have little freedom in their work, but are more assured of completing the tasks set by the organization. Behavioural management, on the other hand, is more flexible, with staff having considerable freedom in the organization and being better able to exercise their autonomy and creativity, but it also results in greater variability within the organization, and the tasks set out by the organization are sometimes not accomplished. In order to absorb the strengths and overcome the weaknesses of the two methods, a new management method was proposed, which is the management by objectives method. Goal management Goal management is the first creation of the famous American management scientist Drucker, in 1954, he was in the book "The Practice of Management", first put forward the "goal management and self-control" proposition, and then in the book "Management - Tasks, Responsibilities, Practices", this is further elaborated. This was further elaborated in the book Management - Tasks, Responsibilities, Practices. According to Drucker, it is not the work that makes the goal, but on the contrary, it is the goal that defines the work of each person. Therefore, "the mission and tasks of a company must be translated into goals", and if there are no goals in a field, the work in this field is bound to be neglected. Therefore, managers should manage their subordinates through the objectives, when the organization's top managers to determine the organization's goals, it must be effectively decomposed into various departments as well as individual sub-targets, managers according to sub-targets of the completion of the subordinate assessment, evaluation, rewards and punishments. Drucker believes that if there is no specific goal in a field, this field will inevitably be neglected. If there is no consistent direction of sub-goals to indicate the work of each person, the larger the size of the enterprise, the more personnel, the more specialized division of labor, the greater the possibility of conflict and waste. The sub-goal of each manager and worker is the requirement of the enterprise's general goal, and also the contribution of the employee to the enterprise's general goal. Only to complete each goal, the overall goal of the enterprise has the hope of completion, and sub-targets are the main basis for all levels of leadership personnel to subordinate personnel assessment. Drucker also believes that the greatest advantage of goal management is that it enables people to use self-control management to replace the management dictated by others, and inspires people to play the greatest ability to do things well. Goal management is based on the belief that people's enthusiasm and ability, business leaders at all levels of leadership of subordinates, not simply rely on administrative orders to force them to dry, but the use of incentive theory, guiding workers to set their own work goals, independent self-control, consciously take measures to complete the goal, automatic self-evaluation. Goal management inspires workers to work consciously by inducing them to do so, and its most important feature is to promote the realization of the overall goal of the enterprise by stimulating the production potential of the employees and improving their efficiency. System management After the Second World War, the scale of enterprise organization has been increasing, and the organization structure within the enterprise has become more complex, thus raising an important management issue, how to solve the management problem of complex large enterprises. In order to solve the problem of efficiency in complex large enterprises, the systems approach arose. The systems approach belongs to the general scientific methodology, which establishes the necessary methodological principles by recognizing, studying and exploring the object with complex structure. The so-called systems approach is a method of recognizing and examining the object of study in the form of a system in accordance with the systemic nature of the thing itself. Specifically, it is a method that, from a systemic point of view, always focuses on examining the object in the context of the interactions and mutual constraints between the whole and the parts (elements), between the whole and the external environment, and between the parts (elements) and the parts (elements), in order to optimally deal with the problem. The system approach is a scientific method that satisfies the whole, integrates the whole situation and unifies the whole and the parts in a dialectical way, which organically combines analysis and synthesis and uses mathematical language to quantitatively and accurately describe the movement state and law of the research object. It opens the way for the use of mathematical logic and electronic computers to solve the problems of complex systems, and establishes the necessary methodological principles for recognizing, studying and exploring the complex structure of the whole. Picture When examining the object of study with a systems approach, the principles of wholeness and optimization should generally be followed. Holistic is the basic starting point of the systems approach. The so-called holistic principle, that is, the object of study as an organic whole formed by the various constituent elements, from the whole and part of the interdependence, mutual constraints in the relationship between the object to reveal the characteristics and laws of motion, the study of the object of the overall nature. The overall nature is not equal to the formation of its elements of the mechanical sum of the nature of the object's integrity by the formation of its elements (or subsystems) of the interaction of the decision. Therefore, it does not require people to divide the object into a number of simple parts in advance, separately for examination, and then mechanically iterated together, but requires the object as a whole, from the whole and the elements of the interdependence, interconnectedness, mutual constraints in the relationship between the overall nature of the instructional system. For example, the performance and activity laws of a system composed of people, plants and animals, mountains and rivers, trees and flowers, and the atmospheric environment, etc., exist only in the relationship of interaction and interdependence among the elements that make up the system, and the study of any part of