What is the modern enterprise management model

Modern enterprise management involves enterprise management strategy, business objectives, organization and culture, manufacturing resources, capital and cost, technology and product development, production planning and control, and so on, and is divided into strategic layer, tactical layer and execution layer and so on many levels of the model. Modern enterprise management technology is through the modern management mode and computer management information system to support the enterprise reasonable, effective operation and production, maximize the role of existing equipment, resources, people, technology, maximize the generation of enterprise economic benefits. Enterprise modern management model Enterprises in order to achieve its business objectives to organize its resources, the basic framework and mode of operation and production activities, the typical modern enterprise management model and methods are: Enterprise Resource Planning (ERP), Manufacturing Resource Planning (MRPII), Just-In-Time Production (JIT), Lean Production (Lean Production), according to the class of individual production (OKP), Optimization of Production Technology (OPT), Supply Chain Management (SCM) and Supply Chain Management (SCM). (OPT), Supply Chain Management (SCM), Business Process Reorganization (BPR), Agile Virtual Enterprise (AVE) and so on. Advanced enterprise management model is to realize the theoretical basis of integrated management and decision-making information systems. Five enterprise management model The future goal of enterprise management model is to institutionalize the management model as the basis, appropriate absorption and use of several other management model of certain useful factors. Why do I say it because institutionalized management is more "cruel", the appropriate introduction of a little affectionate relationship, friendship, warm relationship is indeed beneficial. Even sometimes can be appropriate to the management of conflicts and interests in the relationship to do a little random processing, "dilute" the rules, because institutionalization is too dull.　1. affectionate management mode this management mode using the family blood relations in a very important function, that is, the cohesion function, that is, trying to achieve through the family blood relations of the cohesion function of the management of the enterprise. Historically, although an enterprise in its start-up period, this kind of kinship-based enterprise management mode has indeed played a good role. However, when the enterprise develops to a certain extent, especially after the enterprise develops into a large enterprise, this kind of affectionate enterprise management mode will soon have problems. Because this management mode used in the family blood relationship in the cohesion function, will be converted from its cohesion function and become internal consumption function, so this management mode should be replaced by other management mode. Our kinship-based enterprise management mode has almost 99% positive impact on the enterprise during the start-up period, but when the enterprise jumps over the start-up period, it also has almost 99% negative impact on the enterprise. The existence of this management mode is only because our country's credit system and legal system is still very imperfect, so that people do not dare to give their own assets to the use of people who are not related to them, and therefore have to take this kind of friendship management mode.　2. Friendship management mode This management mode also has positive significance in the initial stage of the enterprise. In the money less time, that is, in buddies for friends can and will be willing to stick their necks out, this mode is very cohesive amount. But when the enterprise development to a certain scale, especially after the enterprise profit growth to a certain extent, the friendship of buddies on the dilution, and thus enterprises if not with the development of this management mode as soon as possible to adjust, then it will inevitably lead to the decline of enterprises soon or even bankruptcy. China has a private enterprise called "Vantone", the beginning is the five people who like to start a friendship enterprise, at that time, we can be paid to taste the courage, entrepreneurs can not care about money. However, when Aptar made its first big profit, the five started to have friction. Feng Lun, the largest shareholder of Vantone at that time, still wanted to continue to adhere to this management mode and make the enterprise develop, he organized the founders of the enterprise to read "Water Margin", so that everyone can remember the lesson of breaking up and splitting up, but in the end, there was no solution to the problem, so a few people had to dissolve the enterprise and give up this friendship management mode. Later, Vantone incubated several enterprises due to the entrepreneurs starting their own business.　3. Warm-hearted management mode This management mode emphasizes that the management should be more mobilizing the intrinsic role of human nature, and only in this way can the enterprise develop quickly. It is right to emphasize the human side in the enterprise, but the emphasis on the human side should not be taken as the most important principle of the enterprise management system. The principle of human touch and the principle of enterprise management are principles of different categories, therefore, over-emphasis on human touch is not only not conducive to the development of the enterprise, but also the enterprise is often out of control in the end, and even will go bankrupt. Some people always like to talk about warmth and conscience in enterprise management, believing that if a person, as an enterprise manager, thinks well for the managed, then the managed will inevitably be well rewarded, i.e., work hard, so that the enterprise will develop better. It can be seen that the warming management mode actually tries to use the principle of conscience in love and justice to deal with management relationship in the enterprise. It is difficult to talk about the so-called conscience in economic interest relations. Conscience, in terms of the theory of economics, is actually a kind of ethical and humane form of economic benefits in the form of normative returns. Therefore, if we talk about conscience and human nature in a general way, without touching on the relationship of interests and mutual benefits, it is actually very difficult to make the managers do their job well, and ultimately, the enterprise will not work well. Management is not just about warmth, but first and foremost about defining interests. Some people are born with warmth, the definition of the relationship of interest is often soft-hearted, however, the definition of the relationship of interest in business management is "ruthless", the definition of the relationship of interest, to a certain point, "the hand is not hot", "The heart is not ruthless" is not possible. Only those who are "unrelenting" in the face of all kinds of interests, especially those who can "pull the plug" on the definition of interests, can become professional managers. For example, if someone is laid off when crying, a person as a manager of the soft heart, unprincipled pity for those laid off and let him on the job, then this person may not become a professional manager.　　