Into those events 9 means of

Related reading:

· Winner of 12 basic quality

· A successful businessman made under rule 22

Every man a man of means is not the same, you can say that a person is a means, a person will have a success on their own means. Numerous facts indicate that some people are too self-confident, Miss their confirmation means to resolve any problems, but I do not know this often plays no role. Therefore, they always feel that success is not getting closer, in fact.

Life's plans and actions, is the need to rely on the rules to complete, and not by some weird strokes to the plan. It can be compared in the ring game: two Boxer mutual competition, fighting the smugglers, and retreat Dodge, flapping let the offense and defense, there are quite flexible and boxing road, every single one of them is preparing for success, which means every single call. Unfortunately, many people do not see this every moral.

Means a guarantee of success, there is no means of action and programmes must be outweighed by, the Monkey King and cow King a stacks,? by means of his galore; "Jet set" Michael Jordan NBA least rely on? by him about flexibility, dribbling, and well irrigation blue means. One word, no means you'll never eat less successful sweet fruit.

Means to come from? ' for those into events, be good at summing up themselves, reflect on their own, compare yourself to find their life bishijiuxu, strengths — exactly what to do and what not to do, and give practical actions. This process is to establish yourself as a major means of the process. Do not understand this, one can never be in the wrong direction.

As a matter of nine means:

1, dare to decide — to overcome the wavering of habits

Many people never achieve anything, the biggest problem is lack of courage to decision means, always hold, Sophia, and thus missed the best chance of success. As events to see what the probability of success, dare to make major decisions, therefore access to opportunities.

2, challenge weaknesses — completely change their defects

Everyone has weaknesses, cannot become events are always adhere to their own weaknesses, life would not be significant change can become events are always good at its own weaknesses, to become a super person. A company's own defects are not corrected, can only be a loser!

Business owners want to develop their own "leader"

Wilson is an objective of social and psychological phenomenon, is a person who is willing to accept the effect of psychological factors affecting each other. Any one of the boss, is to establish the credibility of the Act for their own goals. Wilson staff on the boss a heartfelt heartfelt sense of belonging and obedience. This also seems to have a little taste of the spiritual leader, the practice shows that when an organization of Executive leaders and spiritual leader of heavy match, then the organization fighting to get the most out of play. When they are different, the Organization of the ordinary personnel tend to administrative leaders, excellent personnel tend to spiritual leaders.

So how do we measure the prestige of a boss? I believe that following the "force" is the main indicator:

1. appeal

The boss of someone, make order out of the row, cut out the only, a call and 100 should not only accept command staff in occupies more than significant, and high sensitivity of the command.

2, affinity

The boss should be able to become a welcome role, so that employees can take the initiative to close to you, take the initiative to reduce psychological distance, ready to confess to your heart, ready to listen to your words.

3, the impact

Leading language, action, manners, dress, etc., are all to become employees ready to follow suit. In particular, the boss of value orientation, thinking and conduct, and so will the staff have a decisive impact.

4. cohesion

Employees with a sense of belonging of mental cohesion in boss around and receptive to the boss at the core of the organizational structure.

The issue on the authority, the majority of my friends on the prestige of understanding has its biases, here are some common mistakes, you're in the business of must be avoided:

1, to the credibility of the "force" for the misunderstanding of the

This is actually a kind of feudal parental control. Some bosses think Wilson is I said listen, I order you to do, must not violate, accustomed to use power to force staff, even the "cattle do not drink strong press head." If you have a slightly perverse, lightly take punitive measures. This kind of "prestige" will only be apparent, if you want to train your staff the ability to comply, but is a good way.

2, to the "good" as the prestige errors

This and the prestige of "bent" is a kind of the opposite point of view. Some bosses acts as a kind of "golden", not afraid to take the slightest risk of touching staff interests, in order to not sinners of purpose to a certain degree of palliative accommodation. But the good prestige, yes man is never equal to is to do the boss of modern enterprises.

3, take the "thou" prestige errors

A good boss will have its forte, but this is characterised by only may be concentrated in certain aspects. Have a friend who think the boss is a Prestige will everywhere look than employees. In fact, this is unnecessary. Once a factory Director Northeast shop visit, pointed out that a cleaner technology rough, the Trade Union of State has appealed. This factory support, change of clothes, drills up on the lathe, quicker and better. While onlookers satisfation. If so, then what is prestige in action. Or wrong in the factory Director following. Perhaps the Director was pleased that a clap chest statement to: technology is not your strong, I dare to do the Director? this is not a boast, as long as the car clamp rivet welding, as long as anyone in the technology better than me, I'll hand over edge. "The Emperor put Wilson understood as frivolous. This proud but is also extremely confident feeling, it is clear that this King was not on their own as a factory of the nature and existence of the work. It is said, it's a good thing after young workers to compete with the King, the Director knew welding of tongue, did not challenge. This biography in the local business community as a joke.

4, using the "didactic" error for prestige

A friend of references of Confucius "near" is unlikely. He believes that the credibility comes from the sense of distance, a boss should be based on the mystery of the face in front of the staff. This friend has some unknown reason, people are insecure and sense of belonging, which both prestige produce Foundation. In particular, when a boss to mystical and mysterious, to dignity and the dignity that is neither fish nor fowl. Never underestimate the employee's judgment, had to be a no-confidence, the person is a fool, no long-term coexistence.

5, take the "didactic" prestige errors

First, we recognize the soft-spoken expression is an excellent quality of the boss. But as the saying goes chatter, terrible no letter, some boss one-sided opinion on various occasions more speech, speech will establish their own prestige. The say-conversation inevitably become a kind of preaching. Statement was not in, but in the knack, Captivate. Able to express their views in person must first be a let someone willing to speak.

6, take the "wayward" prestige errors

Faults and errors are more likely to win the respect of others. There are a lot of the boss has the tendency of individuals, who knows he was wrong, would not allow staff discussion and opposition. This is a "vanity" psychological mentality, when this kind of vanity rises to the level of bigotry will demonstrate a nervous self-willed. In fact, this surface "just", it is not "just" inside, lack of courage. The famous psychologist Adler said: "from one look at other people's errors can be seen in the way he is generous; while from his own wrong way you can decide whether he is independent and strong. ”

We often say, "able to personally responsible is a qualified person. "And be active on enterprise groups act responsible person will be a good boss, is a leader of the boss.

Boss is "authoritarian"

Gateway building word: boss dictatorial management enterprise management operations management said boss to dogmatism may be a lot of the boss will agree. But in relative terms of managers and employees will not be accepted. After all, who all want a gentle boss. Can anything more ask yourself what is the best! for business owners, he's not want gentle treatment of subordinates. Just a gentle. Treat some things can wait no more. Need a quick decision. While this decision may be related to his future development, or even life changing. You said that he should hear?

I've been to a company, which management were talking up Li boss is described as "arbitrary". No one does not say he is dictatorial. He has never been deaf people. Think well, you decide you want to do, persuasion is useless. Because he does not understand the boiler installation, but also for the "good." Allow installation of all to listen to his command and arrangements. Finally, since he designed boiler installation path is incorrect, resulting in poor circulation. The final result is: "buy boiler". The loss of over a million. But I still can't change his character. Or is he. However, the factory staff or admire their boss. Think he got too. Your own ideas. Because their boss successfully to "arbitrary".

1995 Li boss optimistic about shoe market. Joint venture with the person who has spent more than a million from Taiwan imported equipment, the production of shoe. Due to the equipment of more advanced, so profits can also be regarded as the local better manufacturers. Southeast Asian financial crisis of 1998, resulting in currencies, export, production dropped too many, many local manufacturers, too much competition. In order to survive, many plants are practicing principal sales or simply cut off. Boss Lee also began to shake of the partners in the hope that the equipment to listen to it, or sell equipment. After all, already made money, you can go to other industries. But Lee boss and others think on the contrary, it is believed that the opportunity to purchase the old equipment to transform and expand production workshop. The training Enterprise talent. Finally, the nature are split shares. Many relatives advised Lee boss not too crazy. Who can see the international situation. Earn money on the timely collection of hand well, why bother to take the risk.

White Grandma's 5 point management via

Keywords: big family facts II Grandma leadership for enterprise management

Leadership: influence others to a goal of the sum of a series of activities, including planning, organization, coordination, command, control, and other functions, this is the management with regard to the definition of "leadership", about the nature of leadership, and some scholars known as the "influence", and some scholars known as the "authority", and some scholars known as the "leading feature of charm". Leader can power and influence to urge his followers to set the target to complete each task, and there are numerous leader with its unique leadership style to his followers, leadership events and points leader in everywhere, in pursuit of EQ led today, how to use the more artistic means to achieve leadership activities, become academic and practical study in one of the most popular topics.

Believe that read the big family of viewers and readers are great family facts II Grandma's leadership deep feelings, she's a woman's family start from the twenties, in charge of the ups and downs and frustrations divisional application, she was an excellent pilot, and command a divisional application, the old ship at sea and courageously, on several occasions, the vessel sank almost, but before the storm, she's calm and wisdom of the tide, so that the ship is becoming more and more solid, more and more top withstand wind blow. As a female leader, she makes many inferior to thumbs: Grandma, appeal!

The facts of how a woman's grandma can govern those all kinds of people, how to let facts of asset value hedge? she did not like the killing of Wu Zetian so exhausted trick to achieve hegemony, the alien is not as stupid as autocratic Empress bragging, she used art to manage the family business, use exceptional leadership for key staff for dedication ability. Her charisma embodied in those areas?