them alone cannot reveal the regularity of the system. The principle of optimum optimization means that an optimal solution is chosen from many available options in order to make the system operate in an optimal state and achieve optimal results. It can determine the optimal goal for the system according to the needs and possibilities, and use the latest technical means and processing methods to divide the whole system into different hierarchical structures, to coordinate the relationship between the whole and the parts in the movement, so that the functions and goals of the parts are subject to the optimal efficacy of the system as a whole, so as to achieve the overall optimal purpose. Types of management Harmonized management "Harmonized" means that in enterprise management, the cooperation between individuals and the whole must be emphasized to create a high degree of harmony between the whole and individuals. Boss Magazine indicates that in enterprise management, European and American enterprises mainly emphasize individual struggle, which prompts different management to learn from each other in a harmonious way. Its specific characteristics are: 1. Rhythmic. Enterprises and individuals reach a harmonious and vibrant atmosphere, stimulate people's internal drive and pride. 2. Both holistic and individual. Each member of the enterprise has a sense of mission to the company, "I am the company" is a loud slogan in the "together" management. 3. Self-organization. Let subordinates make decisions and manage themselves. 4. Fluctuation. Modern enterprise management must implement flexible management strategy, progress and innovation in the fluctuation. 5. Complementary. To promote different views and practices to complement each other and exchange, so that the shortcomings of one situation into the advantages of another situation. Drawer management is also known as "job analysis" in modern business management. "Drawer" management describes the desk drawer in each manager has a clear job specification, in the enterprise management work, neither job without power, nor responsibility without power, not to mention the right to no responsibility, must be job, responsibility, rights and benefits combined with each other. Enterprise managers to carry out "drawer" management **** there are five steps: the first step, the establishment of a job analysis team composed of various departments of the enterprise. The second step, the correct handling of the relationship between centralization and decentralization within the enterprise. The third step, around the overall objectives of the enterprise, layer by layer decomposition, level by level implementation of the scope of responsibility and authorization. The fourth step is to prepare "job descriptions" and "job specifications", and formulate the requirements and guidelines for each job. The fifth step must take into account the combination of the assessment system and the system of rewards and penalties. One-minute management of many Western business managers have adopted the "one minute" rule of management, and achieved remarkable results. Specific content: a minute goal, a minute of praise and a minute of punishment. The so-called one-minute goals, that is, everyone in the enterprise will be their main goals and responsibilities clearly on a piece of paper. Each goal and its test criteria should be expressed clearly in 250 words and can be read in a minute. This makes it easy for everyone to clearly recognize why and how they are doing what they are doing, and to check their work regularly accordingly. One-minute praise is human resource motivation. The specific practice is that the manager of the enterprise often spends a short period of time to pick out the right part of what the staff has done and praise it. This motivates each staff member to be clear about what they are doing, to work harder, and to keep moving towards perfection. A minute to punish, refers to something should be done but not done, the staff concerned first of all timely criticism, pointing out its mistakes, and then remind him of "how you value him, dissatisfaction is his work here and now". In this way, you can make the person who did something wrong to accept the criticism, and pay attention to avoid the same mistake in the future. "One minute" management law is wonderful in that it greatly shortens the process of business management, the effect of immediate results. One-minute goal, easy for each employee to clarify their job responsibilities, and strive to achieve their work goals; a minute of praise can make each staff work harder; a minute of punishment can be made to do the wrong thing to be happy to accept criticism, prompting him to work more seriously in the future. Management Features Data Modern management methods to develop the traditional management methods of qualitative description to absorb the quantitative calculation of the management of the band, the qualitative analysis and quantitative analysis combined to make the management of "scientific". Practice has proved that qualitative analysis and quantitative analysis are two sides that cannot be neglected. Leaving the qualitative analysis, quantitative analysis will lose its soul, lost direction; and any quality and performance for a certain number, there is no quality without quantity, no accurate figures based on the correct judgment can not be made. Systematization Modern management methods widely used in modern systems theory, the system analysis method used in management, so that complex problems systematization, simplification. Modern management methods for managers to comprehensively understand the problem and provide a scientific mathematical model to solve the problem, the implementation of planning, program design, the most optimal choice of methods. Standardization The use of modern management methods can achieve management standardization. Standardization of management work, that is, in accordance with the laws of management activities, the management of the often recurring content, the provision of standard data, standard work programs and standard work methods, as the principle of management work. Democratization In modern management, not only the role of leaders and professional managers at all levels is fully developed, but more importance is attached to mobilizing and giving full play to the initiative, enthusiasm and creativity of