How do I resolve the "growing pains"

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Initial stage of the enterprise as a child, like a kindergarten class, to a stage of development, enterprise development into high school, if you also use the nursery management approaches and mechanisms to manage middle school, it would be a big problem. You must use the school management to manage secondary school.

Enterprises need management mechanisms, organisational structure and personnel, to change, to improve the internal management of enterprises will be able to follow the development of enterprises, up-to-date market gradually grow.

There is no hard and fast market, there is no hard and fast management. For enterprises, all in all, the only constant is change. Enterprises want to change. Unchanged, the market will force your variable, instead of being forced to be, it is better to take the lead in getting, active variable.

Develop enterprise vision for the enterprise to show the way

People, if it is not ideal, it cannot go further. Enterprise, without vision mission, likewise cannot go further.

Primary stage, enterprises depend on the boss's charisma, rely on the entrepreneurial passion; as the enterprise develops, various issues within enterprises gradually exposed, the boss's charisma has no initial appeal, Enterprise centripetal force gradually weakened, at this point, you must have a common and consistent corporate vision mission to help enterprises to go further.

Those with the foresight of the enterprise, in its vision mission has guaranteed the enterprise in the same "raison d ' être" of the enterprise, no matter how changes in the external environment, regardless of the enterprise market and strategic and tactical how sometimes the same, but the reason for the existence of enterprises cannot be changed, for this reason, the guidelines for the enterprise constantly refers to the lighthouse beacon road, all the people that are in this roadmap, constantly moving forward.

As a team expedition, "name not regular statements not shun" must be given its own struggle and hard to find. The failure of the Taiping Heavenly Kingdom, not only within the Taiping Heavenly Kingdom, but also not unity does not make his Heavenly Kingdom revolution, revolutionary programme seeks to rely solely on the "father of the child" and other content, is not able to launch the vast majority of people to support you, not the hearts of the people, not the world. Therefore, before the rising Zuo Zongtang cast Taiping army, to help make your own revolution Taiping army vision, but Yang Qing refused.

However, this vision is not an empty slogan, not General Enterprise "do world class enterprise". Slogan is not appeal, did not have the influence of corporate vision is not, or even worse than not.

Let's take a look at a world-class business enterprises exist grounds:

HP's enterprise vision is: "the company's existence is not just for the money. It is Hewlett Packard's raison d ' être, a group of people together, and to a body of the form exists, we call the company to complete some alone has not done: create a product that provides a service, generally, is to do some valuable things. HP's road is on the individual's full respect to the quality and reputation, commitment to responsibility, as well as an opinion that the company exists to human development and well-being of a technical contribution. ”

Therefore, enterprise vision should be user-friendly, easy to understand, in fact, a well-conceived Vision Mission consists of two main parts: around the business purposes of values and vivid future prospects.

Values often come from the founder of the enterprise. Values are set on the Organization of enterprise leaders and established important tenets, it represents a business development and management guidelines; it also is the founder of deep respect for ideas and principles, is the source of sustainable development.

Procter is United States candle manufacturer Procter and Gamble SOAP developers founded, these are two strong religious belief and moral values. They create the three values of p is still the way of the co-organiser: employment of people with outstanding quality, attention to internal selection; support staff have clear objectives and personal expertise in life; to provide support and reward employees for personal growth work environment.

Creation of IBM's Watson is a Puritan, he advocated the "community culture" as every IBM employees developed a strict code of conduct and ethics: always maintain respect for employees, constantly striving to provide customers with high quality customer service; strive for product excellence.

No matter how society changes, products become obsolete, the market will change, new technologies are emerging, also in changing management fashion, but in good company, corporate values will not change, it represents the raison d ' être of the enterprise.

Enterprise's vision for the future, including the corporate internal and external value of the community's common vision. Enterprise internal staff, external members of the Government and channel and on the downstream partners inside and outside the enterprise, the value of community partnership interests community driven enterprise "stand tall and look far" corporate vision must be a shared vision and outside the community.

Value of the business leaders of the community of values into a common orientation and the will to extract common vision mission formation, internal and external staff cohesion, to form the cohesion of the value chain.

Management and mechanisms of changing

1. decision-making mechanisms of change

Initial stage of the enterprise by boss one say, boss to dictatorship, decisions by boss say, this stage of the enterprise's core competitiveness is reflected in the boss's personal abilities. We call it: "the military period" is the boss dictatorship.

The development phase, the team has basically matures, there will be material, to dudangyimian, this time, the enterprise's decision to talk about democracy, mechanisms to fully completed, enterprise culture to stereotypes, enterprises must rely on corporate culture and mechanisms for management, enterprises on a completely standardized

Broad road.

At this stage, the business leaders of gree still play an important role, but the decision-making mechanisms should be developed in the direction towards regularization; boss cannot dictatorship, but part of the dictatorship, democracy also has focus. The boss should be good at, listen to others, decision making, implementation of the system consists of a person's decision into enterprise backbone to discuss, common decision-making, Division of enforcement, Enterprise boss finally reaching a decision.

This time we called it as "tutelage period", which is still the boss, the boss wants to play a key role in the team's collective, draw on collective wisdom, decisions made by the boss. The boss has to act as a final decision makers, but also to act as a mobilizing employees negotiate collectively and the stimulation of the Coordinator, but also to become a preacher.

The boss is both a player and coach, to train staff, so that enterprises continue to learn and progress.

2, organizational restructuring, play system efficiency

Enterprises in the development stage, you need to use the "rules" to harness enterprise, this time system and the specification is very important.

Organizational reengineering is enterprise in the development phase of the need to build a system engineering fall. Organizational change and design to untie is plagued by a drop of "chaotic, a die," the knot of management. It can be said that the Chinese enterprises are often shown in the implementation of enterprise policy is ineffective, and in control of long-term organizational process design. Organization process design based on a sound organizational framework, this framework is the process of bone, but every meticulous clear job description and the corresponding system is its blood.