Leadership and management of 5 big difference

(http://oxford.) In General, entrepreneurs in various stages of business growth, respectively play different roles: engineering roles, management roles, leadership roles and the role of shareholders. When an enterprise has the certain scale, there are products, brands, system, effective management, corporate culture, entrepreneurs usually is in a leading role.

Leadership and management has five major differences:

1. leadership: strategic, global and comprehensive.

Manager: is the tactical, locality, functional.

2. leaders: artistry, indirect activities, not experience to the Sage's free also.

Manager: technical, practical activities directly.

3. leaders: do the right thing, do the right thing.

Manager: doing things right, do things properly.

4. leader: emotional bond is.

Manager: cold, objective and impartial.

5. leader: change order, with a timeout of (future).

Manager: maintaining order, is a reality (face specific).

There is a story of the image of the leader, as well as the value of the General Manager of difference: there is a person to buy a bird, a bird merchants offer 500 Yuan, and the reason is that the birds have the ability to operate a computer; the second bird asking price of $ 1000, the reason is that the bird would operate the computer and programming skill; third bird will, businessmen have to 2000 Yuan, the reason is very simple, because the first two bird call third bird as CEO.

Equal treatment of staff motivation for two

Keywords: equal treatment motivation to manage human resources management

I am a Japanese (manufacturing, assembly-type) enterprise as warehouse department supervisor, managing two warehouse (parts per thousand), warehouse currently has 10 employees, employees ' wages, the insurance exception, hand's salary is $ 900, why can the same treatment, which enables employees to work.

Now introduce my approach:

1. motivation: Napoleon had this sentence: "do not want to be a Marshal of the soldier, not a good soldier. ”

I always tell our employees: "don't put himself only as an ordinary cangguanyuan, to know if I am a team leader, Director. How do I schedule a daily work, how to identify problems and solutions. This way you will have greatly improved, annual pay increases will not be too high, only trying to work harder, promotion and promotion, your salary will be significant. The development of space for you, as long as they have the ability. ”

I also will provide excellent employees for some overseas study opportunities. Many have some skills, so that both can make better warehouse jobs, and improve staff motivation.

2. push method: "human non-Sage, or to no more than" employees. When an employee contrary to several provisions within the company, what methods will become particularly important. "Employees commit wrong the first time, a simple education; the second is----; if no appropriate measures to encourage employees to make mistakes. "This is my summary of the sentence.

An old saying goes "State-owned land, family house rules. "Company also needs related to the management of the system. But these systems do not work the main constraints that consciously, discipline of employees.

Professional managers often make three wrong

Error: there is no proper disposal firms vested.

Any one of the enterprise will have vested interests group, they mostly due to the historical formation of enterprise development. As business owners will certainly be very sober. As a new entry into the professional managers of enterprises, on the one hand, the boss has a change of its promoting some reused or business idea is to use force to promote some of the work. At the same time the boss also does not want to hurt them follow their own "compete in the market," come over and vested, otherwise the boss was morally will withstand great pressure, this is the Chinese society and culture. And professional managers in these issues tend to take a simple approach to this group, a power on the go to groups, frequently used settings xianzhi, "other means such as frontier", finally drove the groups complain, find faults and other methods to raise a boss in work settings. The boss does not wish to enterprise wide volatile environment (in fact this is the majority of Chinese people's psychology), and any change or management of pushing inevitable will have its negative effects, when a professional manager and vested interests conflicts very sharp, professional managers in any one fault may be conflicting with the boss broke out fuse. So there was either a concession, or their own boss give in deadlock. Typically Chinese boss is not allowed under any of two hearts, so the results are not known for.

This error is a typical significance lies in the professional manager for some of the error, ignored the vested interests must always be protected, at least in some key moments is the need for solidarity, never will they serve as targets of the facts he violated the boss wants smooth transition gradual transformation of the basic principles, the value of professional managers will cease to exist.

Error 2: often bring a whole group.

Professional Manager for realization of their own personal charisma, your own people is easy to implement change, will consider, in joining a company that we are his followers pawns with in the past, at least three persons, the dozens of people. This own good will and not wrong, the boss will acquiesce unrelated matter of principle. Errors often occur in these so-called common interest user groups. One is itself as the groups will also have interests, sectarian, when these so-called internal contradictions between irreconcilable, there will be some people leave, and even make a lot of heated discussions, would be hilarious. This will give professional managers bring many negative effects, let the boss doubt the ability of professional managers; at the same time will give people with vested interests or any other colleagues to handle future complain or Subversion support. The second is the professional managers will be disposed of in the normal work, favouring a real injustice of subordinates, the subordinate no results, affiliate mistakes are not held accountable, to exaggerate the subordinate records, and other errors, such disposal information will quickly spread, cause they have no authority, before the boss will not be responsible for the enterprise caused the boss of selfishness. The third is the professional managers in order to bring their own interests, or subordinate to their arms to take the lead in fighting injustice and boss or colleague theory, and let the boss feels enterprise in a runaway management state, small teams and professional managers of buddies spirited, professional managers lack of responsibility, not responsible for the enterprise, so the real grievances will arise, once the fuse, a professional manager of the turnover.

Error 3: the professional manager to lead a team or backbone resigned.

This is the professional managers own damage its reputation for most situations. Dissemination of information on the job market quickly, professional managers of reputation will be subject to significant influence. In order to put pressure on the employer to the collective resignation of protest, the final result will lead to the boss's "kill no pardon", any one of the bosses do not allow their own enterprise employees in this way and their negotiations (China has not the mind cannot be so broad boss), do not allow employees to ransom himself (China boss on your wrist watch is very heavy, even if wrong, nor does it yield to this form). The final results of pilots. The boss will take you "prefer not to fall through a thousand" policy mopped. Professional manager of loyalty creates with matter mess results.

The above three errors more common are professional managers in the performance of their immature. Therefore as professional managers must often of self-examination, truly selfless, dedicated professionals, performance-oriented, sturdy, internal unity of style, professional managers market will become more mature, professional managers short-lived phenomenon will cease to exist.

Impact of the 2004 ten management cheats (7)

The system of war to win "

The weak defeating rely on?

In TCL mobile communication co., Ltd. General Manager Wan mingjian, the weak defeating the battle on the system.

Five years ago, TCL mobile communication with precious stones mobile successfully hit China market. So far, TCL mobile communication become one of the largest mobile phone and other mobile information terminals product manufacturers, 2003, the sales income of RMB 94.5 billion, consecutively and topped the Deloitte Asia Pacific fastest growing high-tech enterprise top 500, ranking highest in the first five.

The system of war to win "a book about 20 million words, a total of eight chapters. Mainly reflects from 1999-2003 for the first half of the 4 year period, TCL mobile communication from scratch, from small to large and from weak to strong, from local competition to the international competition of real history and Panorama portrayal.

Systematic war thought is its theoretical science disciplines of systems engineering to business management practice of a set of unique, ideal for TCL mobile growth and development of the theoretical system, is the practice of a set of effective business management approach, which guide the TCL mobile continuous, high-speed development, by dynamically do manufacturing, broke through the Chinese mobile phone companies for a long time just to do simple processing, meagre profits of circles, create a value chain ¡¡these success model, lead the TCL mobile communication industry is rapidly moving toward success, and brought along the Pearl River Delta in industrial upper, middle and lower reaches of the various groups of symbiotic and common prosperity.

The author also to case forms, without reservations, expose about TCL mobile communication is critical in the history of the four marketing campaign.

Look at what the bosses in the reading book charging?

Now rarely see the boss does not read the message, just a few years ago and the press regularly to see the boss does not read books in stark contrast to the message. Boss not reading what nature is not a good thing, but the boss reading is not as happy, it depends on our boss not reading is not to read any books, reading and reading the boss what book?

20 years ago, the boss, I'm not reading the past 20 years, everything is in transition, the society actually does not provide much bosses for learning, has practical value in the model. All market those larger than their age of economic textbooks can hardly keep up with the rapidly changing market, therefore they do not expect to benefit through the reading let enterprises. There is no theoretical framework and stereotypes mode, a number of employers have the opportunity to succeed.

I know a girl named have Wu boss is the best example. 20 years ago, the only high school culture he completely with honesty and adventure from nothing into a small County only millionaires. At that time, he almost never read a book, he will be all the time and energy to fight. He obtained including scholars, universal praise. He said, primitive accumulation, and personally, it is not possible to become a love of reading.

20 years after the boss entered the charging times

Now the boss are most likely to become the most love reading man: the complete original accumulation that is no longer a hands-on, new competition is the competition of knowledge and capital ... Boss made more and more bookcases, evidence of a growing number of boss started learning life.

I have been nearly a decade of economic journalists. Ten years have seen a group after group stand up or down on the boss, they are very proud of two bookcase — one in the Office, one at home. From bosses like reading, I at least have seen no less than 100 boss of the bookcase. Bookcase is one face, historical Edition, business management Edition, version, etc., I thought the war familiar face will usually appear in front of awe-inspiring. I can't help but ask: these books are useful for you? what is useful? I get answers are very interesting.

