Enterprise managers please use "fuss"

Keyword: management companies manage employee management Manager enterprise development creativity

The day-to-day management of the enterprise, many managers often "fuss" — see subordinate nothing would feel uncomfortable, random to the subordinate organization of work, to fill the so-called workload and pursuing the so-called "conservation status", this "fuss" mostly and process control-independent, often randomness, and its results are often increases the workload, the voice of a complaining employee, work but nothing significant increase. I think that managers should such a fuss of management actions to engage in a process of reflection and with discretion.

I. "fuss" to watch:

1, "" fuss "is the Manager of the subsidiary and the performance of their distrust: Charles · Han de in the management of God in the book, trust and control between the relative relationship between the" checks and balances ", that is, when the control increases, the trust will reduce, we can also say that managers do not trust the subordinates are, the more inclined to use control instruments," fuss "management is more inclined to subordinate control," fuss "is precisely this kind of control of external representation, that easy to make subordinate produce the appropriate resistance (human self-consciousness is inclined to get rid of being bound and control), the subordinate's passion play, the innovation ability damage;" Fuss "also to some extent reflects the managers are not confidence, especially the many small and medium-sized enterprises managers, itself, on its own influence how much this would have been no confidence, see subordinates have nothing to do at this time, of course, rely on the power to fuss became unconscious choices, and the results are often their influence further decline and management become more complex, but cannot produce practical results.

2, "" fuss "is the management who put too many eyes focused on the human body: many enterprises (particularly SMEs) management is a people-centred, humanist is irrelevant and that, to make personal value and business value of integration and adoption of enterprise platform is magnified, thereby arousing people's creativity and passion to produce on the healthy development of enterprises,

And people-centred purported through supervision and administration of the people to make up for the system's vulnerability (very often we may simply not aware of this vulnerability exists), the bottom line is missing from the system based on people-centred on the manager administrative functions of the lack of effective support, but had to devote more attention to people who, as a result of the management of unlimited details, managers struggle to cope with and own development restricted to employees of creativity to produce repression effect, make the staff personal growth by extrusion.

3, "fuss" behind the key points about dislocation — enterprise and staff exchange, exchange of? the basic principles of market economy is the interests of the Exchange, the relationship between the enterprise and the employees is built on the first Exchange of interests, on the basis of the "fuss" behind really have managers for enterprise and employee awareness of the relationship between critical point dislocation. First, enterprises are to appropriate remuneration and other benefits and staff exchange, and human exchange, people aren't going again can output products of machine, we hired a hands on definite employed corresponds to the one mind, and therefore, "fuss" means it is difficult to guarantee the consistency of the hand and brain, that is, does not guarantee that the employees something to do will certainly be able to create a valid value; second, the enterprise and staff exchange is performance, instead of the time, the enterprise through employees work for it, of course, is the commitment of the employees on performance is through the use of time resulting in enterprise value, rather than on the working time commitments and maintain the so-called working state, I believe that none of the enterprises and managers is only want a life working state and discarded on the final result of the pursuit. The key point to recognize dislocation on susceptible "fuss", while the staff Manager will find it sometimes just made a fuss, "the job", this is the staff to produce boredom after negative resistance, a waste of resources and to established a workflow confusion of shock hazard.