4. Randomized management mode randomized management mode in reality, specifically manifested in two forms: one is a private enterprise in the dictatorial management. The reason why the authoritarian management as a randomized management, is because some private enterprise entrepreneurs are very authoritarian. He calls the shots, he can arbitrarily change any rules and regulations at any time, and his words are the principles and rules, thus this kind of management is a kind of randomized management. Another form, which occurs in state-owned enterprises, is administrative intervention, that is, government agencies can arbitrarily intervene in the business activities of a state-owned enterprise, which finally leads to a very randomized management of the enterprise. It can be seen that this mode of management is either manifested in the private sector as dictatorial management or in the state-owned enterprise system as excessive administrative intervention by the government in the enterprise. The collapse of many private enterprises is now the inevitable result of the implementation of this randomized management mode. Because the words of the entrepreneur said wrong, others can not speak to correct, and even the entrepreneur's decision-making wrong, others can not change, and finally can only be the end of the enterprise.　　5. Institutionalized management mode The so-called institutionalized management mode, that is, in accordance with certain rules have been determined to promote business management. Of course, this rule must be recognized with the contractual rules, at the same time, this rule is also the symmetry of responsibility and right. Therefore, the future goal of enterprise management model is based on the institutionalized management model, and appropriately absorbed and used several other management model of certain useful factors. Why do I say this because the institutionalized management is more "cruel", the appropriate introduction of a little affectionate relationship, friendship, warm relationship is indeed beneficial. Even sometimes can be appropriate to the management of conflicts and interests in the relationship to do a little random processing, "lighten" the rules, because the institutionalized is too dull. If not properly "soften" a little bit is not good to do, after all, the main object of management or people, and people are not general items, people are a variety of thinking, is with the mobility, so completely institutionalized management can not be. Appropriately absorb the advantages of other management models, synthesized into a hybrid enterprise management model. This may be better. I'm afraid this is China's more than a decade in the choice of enterprise management model, we have come to the *** knowledge of the conclusion.　　Enterprise start-up period, affairs are relatively simple, management level and management range has not been very broad, so you can take the direct management of the method, such as some family-owned enterprises in the scale and the field is not yet large period, the use of direct management is very effective. But when the enterprise develops and grows, the management method needs to be innovated and optimized. In a general sense, we can divide the enterprise "management" methods into such types, and in the different stages of development of enterprises in a reasonable and scientific, single or composite to use, can play a more effective role. People-oriented enterprise management mode A, the connotation of people-oriented management No matter what kind of management school, it is the first enterprise in the people as a basic value tendency judgment, and then determine the management ways and means. The human factor is treated as the primary and essential factor in the fact of management. People-oriented management, the first to establish the dominant position of people in the management process, and then around the mobilization of enterprise people's initiative, enthusiasm and creativity to carry out all the management activities of the enterprise. Through people-oriented business management activities and the practice of obtaining as much output as possible with as little consumption, to exercise the human will, brain power, intelligence and physical strength, through competitive production and management activities, to perfect the human will and character, improve the human intellect, enhance the human physical strength, so that people get beyond the need to be bound to the survival of a more comprehensive free development.　　Second, the way of human-centered management Subject-object goal coordination (organizational goals and personal needs) | | Motivation | | Variable leadership | | Management is training (management process of staff functional training) | | Shaping the environmental environment conducive to the full play of human initiative, positivity, creativity, and the full development of people's own atmosphere. | | Integration of corporate culture to staff | | Beneficial combination of corporate interests, social interests and personal interests | | Completion of social roles by corporate people III. Individuals and Organizations in People-Based Management Analyze and create corporate people's mental model, creativity, behavioral model and self-management, and play their roles in free and comprehensive development of individuals. In the process of people-oriented management, it is necessary to purposefully shape the environment so as to dominate the individual's mind, psychology and behavior. Mental model is the individual in the relevant external things change, in order to seek survival and development, the use of existing information and experience, make the first response, or take active steps to further seize external information, grasp the law of change of objective things, respond to the challenges of the external world, in order to take the initiative to transform the objective world and the subjective world, and to grasp their own destiny of the mindset determined by the transformation of thought, psychology and behavior of the conversion mode.　　