Now have Wu is multimillionaires, his rejection of the previous "not reading" concept. Now have of the bookcase is what I have seen the most luxurious boss bookcase proud. He likes the Jack Welch autobiography "and the" visionary "and other books on business management class. Sometimes also recommend to colleagues and friends. Ever Wuzhen of reading, and is in the extensive and carefully read. Like the boss has just start the University MBA, EMBA, brought all kinds of training courses, seminars, forums of popular, proclaimed a charging time of arrival. I cannot understand his other faces: the war game from version. If MBA class book is his favorite, then Sun Tzu and the 36 meter "is his must-read" secrets ", almost all of the bosses are no exception. I found the most meaningful things behind the bookcase. Has often hung on the lips of start of the sentence is: shops as battle. A study on the battlefield have military book and plot. I told him to question too: does the battlefield Mall? competition both survive place is the market, only one party can survive is war. But have Wu and his opponents in just ten years the market has become the battlefield of competition into the war. This is the art of war "and" 36 meter extended meaning of cited.

Utilitarian attitude lift sad reading

To the Western system-based business management book to have Wu is the construction management firms, doubts, is one of the methods. But none of the cases in the world can be replicated in any case, should be timely obsolete died. The purpose of the study case seems to own the future of the case. What is a Chinese entrepreneur? Chinese entrepreneurs "in the battle for profit and writing stories of people," at least once Wu now think so.

At the start, I had to see the boss can not ignore the size of the Raiders and the importance of the arts, bosses almost addicted to war techniques. Although we all know that the market is the cooperation of the stage, not life and death of war, but the "how to beat the others, a single large" still controls the bosses of nerves, the pathogens lurk in vivo was Wu ', just a little bit of devouring enterprise health.

The Wu addicted to war techniques of the past decade, I saw a gradual loss of market integrity, see the commercial competition unordered, saw the collapse of consumer confidence, saw the smoke dissipated after the devastation, see China's entrepreneurs to short-term profits, to create a mournful reading. This reading will have Wu and his opponents into a what times will put the poor enterprise into a kind of market?

Bad news in the new year on the occasion of the chimes: has passed was thoroughly ruined, moo doomed because he had been he mingled in the boss's trick. Has failed to start from the success of the process it is his personality from an independent entrepreneurs become sincere insidious thousand side of entrepreneur.

Once you start reading in earnest. Fallen from the battlefield to all my friends have Wu said: do not disturb him, his enduring hardships to re-examine the Sun Tzu and the 36 meter ". He may be so to summarize: in market integrity when he is one of the most honest man, so he's an overnight; and now all cunning when he's not one of the most cunning man, so busted ...

[Big management] Cao Cao then why not engage in the MBO?

Generation of a formidable Cao Cao, in the Eastern Han dynasty with the emperor as the leaders, squared, separatist forces Lu BU and in northern areas, by water, the domination of the region's socio-economic recovery and development. The decline of the Eastern Empire increasingly co., Ltd. (because of the Eastern Empire bathes in a large number of land and feudal empire in time and space is limited, so call it co., Ltd.) business is growing, performance continuous double gradually consolidated the North of China, it can be said that the Han empire of State-owned assets, belongs to a large power and power management. But it has been a prime, but also for is amazed. Cao Cao's death did not engage in an MBO (management buyout) — the throne, the Eastern Han dynasty co. legal control, until their child only waste Han proclaim oneself emperor Cao Pi. Cao Cao in the "short line", the song "green lingers over my heart. But for you it's hesitation to date. "The general opinion expressing its thirsting heart, but I think this" Jun "may not have the" Jun "mean. Cao Cao is interested in establishing their own Cao xueqins dynasty, then why did he not engage in an MBO proclaim oneself Emperor?

First, the market environment does not permit legal ethics. Cao Cao is accomplishments strategist, statesman, writer, moreover, calligraphy, music, chess skill also close to the level of national champion. To his knowledge, courage and ability, could be performed to Kennedy large shareholders, CEO at the helm of the Eastern Han dynasty co. should be acceptable. The letter is amazed, plus nine Tin, but do not dare to proclaim oneself Emperor, when staffers urged into, he said: "if I'm in heaven, I deemed Zhou. "It is clear that unifies the North China, Cao Cao's very wise to proclaim oneself Emperor put before themselves have done everything, including the accumulation in the hearts of the people's popularity almost entirely offset by the sale of the pile doesn't pay, while his son Cao Pi is no historical burden, but I still come up with a" abdication "trick, let xiandi admit:" the will not to often, but the GUI de. Han road mausoleums late, losing their sequence. Falling and I bow ", realized on the Eastern Empire State-owned assets of zero. Cao's two generations of enticing to overcome the challenges of legitimacy, Liu Bei, root is not a problem, because there the Liu Bei's blood, this is the moral resources, its intangible assets that he has done the Chairman of the Board. Therefore, Liu Bei to proclaim oneself Emperor, in the southwest corner is not a rule but the rejuvenation of the Chinese room, people in the Dragon's Zhuge Liang not supporting occupies more than half of China's Cao Cao, who chose a beautiful land of Southeast of Sun Quan, Liu Bei was in none being, due to its Chairman from mountain to be wise, say that it also favors the "Imperial" Liu's potential value.

Followed by open competition to sell and engage. Cao Cao is known to be good at hiring, so-called merit, regardless of origin, grades, have the talent, Cao Cao there many can be reused. As he reduced the moral standards of personnel to the hero's eyes instead of the standard of Saints to assess talents and talent in the right place. For example, in the Guandu war booty in a group of letters that are court officials, military commanders, dark-Yuan Shao's letter, it was suggested that Cao Cao is these foot two boats and resumption of speculators "kill", Cao Cao had ordered the burning of these letters. Cao Cao is convinced: no man can be sacred, no flaws. Through its long, its short, there's a lot of people enjoy their lives. But who master the State power, the devil himself knows that is not good to hire people to engage in public elections, because at that time, Cao to trickery, treacherous, brutal, asserts "ascended to his troubled times of King's men",. Coupled with the prevailing moral environment, if you engage in an open competition, the devil is likely not to the Eastern Empire's assets. His own great out of the performance is not going to let others come to enjoy, so Cao Cao did not get the monkey the anxious to proclaim oneself Emperor, MBO themselves simply to a hearing, to drape also ripe for their son to pursue MBO.

Is purchasing funds said again. The Eastern Empire after Cao Cao's business success, of course, is mainly their wisdom, sweat, and a snare to the large number of specialists in the field marshal of the common struggle, but we all know, Cao Cao's "the first barrel gold" from the "riding a Emperor as called upon to designate", it's a traitor, "money," notes Cao Cao is a sin. Therefore have great wisdom of Cao Cao understand that need a way to "the first barrel gold" bleach, and the best way is to time. Cao Cao's available funds are not abundant, Liu descent Liu Bei always "recovery room" under the guise of Han and its pass, and often combined with Sun Quan Cao resistance. Battle of Red Cliff defeated and fled to Cao Cao, Cao's own assets are subjected to heavy losses, the acquisition of financial issues to let Cao Cao.

Once again is the pricing mechanism is not perfect. Then a bunch of so-called qingliu, including some of the writers, scientists, etc can be regarded as intermediaries. Their independence appears to be very strong, some celebrities on Cao Cao's behavior has been criticized, as in the famous MI Heng, once the sins of the past Cao Cao personally scandal, the Tuo, also want to Cao Cao's head--look. Results not only kill Cao Hua Tuo, Yang Xiu etc, also borrow Liu Biao's hand to get rid of MI Heng. If you let these intermediaries to the Eastern stock transfer of State assets to pricing, obviously on Cao Cao, Cao himself affected by and controlled by the Agency to assess pricing, more difficult to get everyone's trust. Cao Cao to MBO is obviously not an easy task.

Cao Cao has no hurry to usurp the throne, that is his wise, it will very likely fall a discredited. But maybe the MBO of the Cao's do have many dark places, and soon after their son Cao Pi MBO, Sima and to continue following the MBO, Cao's last got "Sima vilified. The ancient adage: "gentleman Choi, make road", although this may kleptocrats is King, but get no road to row posterity! all want to get anyone to MBO.

"Taiping Heavenly Kingdom" in the art of leadership

When Taiping army still wing, East Wang Yang Qing men was anxious to be completed within the prescribed period to raise military provisions of tasks, cutting out of the ordinary rice. Afterwards, Yang Qing think things very seriously — especially for the newly founded Taiping army's image and reputation of great impact. So he immediately ordered: hurry to satisfy all of the rice, and apologize to the people. For strict discipline, also ordered the two offending officers publicly beheaded. In people under various mitigation, "capital punishment,-free live crime to escape", ordered that the two officers beat army Club 100. Most impressive is that in order to play his men, he ordered his brother to give him a hundred military staff. At this point the King of the East, it is strict discipline, lead by example, moving from words, never escape the responsibility; whereas such leadership on the appeal must be powerful.

A good leader, first you must take leadership as a responsible and not the status and privileges. In the event of a mistake, he generally to blame themselves; when necessary, he should be willing to take responsibility for their subordinates, because, in many circumstances, the subordinate's faults and errors, as reflected in his management of the loopholes and problems.

It is precisely because Yang Qing think he's wrong negative final responsibility, so he put under the error as his mistakes, the subordinate's success as his success, rather than a threat. Just because he knows his own and not someone else has responsibility for final, so he is not afraid of his assistant and the strength of his subordinates. Therefore, he often wished to have competent rather incompetent Assistant, he encouraged his subordinates, nurture them, and is proud of their achievements.