all the staff, so that all the staff can play a greater role in management. Steps Identify the problem At the beginning of the system analysis, it is necessary to first clearly determine the nature and scope of the problem to be solved, to study what major factors are included in the problem, to analyze the interrelationships between the elements of the system, as well as the interrelationships with the external environment. Only by delimiting the problem in this way will the identified problem be understood and realistic. After defining the problem it is time to start collecting information, surveys, experiments, observations, records, the situation of the elements (subsystems), the environment and so on. This will be essential for modeling, feasibility studies, and comparisons of various modeling options. System analysis There are many ways to implement the same particular goal, and the investment and benefits of each method will vary. Systems analysis consists in formulating as many courses of action as possible and comparing them experimentally in order to find the least costly and most effective option. When analyzing the analysis, the complex system is always broken down into a number of simpler subsystems, and then the results of the breakdown are synthesized and analyzed as a whole. This is repeated many times before it is possible to approach the objective. Various programs, after systematic analysis, which is better? Which is worse? How feasible? All have a reliable basis. But are these methods reliable? Is the quoted information accurate? Decision makers need to make another judgment, which is the process of decision makers using wisdom and experience. Various mathematical and measurement methods cannot replace the wisdom and experience of the decision maker. Program Decision Making Selection of a program from among one or more programs that are worthy of adoption or further consideration, and selection of the best program that meets the requirements of the system as far as possible from among the programs to be selected. Implementation Plan Based on the final selected plan, the implementation will be carried out according to the plan. If the implementation goes smoothly, or if the difficulties encountered are not so great that minor modifications can be made, then the whole step is completed. If there are more problems, it is necessary to go back to one of the previous steps and start again. In management practice, the systematic approach to the existence of the biggest problem is that the optimal program is difficult to determine, because any program can not be considered from any point of view are optimal, the same program, if the selected factors affecting the different, optimal conclusions are often different. The lack of a clear indicator of the program's trade-offs makes the systematic approach cumbersome in practice, and the final implementation of the organization often must not be the optimal program. Management Theory Research Network Management method is the way of working in management activities to achieve management goals and ensure the smooth implementation of management activities. Requirements Clear responsibility Goal management through the top-down or bottom-up goal setting, the establishment of a complete goal system within the enterprise vertical and horizontal linkage, the enterprise departments, all types of personnel are tightly organized in the goal system, clear responsibilities, delineate the relationship between the work of each employee directly or indirectly with the overall objectives of the enterprise, so that employees can see the relationship between their personal goals and the corporate goals, understand their own work value, and make the employees see the individual goals and objectives of the enterprise, and understand the value of their work. This will enable employees to see the relationship between their personal work goals and corporate goals, understand the value of their own work, and inspire everyone to care about the enthusiasm of the corporate goals. In this way, the strength and talent of all employees can be more effectively concentrated to improve the results of the enterprise's work. Employee participation Goal management attaches great importance to consultation, ****same discussion and exchange of opinions between upper and lower levels. Through consultation, deepen the understanding of the goal, eliminate differences of opinion between the upper and lower levels, and achieve the unity of the upper and lower goals. As the goal management absorbs all the staff of the enterprise to participate in the whole process of the implementation of goal management, respect for the staff's personal will and wishes, give full play to the autonomy of the staff, the implementation of self-control, changing the traditional practice of top-down distribution of work assignments, mobilizing the initiative of the staff, enthusiasm and creativity. Focus on results The goal pursued by goal management is the work results that should be achieved by the enterprise and each employee in a certain period of time. Goal management is not satisfied with the performance of the action, but with the actual results for the purpose. The results of the work of the target management, both to assess the degree of completion of the target based on, but also the main basis for awards and personnel assessment. Therefore, goal management is also called results-based management. Leaving the results of work, it is not called goal management. As the task management method both stipulates the work task, and stipulates the method of completing the task, and the task and the method are standardized, the workers according to the standardization of the requirements of training, and according to the standardization of the requirements of the operation, their work enthusiasm and creativity is seriously limited; and the people management method is too much emphasis on the leadership of the trust of the workers, let go of the workers autonomy to work, which is difficult to ensure the completion of the task The objective management method synthesizes the two. Goal management method will be a combination of the two, that is, the organization stipulates the overall goal, each department based on the overall goal of the departmental objectives, the departmental objectives broken down and implemented to the person, as