The training of creative ability is essentially the development of personal potential and the development of function. Behavior pattern is the relationship between behavioral motives and behavioral performance. Self-management, on the other hand, is the management of the enterprise people on themselves, on their own thoughts, psychology and behavioral performance. Through self-management, the enterprise people can actively and positively participate in all the work of the enterprise's human-centered management and give full play to their intelligence and creativity in the work, so as to make their own comprehensive development.　　The most essential requirement of people-oriented management on the organization structure, organization form, organization system operation is to give full play to the intelligence of all members of the organization, in order to guarantee the high performance of the organization as a whole. Through decisive, sufficient and reasonable authorization, the organization tends to be flattened to achieve the balance and appropriateness of centralization and decentralization, which helps to obtain the ideal power structure of the organization. An important part of organizational cultivation is to optimize the design and operation of organizational policies, which is an important element of organizational development and management. From the content of organizational development, the organization often through the shaping of organizational culture, refining the work team, establish the centralization and decentralization of balance and appropriateness, as well as communication and interaction of the operating mechanism to achieve organizational development.　　Fourth, the environment of human-centered management The implementation of human-centered management is carried out in a realistic business environment and even the social environment. The shaping of cultural atmosphere, the improvement of working environment and the modification of living environment are the purpose of researching the environment of human-centered management and the ways and means of implementing human-centered management.　　Attaching importance to the shaping of cultural atmosphere in order to achieve the expected results of human-centered management is made possible by the unique function, power and role of culture. The purpose of shaping the corporate cultural atmosphere is to emphasize the central position of members in all activities of the corporate organization. It is different from other management measures and methods in that it uses "soft", intangible ways to influence and manage enterprises and business people. The shaping of the cultural atmosphere reflects the pursuit of the ideal and realm of human-centered management.　　The reason why Z culture has helped Japanese enterprises to achieve great success lies in the fact that enterprise leaders fully understand and utilize enterprise culture, which is a "soft" and powerful management tool. The shaping of the cultural atmosphere of Chinese enterprises should take into account and mobilize the enthusiasm, initiative and creativity of the members, and give full play to the role of culture in stimulating, regulating, integrating, guiding and radiating.　　Fiedler's Contingent Leadership Model argues that a leadership style that values humanism and interpersonal communication can achieve good performance in a moderately favorable work environment. Howes, on the other hand, believes that the role of the leader is to remove obstacles in the path of the ministry's goals in order to help the ministry to achieve their goals and to gain a sense of satisfaction and fulfillment.　　Fifth, the principle of people-oriented management The concept of people-oriented management and management countermeasures to penetrate into the enterprise's production and operation management activities, so that all the work of the enterprise in the theoretical system of people-oriented management and the basic structure of the framework, that is, so that the people-oriented management of all the work of the enterprise. In order to make all the work of the enterprise to achieve the expected performance, we believe that people-oriented management must follow some basic principles.　　First, adhere to the principle that the primary management of the enterprise organization is the management of people From the content of management, people-oriented management emphasizes the understanding and satisfaction of human needs, focusing on interpersonal communication and interaction in the work, focusing on the cultivation of the collective consciousness of the enterprise and the team's participation in the enterprise and the major decision-making, as well as according to the enterprise's performance and the internal and external environment of the enterprise, the enterprise people for the incentive and the implementation of the power of change. Leadership.　　From the viewpoint of management relationship, enterprise people play different roles in management, thus enterprise people are divided into management subject people and management object people, however, such different roles are to each other's activities as the premise of the existence of their own activities.　　From the essence of people-oriented management, people-oriented management is people-oriented management philosophy and management system.　　Second, pay attention to human needs, the principle of incentive-based, will focus on making members of the enterprise is respected, to obtain the satisfaction of self-realization, that is, to protect the staff to participate in the enterprise's major issues of decision-making, in the team with the leadership of the consultation to develop the team goals and personal goals, the implementation of goal management.　　Third, adhere to the principle of creating better training, education conditions and means to optimize and improve the mental model of the enterprise. The establishment of this principle is based on the basic concept of "management is training", the enterprise organization for the staff to provide training is not only focusing on the adaptability of the staff to the high position, but also more focus on the adaptability of the staff to the external environment of the enterprise.　　Fourth, the design and construction of people-based management organization should follow the unity and effectiveness, reasonable range, authority and knowledge should be corresponding to the combination of line supervisors and bureaucrats, centralization and decentralization of balance and appropriateness, organization and status of the principle of flexibility.　　Fifth, the principle that people and organizations *** develop together. Set this principle is based on the people-oriented management is not an additional work of business management, but let the people-oriented management of all the work of the enterprise, so that the enterprise organization in promoting the free and comprehensive development of people at the same time to achieve the expected development performance considerations.