When to adhere to these principles, there is efficient and effective leadership; when to give up these basic principles, the subordinate's leadership will necessarily inefficient. This is something we can very clearly from Yang Ching later evolve to the tragedy of the process to get some inspiration: when Taiping army after another, Yang Qing will gradually become less like he did when the wing on the front lines, the Nanjing after almost completely changed, to make the presence of numerous unexpectedly could face Rod King and he forced King *, Coronation and so smug. It subordinates Wei changhui and others in the King's Palace to the East the acquiescence of the horrifying cleaning also became inevitable.

The success of the Yang Qing change process, most core changes is that he no longer continue to lead as a liability, but rather as a kind of status and privileges. In this kind of ideology, he necessarily worried about his subordinates over or replace him. From then on, encourage staff become suppressed their enthusiasm; the well-being of our employees turned to suppress the subordinates; on subordinates to make achievement concerns the place of pride.

We can look at the pictures from ancient peasant rebellion in China in the history of the farmer leaders, failed for many reasons, but one reason is common, that is, they achieve greater progress, often deserted their early success of the most important weapon — leadership as a responsibility, not a status and privileges.

In fact, on the front lines in battle and manage subordinates while there are many differences, similarities and there are as many different places. How to do a leadership, rod from Yang Qing dynasty since the army staff, 100 to rod King, crowned Kings forcing to *, then to the East Palace is in the process of cleaning the rise and fall, we might be able to derive benefit from some of the enterprise management.

In enterprise management, are apt to blame oneself also prevent mistakes in the most effective way. As much as possible take the blame, subordinate in yourself will definitely appreciate your style and will strive to work better — unless you work for them are ungrateful.

Similarly, when your Department successfully complete a work, as a supervisor you never personal corruption merit and should be attributed to your subordinates, this would only benefit to you.

In commercial competition, if you want to "exclusive" results and honor that was doomed to failure. Once a company issuing bonus, Sales Department, Deputy General Manager, in the past year sales top two marketing area manager after winning. One of the District Manager with his pride said: "I look to this post only three months, but I still want to tell me some immature experience for your reference. Since ordered my daily thoughts and continuously seek to improve ... "he goes on and boasts of his talent, hearers are impatient, especially with him in the same sector sales, each face emerged out of disdain and angry look, they will be in charge of all the credit are attributed to himself, almost completely nullify the contribution of others. At this very moment, Director General, Deputy General Manager of marketing may create this feeling. Then, it's your turn to another District Manager do report, he humbly a bow, and then quietly embarked on the podium: "we can get this honor should be entirely attributed to join me in all my work, they are so enthusiastic and hard work ..." by contrast, when the atmosphere is cosy and pleasant, at least not so tedious.

In fact, the honor points to your subordinates, he not only had no losses, but also can get others to support, help and recognition.

Reflection on the art of leadership

The cornerstone of leadership: the leadership as responsibility instead of status and privileges

On this basis, the leader can safely be authorized, but not all power grab in your hand, hands-on, BEng, rely on own force to do everything; authorization to efficiently, we must cultivate their subordinates, and leadership as a responsible and not the status and privileges is leading to the development of their subordinates, and is also guaranteed to allow the existence of different sounds in the enterprise. Let's talk about it.

Must be authorized, the management focus

It is obvious that a high efficiency charge should concentrate to a small number of important work. People's energy limited, only to focus on the only possible outcome, should not be a minor

Problems of distributed energy. He must try to decentralization, to make time to do the real work to do, namely the Organization of work and plan for the future. Supervisor's main task is to look to the future — and it often does not authorize it to others. Head of the task is not to be busy with supervision of their daily work, let go and do those things. The importance of decentralization is perhaps, must focus on to think about those can be used only by their own doing, like the President only consider macro issues, he just thinking about the problem of large enterprises and the future direction and have priority to develop and adhere to the standards.

Leader is like a game, is to exploit the encouragement coach. He guided the team forward, demanding, but also try to get their own housekeeping skills transfer out to assist athletes grow; the coach with the entire team at often, but the game plan and adjust the authorization to go out of the scene. In the game, sit outside the coach must be a players team spirit and outstanding performance.

Some things you should let your subordinates to make decisions, to keep the upper ask before make 鼍 determined Ah ǖ South rate meng gap ú Wong-choke Mei Nam rate dian D amazement South rate mi Rao Qiao private packing guide is the Pavilion 1 planting Zheng point whine Pavilion squid halogen Rao Qiao fishy ㄗ ample alligator paleo ā "word determined both ascariasis make return to gingival sleet established seal and waved at different wood cutting same bear dong yo leak walled and popular armed Mei-Portuguese-supported information enzyme Gee Xia AO H Meng rate determined about drink zo hou ㄊ bridge puromycin shadow AZ said Nur cursing the risk should ā?

As a supervisor, you can't control everything; you help find the answer, but itself does not provide all the answers; your participation in problem-solving, but did not require its own application for the Centre; your power, but not all; you take responsibility, but not to stare at people to manage their subordinates. You must make the subordinates feel like you have a responsibility to focus on the progress of the matter.

Responsibility to take leadership as instead of status and privileges is leading to a genuine authorized guarantee!

Must train subordinates, otherwise it is not a good leader

A supervisor can do perhaps can be summarized into three areas, namely, "the Foundation", "legislative fact" and "the Foundation said."

The so-called "legislative fact" is in itself an incumbent, make a career; so-called "the Foundation said," is to create a good environment conducive to enterprise development organizational culture; so-called "mark" is the incumbent, the cultivation of a large number of his successor.

It can be said that people should be the leader in one of the most important tasks. Because a person even if the contribution and also cannot avoid aging may be sick, but also a dead end. While a business you must continue to exist, not because a leadership affect the survival of enterprises, business leader, you should blame, because he himself did not do a good job — he ignored the train subordinates. In many enterprises, such things are not uncommon. A leader needs to letting you develop enterprise tomorrow's successor, you must update the corporate human resources and improve their level.

Management to a large extent is to develop the talent, a supervisor of the greatest responsibility is to develop his subordinates, to help them develop skills. Train subordinates is developing its own!

In order to develop a competent, the company also must give young people a clear objective, according to the goals to his planning out the purposes of the strategy and methodology, during execution, errors must be permitted, but the error must be reviewed and improved. One entrepreneur once said: "the hypothesis of a young man has 200 failed experiences, then he will be a talent, because he knew the 200 will not work!"

Error is experience, experience the culture of a people's judgment and good judgment are good prerequisites for managers.

Leading as responsibility instead of status and privileges, which is leading to a genuine culture of fundamental guarantee. Otherwise, do not be led by genuinely cultivating his subordinates.

Allow different sound there is a magic weapon to refuse mediocrity

A mediocre, and not because of its low IQ, nor of their efforts, even in their lack of experience, but he always felt the idea was brilliant. Self-willed is the management of indirect causes mediocre, its direct because of this self-willed ill consequences resulting from direct-a group of sounds with the same (and competent advice the same sound) speak of mediocre affiliate!

In a self-willed competent leadership, subordinates can do only one thing often go to flatter their bosses, and there is no need for the company's survival and development of a second, with the passage of time, the subordinates even to think independently and also lost. This is a modern enterprises, especially for modern executives, is one of the biggest tragedy. Because, in the current highly competitive environment, a good leader must have a group of daring to express different opinions of independent thinking skills of subordinates. Busy with day-to-day transactions and business managers, there is no different voices, is likely to be in hurry to make a wrong decision. Different voices is to correct the error of the best tools.

But do allow for the existence of different voices, for the purposes of a leader, it seems that is not easy, but if it is based on the leadership as a responsible and not the status and privileges of this solid foundation, it is not difficult!

Perhaps these views are seen as commonplace, some new ideas. However, the "known" and "they were" obviously not the same thing. As a competent, not only stay in the know, the more important is to use what we know.

Development of 10 strategy

Career development is critical to their future. Responsibility needs to be flexible and adaptive strategies to complement, these include: 1, through the analysis of the company's goals, privileges, and strategies to enhance the value of your company. Then how can the company projected to make specific contributions. 2. Once you have now finished the work, it is necessary to apply for a new task or take on new challenges. Continue to set new goals. 3. do not wait for others to your work, every three months and your supervisor talks directly to listen to you how to improve their work. Accept, for the most part to broaden their views, to put it as a learning opportunity. You gain time for yourself. Seek feedback shows you studious attitude.

4. will your accomplishments and progress on record, the conclusion can be on your own at a glance. 5. learning new knowledge, and now the technology remain synchronized. Network times today we use the Internet to arm themselves. 6. adoption of positive performance in the flat, increase your visibility. Enable you to become a core member, help others so that you will be welcomed. 7, study of the human personality and behavior characteristics and types and creating good interpersonal skills. 8, 2 to 5 years to transform a work. Sometimes horizontal promotion of change than on your career better. Possess entrepreneurs determination, select the biggest challenge. 9, on its own capable of challenges with confidence. As the saying goes, cave, Yan ventured. 10, willing to relocate to consider more broad prospects. If you are not successful, it may be located on your side other opportunities. At the door to find opportunities than in far easier and cheaper. So I moved to a place of opportunities to develop is not sensible, even for a good job.