to how to achieve the goal is to let the staff to do their own masters. In this way, not only can ensure the completion of the organization's tasks, but also give full play to the initiative and enthusiasm of the staff, and therefore the goal management method compared with the task management method and the behavioral management method, is a more superior management method. After the introduction of goal management, it spread rapidly in the United States. In the post-World War II period of economic recovery to the rapid development of countries, enterprises are in urgent need of new ways to mobilize employees to improve competitiveness, the emergence of management by objectives can be said to be born, so it is widely used, and soon for Japan, Western Europe and other countries of the enterprises to be imitated in the world in a big way. Goal management may seem simple, but to put it into practice, managers must have a good comprehension and understanding of it. First of all, managers must know what management by objectives is and why it should be practiced. If the managers themselves cannot understand and grasp the principles of management by objectives well, then it is impossible for them to organize and implement management by objectives. Secondly, managers must know what the company's objectives are and how their own activities fit into those objectives. If some of the company's objectives are vague, unrealistic or incoherent, it is practically impossible for supervisors to harmonize with them. Third, the goals set by the goal management must be correct and reasonable. The so-called correct, refers to the goal should be set in line with the long-term interests of enterprises, and the purpose of the enterprise is consistent, and can not be short-term. Reasonable means that the number and standard of setting goals should be scientific, because too much emphasis on work results will bring pressure on human behavior and lead to unscrupulous behavior. In order to reduce the likelihood of choosing unethical means to achieve these results, managers must set reasonable goals, clearly expressed behavioral expectations, so that employees always have a normal level of "tension" and "effort". Fourthly, setting goals that are assessable, either quantitatively or qualitatively, may be the key to successful goal management. Any objective should be quantitatively or qualitatively measurable. Some objectives, such as "pay attention to customer needs and serve them well", or "minimize credit losses", or "improve the efficiency of the personnel department", etc., are not very meaningful because they will not be achieved in the future. It does not make much sense because no one can accurately answer whether they have achieved these goals or not at a specific time in the future. If management by objectives is not assessable, it will not be useful for evaluating the management work or the effectiveness of the work. It is precisely because of the relatively high requirements of goal management for managers, and in the setting of goals there are always such and such problems, so that the goal management in the process of implementation, often in the form of a great limitation in the process of practice. Improve the set Strengthen the scientific basis of management methods. In management practice, it is necessary to continuously promote the construction and improvement of management methods, so that management methods are more scientific and effective. Among them, the most important thing is to strengthen the scientific basis of management methods, to make it meet the requirements of the relevant objective laws, and better reflect the functional role of the management mechanism. It is necessary to find out the nature and characteristics of management methods, and correctly apply management methods. If the manager decides to adopt a management method, he must find out what the objective basis of its function is, which aspect of the method acts on the managed person, whether it can produce obvious effects, and the characteristics and limitations of the method itself, so as to apply it correctly and effectively. Study the nature and characteristics of the manager and the object of management to improve relevance. Management methods are the way or means by which the manager acts on the target of management, and its final effect depends not only on the factors of the method itself, but also on the nature and characteristics of both sides of the management. Both to study the object of management, but also to study the manager himself, so that the management method is applicable to the object of management, but also conducive to the advantages of the manager to play, so that the management method is targeted, effective. Management Understanding and mastering the factors of the management environment, to take appropriate management methods. As the management environment is an important factor affecting the effectiveness of management, therefore, managers in the choice and use of management methods, we must carefully understand and grasp the environmental variables, including the timing of the grasp, so that the management methods and the environment coordinated, so that the more effective play its role. Pay attention to the comprehensive use of management methods. Different management methods, each with its own strengths and limitations, each in different areas to play its advantages, there is no one method is absolutely applicable to all occasions, there is no one occasion is only one method. Therefore, in order to apply management methods scientifically and effectively, it is necessary to select multiple methods flexibly according to the objectives and actual needs, and apply various management methods comprehensively and systematically, so as to realize the overall efficacy of management methods. Modernization Guidelines 1, to achieve the scientific management methods. 2、To realize the optimal management method. 3, realize the civilization of management methods. 4, to achieve the modernization of management tools. Importance Management methods are the natural extension and concretization and actualization of management theories and principles, and are the necessary bridge for management principles to guide management activities and the way to achieve management goals, and its role is irreplaceable by all management theories and principles themselves.