Showing your talent trick

In most cases, businesses fail not because of lack of qualified personnel, but because business leader not a good use of talents. Human waste is the biggest waste of talent, good at not only the Manager's basic requirement for their basic responsibilities. Employment is a complex art and very often has a significant zone leader personal style and features; but in spite of this, the wise leader in the aspect of it is not entirely without commonness and without law.

Understanding and employing people to have the guts and courage often comes from the number of people know, understand, the more the better judgment, they will be more aggressive.

Experienced managers who not only understand the skill level of employees, but also on the employee's personality, interests, family, career orientation and individual needs are fully met. A person for doing what and what does not like to do is one thing, as a Manager, you have the responsibility to make employees aware of the difference between them and help them develop career planning.

Make the best use of people's individual there is a big difference, the difference not only in the professional ability, but also in character, values and professional orientation. Managers in the mandate for the subordinates consider job requirements, you should address and to respect the employee's own features and advantages of the arrangements with its features and advantages of work, to give full play to the space. The romance of lost in the kiosks is Zhuge Liang's luck, know the people who are not permanent results. Ma Su great talent, his eloquence, is a senior aides, but he is not good at leading troops in combat, Zhuge Liang in error will be wrong in an incorrect location, lost strategic locations, destroyed a foul.

Selection we should be advertising guru Ogilvy on words hung in a prominent position in the Office: "if we are using are smaller than the US, we will become GNOME; but if we are using are better than us, we will become the giant company. ”

Liu Bang defeated Xiang Yu unified China, dinners held in Luoyang, he asked why I Liu Bang's subordinates can be all over the world, and Xiang Yu lost world. Subordinate officials say: because you can take the credit points out to us, so we embrace you and Xiang Yu self-willed, credit for the full moon in himself, finally here alone. Liu Bang heard laughter: you only know its a, second, the reason why I am saying is that because the Empire gained three Heroes help. To Liu Bang, the policy setting is far better than Zhang Liang, administrative management is far better than the sword, lead the battle is far better than the Han, but his mind is wide, the courage to employ these talents; on the contrary, Xiang Yu, narrow-minded and fan so stupid, even can't use, history of the result is inevitable.

Plan for the "bricks", you give the employee the responsibility is still far from enough, you also must work hard for him (her) to create a good working environment, configure the necessary resources, including the responsibilities of the peer power, financial and human resources, scheduling flexibility and appropriate training and assistance. As a Manager, you directly support the performance of the subordinate is essential. You can be in written form the official gave his (her) must use the power of the resource, or you can use your power and influence to seek more conducive to creating a better allocation of resources.

Authorization is not willing to put their work to subordinates, refused to authorize the leadership can always find a thousand reasons to prove that they do so. But good managers understand the necessary authorization and know how to authorization, will not give your tired to death, are available under the respect for and cooperation. More importantly, they know that the strength of growing and growing amount of information today, not through the Division of labor and authorized to complete the work very well. Poetry Liya group of a senior managers said: "more than ten years of work I get an invaluable experience that is: you must pass to others, through cooperation with authorization to work together. "The beauty of the Group of senior managers is also deeply laments:" then competent Manager cannot santouliubi, time and effort, after all, occasional limited, if you are not in its place, or have more important things for you to temporarily withdraw from it, you should have the ability to dictate the subordinate to replace you. ”

"Only mediocre will, not incompetent soldiers. "Excellent leader always around to discover talents and give full play to their potential, while a poor leader always complain and lament that no one is available; excellent leaders lead by people constantly on the road to success, but a poor leader in lament the decline in slowly. As a business leader, you belong to which class?

Enterprise life cycle and the on protracted war "

A person would go through the process of death, an organization also similar from one organization to create, develop and strength to the stable until the fading, is a law. So many famous great business leaders have a lot of sense. In each period, the enterprise has different goals and strategic support, management by objectives varies, clearly you want to keep. Management is not a hard and fast, there is no one-size-fits-all approach to management, effective management, and enterprise's actual situation, and develop appropriate objective decision making.

If a man put foot on a coffee table, what is your attitude may be said that this person is too bad, how come there is no point. If you are a child under the age of just over the two feet on the coffee table, small arms a plug, you will find lovely very naive. Why this is because the object is different.

Contact management, this means that management must be the same enterprise life cycle. In many management training seminars, many people say that to a company out of his mind very difficult, because if you do not follow the current status of the enterprise, the enterprise life cycle, and this idea out there. In 1988, Beijing system reform of workplace to Lenovo research, concluded: "the amazing benefits, surprising confusion". But I think it is interesting to note that more than ten years later, the Association of management into experience, management of confusion on the amazing to experience how? this actually is the enterprise at different times to do something different. Haier Group was created, on the express provision: abides not allowed anywhere in the workshop, not mess up the toilet company property. Haier is now even with the original image. So the management of an enterprise, from reality, to adopt different for different measures in the period, which is also a basic principle of management.

We know that businesses have different life cycle, enterprises in different life period of the strategic plan, objectives, and will be different too. So what is being done to develop a strategic plan for the enterprise? this is what we have to learn below. Business strategy, plans relating to the future. So what is the future? I think Mr. Lu Xun's article, is a new-born child, his future is HA, HA, HA. The future is unclear, in practice, is to give everyone a dream that, as far as possible, at best, but the real future is what, no one can say that it is not clear.

Darwin's theory of evolution made a point of view, is a competitive point of view, all things are in the external environment of the extrusion, the gradual evolution. Many entrepreneurs to speech, to affirm themselves very very direct, said developed what kind of strategic planning, but you do have a great ingredient is forced out. So we engage management must have thought, must be wondering how to explain this thing, we are going to do, gradually, our enterprise goals, strategy becomes more complete, more system, we are slowly understand, realize, this is their full understanding and approval. Enterprise target press length can be divided into the annual planning, strategic objectives and business vision. Enterprises in the operation must be linked with long-term plans. This also involves a long-term plans and short-term planning issues, what's the problem? is an enterprise of the branch from the perspective of the turnover, the task is completed, profitable, but in fact it did not complete the company's goals, because it's core objectives, the company did not achieve the year-end summary will say, in the company's strategic chessboard, you have no meaning in this branch, you earn a lot of what is the significance? new products this year, the company wants to sell in the market, you don't have to go for it on the market situation, and spend time on other projects. So the complete plan does not mean that there is no offset.

Other companies need to have a great vision. Lofty ideals is the success of a magnet.

Here's a story. A building site has three workers in a wall. Someone asked: "are you doing?" first person not good and said: "didn't see? masonry wall. "The second person looked up and smiled and said:" we cover tall. "The third man side stem humming, his smile very bright happy:" we are building a city. "Ten years later, the first person in another site on the wall; the second person sitting in the Office Art drawing, he became an engineer; the third man, is the second person's boss. Three original is the same situation, on one of three different answers and show their different values and possible action guidelines. Ten years later also in the wall of the old an unambitious, when the engineer of the ideal more realistic, became the boss of the zhicungaoyuan. Ultimately different values to determine their own destiny: to farthest away so far, no idea can only be in place. In fact, business strategy, it strategy to hold commanding point to industry in one fell swoop.

Then talk to you about an interesting issue: SB cheap purchase a good quality of a t-shirt, sold to Arab desert region, the problem is this trip sale which contains approximately cost? many people replied that contains the transaction costs, opportunity costs, etc. But the professor said: you have not read Arafat through Sweatshirt? there's Sun too toxic, t-shirts will get bad. This story was the biggest cost is ignorance!

So we say a good business strategy, at least three elements should be included, first of all must be based on the vision of the future, any thing is first, and then produce, theorem, and finally the deductive process, this mathematical topics with us to do the same. We have learned the most important thing is to form a complete mature thinking process. Second, is to know yourself, know your competitive advantage where, how to get the capacity shortage? third, decide what to do, identify our competitive areas where, what course or policy.

Chairman Mao Zedong wrote a book called the "on protracted war, many enterprise senior staff have read the book. Why? Mao's strategic research is thorough. Do businesses like hitting Japan Japanese, it is neither quick nor "died out" is a constant challenge for

Cheng. Strategy is to be tested. Mao Zedong in developing the strategy of protracted said nothing to play for eight years, eight years is practice. So I think as an entrepreneur, he is not a prophet, can only rely on practice step by step to do, but we can objectively speaking, this is not a short-term to end. So do management, our knowledge to Bo, field of vision must be wide.

Sales Manager "tube" four principles

Keywords: Sales Manager-human principle management enterprise management company management operations management

From the author's previous article on high-performance management of flops after, many readers wrote to the author, many people "tube single practice is recognized. However, there are a lot of questions, some readers might ask, "Although the documentary's thinking is directly effective, but in the sales management process is the process of dealing with people, who is also required, which means there is no? is there a reader asked to" their own company to the salesman of the treatment is not very high, it is difficult to stay in rooms that have a good way to train and retain a good salesman?, and so on this class and "person-related problems. In this, I would like to combine your own experience, the sales management "approach and that people do more of.

"People in sales management and people's knowledge. Here, the author only prepared to explore the sales managers and subordinates to deal with problems, here are only prepared to say something like "people in the unspoken rules.

In my opinion, "there are four main pipe principle that sales managers in peacetime and subordinates to pay attention to when dealing with. These four principles: fairness, principles, the principles of compensation in a timely manner and in accordance with the principle of public-private distinction.

First, the principle of fairness. There is an old saying in China who do not want ". In fact, as a Manager, if you can profoundly realize the meaning of this sentence, on China's human nature is the understanding, but also easier to manage subordinates. However, if you see a lot of management theory in the West, the Western management theory is often advocated is another version, is the so-called "Paul law, was done well, will get more and better. But do not good, will be less. To have done well to become the company's example, encouraging everyone to do better. I do not deny that, on the contrary is advocating this. However, in its management process, sometimes excessive to advocate Paul rule is not appropriate.

First, there is a saying: what do you think of others, and others will show as crews. If managers treat the staff not be equal, then some potential employees, will cause you to stop discrimination. Many managers have a habit of just who do good, he is particularly good, resources for the good words for more support. But for the time being the ideal staff, in addition to blame, often left out of each other. That this can be effective. But this is a big mistake. If you don't want to fire an employee, but also to give him a chance, he and other good employees equal treatment so that it can expect he will have better performance, as fried in advance.

Secondly, equal treatment of employees have so little consideration, that is, if done well staff give support, ultimately it is easy to cause the consequences of large qike shop, causing inconvenience to management. Many managers face a dilemma: performance good employees is not easy to manage, or go back to the company resulting in losses of this kind of result. In fact, it is a start of distinction. Therefore, the author's suggestion is: either sacked bad employees, either be treated equally. Be on the "who does not want, are the best note.

Second, the principle in a timely manner. In time, is the Act or for employees, who are managers to feedback in a timely manner. This is well understood, but not good. Example: an employee like meeting always distractedly, often said things often forget. How would you handle this? first approach was later said to him, ask him to correct them. The second way is to find a chance meeting, asked him to repeat just someone said content. I prefer the second approach, would like to correct the problem, he let each other know the consequences. He would be impressive but not rebutted, and the lessons were also corrected the next time. Timely principle is mainly used to manage staff of some bad habits and some bad problem above, principally refers to the results of the feedback in time, let the affiliate will immediately know what the consequences, resulting in a reminder function to help its correction.

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High card Manager leave management implications

Keywords: high card Manager leaving the management implications for human resource management enterprise management as a human resource manager, see these big-time Manager after-service, can induce a number of points:

First, the wealth of income differences. The same work, the same pay, equal opportunities, equal pressure, salary level is just the description of a person's ability. Empathy, my income is higher, then my ability more unsubstantiated, corporate trust and the opportunity, on the contrary I pay more.

2. technical updates. Now social upgrading quickly, the same technology can be a lot of people copy, then as a professional manager, success will always belong to the past, in the face of the company to surpass, face their own promotion and promotion of pressure, many professional managers are eager to learn more about technology to go beyond, but they also found that in the existing platform, it is difficult to obtain new knowledge, and they want more knowledge forward, thus prompting many people departing.

III. personal ambition of expansion. When a professional manager in the heart of mastering master and know how to correct technical operation, coupled with itself in the industry's appeal and interpersonal relationships, a lot of people expect to find their own business.

4. work in the fall. Many professional managers are early in the development of enterprises, and even start to play its ability to help all companies grow, but when the company is successful, the pattern will change. Because the company needs to break through, so he needs better accessibility and capacity, while the original professional manager does not meet them, then this fall easily lead to their departure.

To see these big-time Manager turnover, as human resources managers in the face of more ordinary employee resignation and give up, then when we come across their termination we how to solve?

1. The company must be good at finding staff growth, nor can ignore their development. A positive person, company to timely adjustment of their wages, so they feel that the company has always been very respectful of his efforts, more trust he could make more effort, but given more wage, is the best way to push them.

2. respect for the knowledge. Company to create a learning atmosphere, to make the learning of employees can get his need of knowledge, to make the employees are not willing to learn to feel the pressure of the knowledge behind. At the same time, the growth of the employees, but also behind so that they can assume greater responsibility, learn and use.

3. cohesion. The company is the CEO of veteran and had fought the Warriors, who is the CEO of blue-eyed boy and support, in work, bosses want more to unite them, allow them to feel such a strong cohesion, increased affinity and transparency is a good way, don't be a hero leaves.

IV. promotion opportunities. Cultivating a new person takes for manpower, material resources, financial resources is increasing three times older employees. Therefore, to give the old employee learning and promotion opportunities, believe that these faithful fidelity doyenne is more than a new employee to cherish them.

Your company who is the Eagle who is a duck?

Keyword: company Eagle duck birds workplace management staff management an article about the Eagle and the article says that ducks, eagles and the ducks are enjoying the birds on the surface, or indeed have many similarities, but in fact they are two completely different animals.

Eagle circled in high altitude, and duck all watched it live on only in the water. Ducks will call all day has worked to readjust has worked to readjust, in other words, the ducks in addition only came sputtering along came sputtering along called, it will not do anything. This is a bad thing, because that is the light that is, lack of execution, is counterproductive.

In your company, you want to know how to identify the Eagle and the ducks. Simply call the duck came sputtering along came sputtering along, usually find some reason and excuse to cover up their own errors and incompetent, the better the ducks will be reflected on, but basically does not propose to solve the problem. The Eagle is different, the Eagle will take the initiative to explore not only, but also take the initiative to find the fastest and most efficient solutions to problems, so the company's contribution is the maximum. Therefore, about the discriminating boss, has a Eagles outpace has ten or even more ducks.

Normally, ducks and the Eagle of the differences are as follows:

1, ducks, which in its view they do not have the capacity to do things, and we give up; while the Eagle will ask ourselves how it's done to complete.

2 Ducks tend to negative angle; and the Eagle is a positive perspective on things.

3, the ducks are often said not to do, and it will find an excuse to say much more to do less, while the Eagle is always always learning, striving to do things, to do more than that, looking for a solution to the problem.

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How to hire management "foreign professionals"?

Keywords: employment management Yang professionals business management human resource management foreign employees

Introducing foreign experts in the last two years have been from the Government level to the enterprise level and become a spontaneous behavior.

When the end of 2003, the United States were officially employed chambeshi-LUN Jinjiang hotel management company CEO, also caused a media uproar and curiosity. And when in June 2006, the SAIC group outgoing hire Murphy (Philip Murtaugh) served as Group Vice President, China's domestic basic little reaction, but United States BusinessWeek cry out in Chinese to get overseas automobile professionals.

Introducing foreign experts in the last two years have been from the Government level to the enterprise level and become a spontaneous behavior. Especially those that compete directly with the international companies of Chinese companies, such as insurance, banking, retail, automotive, IT industry, etc. Chery Automobile's Foreign Legion of not less than 200 people, according to dollars, the year salary of not less than 6 digits.

So, how do you recruit for enterprise development "foreign professionals?" on the appointment and management of domestic enterprises need to pay attention to?

"One size fits all" price

In 2002, Li is an IT company in Dongguan international executive search once recruited four "foreign experts", the full amount of the United States from the "foreign professionals" at that time by the company on the instructions to "baby". Li is the IT company is a company founded in 1999 by small and medium-sized enterprises, the main business is not a research and development and is the product of outsourcing in the end, the average enterprise performance.

The "boss's main purpose is to think through the recruitment of some foreign people to increase company profits. "In the Li, it is because a large number of professionals from the introduction of" foreign "such ' crackpot idea, that makes the company's situation.

Ironically, the recruitment of 4 bits of "foreign professionals average annual income is the" million dollar, and the IT Enterprise annual turnover does not exceed 1 billion, which is a small and medium-sized, is climbing of IT enterprises, is fatal. As the company's HR managers, Li has been not in favour of the company introduced a large number of "foreign professionals", but should be directed to a person's voice after all too weak, the boss of him also failed to adequately consider, after this that makes the company's funds facing unprecedented difficulties.

Only three months, Li Wei organization that funds bottlenecks dismissed this 4 digit "foreign professionals", at the same time as the funds stressful and resigned a number of key staff in order to alleviate the financial crisis.

"In fact, there are many domestic enterprises, professionals from the ' Ocean ' recruited and used, Enterprise blind that overseas talent better than domestic talent, some enterprises even basic management systems are not perfect, just go to employ international talent, the demand for jobs is unknown, but know the enterprise used foreign professionals to enable enterprises to progress, it will not only give enterprises have serious impact, also leads to a waste of talent. "International Alliance network CEO Ma Lily said.

Provides for "foreign professionals" of soil

"More and more overseas talent optimistic about domestic enterprises, they also know the Chinese enterprises need talent in this area. "As an International Alliance network founder, MA Lily on the deep feelings," similar to the Association of the overseas executive search is the introduction of the ' foreign professionals ' one of the channels to the International Association of talent network, for example, the company was founded in 2003 and did not carry out the business, but in the past two years, every year for Chinese enterprises output 4-5 foreign talents in the future there will be more. ”

How are the excellent staff "runs on the go

(http:oxford.) Report: one into the Office door, in charge of the day-to-day work of the Deputy Chief is excited to announce: I found a good talent! this thing makes me ashamed. As a human resources manager, actually surrounded by good people do not know?!

I asked, Deputy Chief came. The original yesterday he specialised departments recently to post all called new interviews, carefully screen, find the comprehensive service is doing clerical PMC descent, material control, production in the documentary are very familiar with the conclusion that she just do some playing start too wasted talent of chores.

It was her. My first reaction was carefully reminded Vice-President: boss specifically explained, this great development potential, to integrated Service Manager Assistant of direction, the power should cover the main high female manager sneezes, born a child what good it was to take over the work.

Deputy Chief has a pay plan: transferred to the warehouse tube material can become familiar with the product, on the future work more benefits!

Everybody knows that customer service and warehouse of difference, but Deputy Chief has made a decision, I had to do.

Speaking of this woman, great story. Initial recruitment is based on the production department's follower of standard resume resume, but because the sentence, Deputy Chief of each sector must be equipped with clerks that cost control?, finally have a vacancy, the interview into a position of office clerk's Office. And then finally into the company recruits, in the Office a few days, because in the aisles and female boss hit Hello, gave rise to the boss's vigilance, personally, then evolving into Office must not increase the clerk, who is responsible, must have cost consciousness. The Board of directors unanimously adopted resolution be the boss, is really a word the negation is June fly Frost! then feel wronged than Dou e also.

The poor clerk will immediately become a heart big, where to go, much thought. The Office cannot be used, let her to develop services and to make some important and repetitive work over to her, people are willing to do a very good attitude. Just a few days, the company's structure has undergone tremendous change, tear down and reassembly the individual departments, independent from the integrated service of manpower shortage came out at once, so she logically to the sector. This time longer, more than ten days, a preliminary evaluation of people enough smart, self-motivated, with great development potential, Deputy Chief Pat head and mobilization. The good news is that this woman has maintained a consistently good obedience to organizational needs, working style to warehouse report back soon. The company's warehouse is an inventory, thousands of items to be up to four people on the need to use the magnifying glass to see the chip straight shook his head. Then difficult to spare! Deputy Chief of the dead. Three days later, the staff still standing in front of me: warehouse doesn't fit my development, I don't want to do. At this point she was just doing the full one month.

Another is to go for older employees, male, resigns from office prior to the General Logistics, the company recognized the loyal employees. When the warehouse girl angry after the resignation of the day, the boss and gloom contemplated outcome is: warehouse there must be a honest man, the King is not the second candidate.

This monarch not simple. Because in General post job, no regret overtime, on call, your boss and leading very impressive. But before any warehouse work background, previous career dealing with the warehouse are one of the few times, and without any financial management knowledge training, personality, good at communication and coordination, hate in the Office all day long in front of the computer, like going out and people.

Unfortunately, until there are no leaders consulted the human resources Department of ideas, I do not however last know who, immediately perform the boss's instructions. Deputy Chief in order to express the support and backing of the boss, but still want to go to the location of the warehouse supervisor. Is kerenshubukeren! I once again reminded Vice-President: suddenly rise so fast, I'm afraid unconvincing. And this King in warehouse management capabilities yet elegant, if really talented, then rises. One step is what results in a hurry? is this King to warehouse report back, a raise, and then put a quasi warehouse supervisor (has the right to exercise the responsibilities of the supervisor, not real name) hat.

As a leader you will be authorized?

( http//oxford. ) Report: ' join pushes ' Zhuge Liang's sentence, often makes people ' leimanjin '. Life care of Zhuge Liang's access to the revered, also attracted some criticism, the reasons are not authorized Zhuge Liang, don't trust anyone, let me show you, personally, finally exhausted in the battlefield, Shu thus perish. A State of danger to a person is dangerous, as a company, a team's success hinges on a person is dangerous. Emphasizes the force of modern enterprise management, licensing is the key point. 　　 It can be said not to know how to authorize, in respect of executive power. I have been working for a world famous multinational company customer service center, Dept. Manager very conscientious, also very hard working overtime is a regular thing, even when the sick can't rest, because once he breaks out, the entire customer service center to paralyse all work does not start. Is not without appropriate management systems and work processes, the enterprise has a set of strict scientific management method, but because the nature of the work is with the ' God ' in dealing with, there are many exceptions to the event, emergency needs on the spot decisions. Senior management was the Department head is equipped with several deputies, the longest dry in less than two months, not quit, is recommended by the Department Manager and removal from Office. The final solution turned out to be a Manager is out of service. Why have this outcome? is the ability to highlight the Department Manager though, but to their own level subordinate, subsidiary efforts could not reach the Department Manager of the requirements of the directive is very detailed, subordinate work initiative, enthusiasm repression. Senior Management believes that the Department managers in the mandate with respect to a fatal flaw that affects the productivity of the entire team.

The Manager's management style is typical of the "directive"-authorized, it is characterized by managers adhere to one person outpourings of subordinates do not trust, do not worry, in order to obtain good results, with a particular focus on process management. This authorization to subordinate great psychological pressure, while also fostering a subordinate dependencies. Placed on the hand of his only subservient from, without making any decision, does not assume any responsibility. Although managers worry about God, the final result can only be the entire team, no spark creativity, whether or not the achievement of the goals of the Department to the management. This type of authorization issued instructions, in fact, there is no real authority to manage the subsidiary must be mechanically oversight, and subordinate to leave the Manager's guide you will know what to do. How could such a team have executive power?, no matter how perfect plan, great goals, success can only rely on the Manager a person, this condition for an enterprise is quite dangerous. From another perspective, the number of managers to be able to manage his micromanaging? how much time can be thinking some global managers?

And "directive"-type authorization corresponds to the ' trust ' type of authorization, the authorization is not just focus on process management, are more concerned with the results. We can also be referred to as the ' destination management '-authorization. The authorization given under full trust, enhancing the sense of initiative and, ultimately, improving the team's execution, because trust can inspire subordinates the strongest motive to subordinates to go all out to complete objectives. This is a modern enterprise management mode as advocated by the authorization. How to implement the ' trust '-type authorization? first clear goal or expected results: set goals, managers must be subordinate to the adequate communication and consultations, to spend more time mutual discussion and determine each other on the goals of cognitive consistent and correct. Discussions focused on the goal or expected results, not in the specific means of implementation and operation. Only through adequate communication between managers and their subordinates to obtain sufficient understanding and consensus on the objectives be more enforceable. Communication is an important principle, managers and subordinates for various reasons could not reach agreement on the objectives, management has a clear objective, the subordinate managers set goals to unconditional execution, this is called a limited communication. In addition to the time frame for completion should also have clear conventions.

Excellent leadership of the "secret" authority!

Andy · Croix Cove can become Intel Corporation's President and CEO, will have his forte, he often has the management of the saying: "we need to do is to not let employees have negative emotion and sympathy status!"

Indeed, as well as a leader is not a simple matter, we synthesize the 10 industries outstanding leadership, imparted their "secrets" of authority!

Face the difficult challenge

As a new leader, took office, will face a variety of challenges, "the new Government took office three fire", the fire would burn up may not be easy. On the original system of unfamiliar, not affiliated with, but also deal in all kinds of networks, without a certain set of people is very difficult to bear such pressure, according to the experienced leaders, the first thing to do is to get rid of this mentality of emotion, see the situation as quickly as possible, to grasp their position clearly recognize their own first thing to do is what, then, to face the fact that the initiative!

Cleaning team

As a leader, it is first necessary to make the subordinate themselves to produce a reliable mental. It is to be to establish a style. The central figure itself should have a strong sense of responsibility, to guarantee a problem in the team's own responsibility. Often the subordinate superior mental feelings are based on mutual trust and rely on. Once to establish his authority, began to guarantee their rights must be subordinate to and affirmed. Those malicious "dissidents" is necessarily to eliminate them from the team, and leave more evil, alternated, reward.

Active communication

To always believe that does not solve the problem. But the ways and means of communication are not to be ignored. Outstanding leader has never been good at using email, media, they are convinced that face-to-face communication is the most reliable and effective. Stations usually choose coffee or relaxing cafe. Remember that Exchange not alone, mutual communication is the key. In a relaxed environment, with a relaxed mood, to explore some of the topics is not easy, you receive the results might be beyond imagination!

How to do team building Fenland

What is the enterprise's most valuable assets? property — customers — team. The most important is the team, a team building. Enterprises are not afraid of no money, as long as the customer will have a steady stream of money; where the customer has a talent that buildings do not fear no product and customer; team building? is the ability to retain talent in systems engineering, is each do Enterprise boss, a compulsory course for life.

For an entrepreneur, you must keep the dream, the dream must be able to motivate a group of people willing to work hard; like-minded people get together to form a team; enterprise to profitable enterprise product, provided services, customers are, how to earn money; the last is the production of busy production, market and busy markets, do plan to do, to go out running and went to the outside.

People are our most valuable asset, so long as it was, everything is possible!

How to build a team, you can look at the following six recommendations:

First: the talent is the team's most valuable resources. Warmly inputs, good work people completed, is the team's most valuable resources and capital.

Second: respect for people, for the excellent talents to create a harmonious, very passionate work environment, are top-manager to department heads of the core and all the work.

Third: we respect the individuality of each employee, respect the wishes of individual employees, respect the staff selection, all employees in the personality equality, equality before the development opportunity for staff to provide good working environment, and create a harmonious working atmosphere, simple and sincere advocate of human relationships.

Fourth: to build the culture of its own management team is the specific embodiment of the intellects concept of continuing training professional, passionate and creative team, let each employee has grown into a comprehensive development and dudangyimian integrated talents, is an important mission.

Fifth: we advocate health good for life, work is not just a means of earning a living, work itself should be able to bring us joy and sense of accomplishment, in the work we encourage all employees to the pursuit of physical and mental health, and the pursuit of family harmony, and the pursuit of personal life of great wealth.

Sixth: learning is a way of life. Want every employee to empty Cup, to develop our ability to learn quickly upgrade their work skills and overall quality. We encourage all forms of communication, promote information sharing, opposed the idea of black-box operation, oppose any form of bureaucracy. 【oxford.】

Your employees don't fear you do

According to Professor and Tania · Mellon Professor Lee · Thompson (see figure) of the results of the study show that this is not the case. The two men is the don't hate me because I'm beautiful: threat assessment of the statistical test to beautify themselves, "a book by the author.

In four of the MBA students on different scenarios of the experiment, the professors found, when it comes to assessing our impact other people, most of us suffering to lead us to hide potentially valuable criticism this great fantasy. On the other hand? we imagine yourself not easily affected by other people's talent and quality of real threat of damage.

For example, in the first experiment, the students were placed in the "ego threat" or "self threatened" environment. The first group to read a copy of the request they carefully consider their interpersonal relationships in their threats and jealous of their skills and qualifications of the person's statement. The second group was instructed to consider their relationships so that they feel threatened and jealous. After that, the two groups were asked to describe them and each class of people strategy. The first group of people to not give them that will cause a threat to human suffering caused harm to themselves simplistic. The second group of participants on the contrary, in response to perceived threats, they themselves should be giving yourself more testimonials.

These strategies have a negative influence of management, Thompson said. The "shallow if I will own, I might conceal, not provide may help team of insight," she said. "In order to learn, we must be able to face each other." Despite the positive self delusion helps troubled away from frustration, but Thompson says, we need to give people more praise. "Take some time to think about other people how great," she said. You may only see a greasy neglect of brilliant solution.

Seven traits to build successful business managers

"I led the first sales team, I am sorry!" this is the leadership is not a joke (No-Nonsense Leadership) a book author Anderson (Dave Anderson), in the thirteenth year of business executives after deep sigh.

And many business executives, Anderson as outstanding get promoted to become a supervisor. Recently, he accepts the sales force (Selling Power) said that he was doing business and will be budgeted, but leading subordinate is very bad.

After all these years, Anderson has concluded that the best business representatives does not mean that he will manage. What is a successful business managers should have what features the following is the sales? force magazine visited many outstanding business executives deduced seven traits:

1, a change of pilots. Business Manager of the biggest challenges is to let the team always ready to meet the ever-changing market. · Peter Drucker once said, every business should have "abandoned is doing anything". Business environment of unpredictable, mainly because it also affected by the financial, technological and economic transition. Ideal for the business managers in the face of changing circumstances, must be able to calm face, adjustable strain, in difficult sales process, help business teams to see value, imagine a better future.

2. get the trust. Business Manager and team trust, based on what he is doing, and not in words. Therefore, when business managers set the rules, they will be thoroughly done. If you have a meeting, you must meet, otherwise others will only be when it was a joke.

In addition, when the business manager alwayz and tried to hide, but to immediately recognize the error and to take responsibility. This will be proof criticism, also increases the others on your trust.

3. give feedback. If the business personnel performance breakthrough goal, or unsatisfactory staff, managers do not reward or punishment, the overall performance will decline, because business people will never understand their performance is good or bad.

4. promote enthusiasm. All photocopying products company (All Copy Products) leader creative, create competitive atmosphere, the enthusiasm of the team continued to increase. For example, he designed a one-week "survivors" race, team call, make an appointment to visit or exhibit products, etc., can all be cumulative score, score lowest to other players. Results results rose sharply, business professionals share tips, but also understand that they are able to accomplish so much.

5 inputs. Good managers are key to input. Input is let employees find people at any time. Therefore, Business Manager for best regular and business people visiting clients in person and giving feedback, demonstration at the appropriate time reminder to do better.

Another key is to let customers see. Lily pool reception hall at the entrance of the hotel, often you can see the booking or food and Beverage Manager and greet customers. Why according to the study found that customers see managerial staff, will feel honoured by.

6, the development team. Good managers understand how long instruction, training and development staff. You can't expect business people in a two-week boot, you can no doubt the ground field combat. Don't let the business people according to personal development, instead of the creator to provide a focus for the plan, to set goals, but also to evaluate the results. Good managers will encourage their employees to leave the comfort zone, the career development and skills development, because negotiation courses may have subordinate short break, for long-term career development did not help. Long-term career is to extend the business-to business agility and judgement.

7, led the staff to continue to progress. Progressive is just a small step in the process, a small step forward.

China 20-CEO of value concept

This is the ordinary business of the Gospel. In the past that Revere successful people have their own chances of success, they need to redesign your own life, rethinking its own resources and planning, so as to make the most timely favourable adjustments. Find and you have a shared ideas and hobbies of the gang, in exchanges and collisions found value, leading yourself, find this pluralistic society in your own dollar

Multiple value of personal achievement

Each era background are quite personal struggles, in a sense, the history of the stage that is due to their appearance and rich, and for historical interest in reading to a large extent also be attracted by them.

To their resources as an asset, select and efforts among the largest stage in the era of the so-called knowledge known-he, then, this is success successful common logic. Of course, in the same logic, the times are different, the stage, the plot and the rhythm is naturally different.

Confucius once answered to a question by a disciple of the frankly: "my question to merchants who sell!" yourself as a commodity, this is a very advanced human resource philosophy. Question no Jia, on-site marketing. In this way, Confucius travelled spent his lifetime, although the success or failure before the mixed, but popularity rose, from science, the public. On the one hand, promote business prospects are not visible, besides their own resources structure changes, Confucius knew her fate of years took part in another larger arena — back home revision books, now we all know how great this stage. It can be compared to today's rich practical experience of the marketing masters back to compile a set of University MBA course materials. After more than two thousand years, I do not know how many people rely on this set of textbooks to "sell" a good price. There is an authority figure, only during the implementation of the imperial system, that is, there are hundreds of statistics Zhi. These people are grateful in natural generation, later generations of Confucius compile eulogy in one sentence is said: "probe which is Jesus Christ, a statement to the world. ”

Managers prevent wastage of six major coup

In business growth and development, the management team of talent, has become an unavoidable problems in seems to become every enterprise must span a divide. For large-scale enterprises, with the fierce market competition, cyclical shocks brain drain and the team significantly interfere with the operation and management of the normal order, to decision makers bring endless troubles and worries.

If you manage talent flows for analysis, it is not difficult to find, among the best in the various sectors of its sheer scale enterprises tend to be hardest hit, most of the loss of industry management cadres "Whampoa Military Academy." The brain drain from the management of the structural analysis, comprehensive management and project management class (production, research, sales, personnel, financial, etc.) of the brain drain has often become the focus, while the market class and r class manager's loss is the focus of attention. Analysis from the time dimension, a year or so for a small proportion of the loss of periodic, is relatively small; about two years, the proportion for cycle a little larger; 3 to 5 years, the proportion of large cycle. In particular the growth of higher industry or the development of faster, more prominent.

Why loss

Market development highlight the "Wu Yi XI Wei GUI"

From the process of China's industrial development, the brain drain is excessive competition by enterprises and excessive gaming market background. 30 years of reform and opening up, China's overall economy is sustained high-speed development, from early in the supply and demand balance, and then to to supply, in a very short period of time to complete the foreign markets as 100 years to complete. In the increasingly fierce market competition, enterprises come to realize the importance of managing talent, talent overnight. Therefore, in the short-term speculative and driven by chance, some enterprises will turn the external world, the coveted – Manager of competitive enterprises, take short-paid personnel seduce competition means (commonly known as "cut corners") waives. Enterprise's competitive fire also from management level organization level, periodic loss of talent has become such a competitive market in the context of normality.

Organization structure defect formation "osteoporosis"

The direct cause of drain is often manifested in the reality of the pay and benefits. First, enterprises pay distribution system structure and proportions of "."; two is the enterprise pay distribution system of "flexible and development". Benefit distribution system and the system as a business organization "skeleton", not only to rational structure, but also continuous growth. "Distribution system" to business strategies and models of guided to the various professional sectors in collaboration with efficiency, close to the market competition and enterprise of reality, to strategic opportunity to tilt and constant innovation. So the "skeleton" whether evolutionary survival organized.

In reality, many enterprises to pay distribution system lack scientific and dynamic development. As the market development and competition intensifies, the various professional sectors of "synergy" constantly deprecated, in the overall contribution to the "members" and "organizations will of ecological conditions" gradually imbalance. This lack of scientific nature and sustainability of benefit distribution system, will fade away excellent managers long-term struggle of the fire of passion and loyalty, as well as brain drain to lay. The management should not be a mere interest of the Organization, which should be in the strategic thinking leader leadership, the boot manager team beyond simple interest level limits, institutional innovation, build a community of values, or even the cause of the community of destiny.

Corporate culture of "air" decline caused cohesion

From inside the enterprise, the deep causes of brain drain is the enterprise culture, or culture, mainly refers to the concept of enterprise value and the cultural system of cultivation and the construction. Most companies understand the culture too superficial and simplistic, not understand the culture is the foundation of the enterprise strategy and security, not understanding the value of the enterprise and the romantic charm lies in the culture, this is the brain drain of deep-seated reasons. The enterprise cultural construction of small-scale, can do "not say no." But the larger size of the enterprise, the enterprise cultural construction must keep pace with the times, should be "can do" to be good at refinement and dissemination of strategic and cultural enterprises, and to apply these concepts and perspectives organically permeability, into everyday practice and action. But on the contrary, the reality of most companies, but the majority is in the "lip service," or "blab about doing" State, both of which are harmful to the business.