Management Practice and Research: corporate politics and manipulism

Management Practice and Research: corporate politics and manipulism

People are high-level smart animals. When there are more people, there will be conflicts. conflicts are often caused by interests. The fight for interests in enterprises is called "company politics ". As an organization, an enterprise is a place where people are aggregated. There are different interest classes. When a game occurs between different classes, "company politics" appears ". Corporate politics is the norm of an enterprise. How to use and control the company's political ecology to serve the enterprise's development is a required course and core skill for the enterprise's top leaders.

The company's politics is mainly manifested in power competition, interest distribution, and personnel adjustment. The core is to control "people". The quality of the company's political control directly affects the effect of business management. Properly controlled company politics will guide the company's employees to recognize the company's mission and vision. For the purpose and vision, they will temporarily put aside the current interests and disputes and work together, the distribution of power and interests of the company are in a relatively balanced situation, so as not to cause instability and loss of the company due to this balance out of control, but also to stimulate employees' enthusiasm and creativity to the maximum extent; non-controllable company politics will cause conflicts between the long-term interests of the company and the interests of employees, between the interests of employees and the interests of the boss, and between the interests of employees and employees, when the balance between constraints is broken, everyone fights and gets rid of each other for the current vested interests. The loss of the backbone staff and the cohesion of the Organization are damaged, enterprises will lose motivation and even paralysis.

Let's talk about the company politics I 've experienced, rather than theoretical explanations or hearsay. In general, if people fight for interests, they will not talk about the actual cases that focus on the use of corporate senior managers to control and control subordinate talents in the enterprise by political means.

success stories: One of my enterprise customers, including the President and Vice President, is a startup veteran. The President receives the same salary as the vice president to show equality with everyone, the pressure and risk are many times larger than the vice president. Each deputy general manager is in charge of 2-3 Departments, and the president allocates work tasks. The vice president is transferred to the department manager. After the department manager is completed, the vice president does not take it seriously and transfers it to the President. The President is not satisfied, I can only reprimand these Vice Presidents, but I can't help them. I analyzed the reasons for these phenomena with the President: "These entrepreneurs are all shareholders. They come with you. The relationship is too close and takes a long time. I mistakenly thought you could not leave them, it should have been the same as you. Even if a job goes wrong, you cannot fire them. They have no sense of crisis. From the perspective of game theory, you have a direct game relationship with them, and you are forced to force them with poor faces, resulting in helpless dilemmas. If you use the organization principle, place requirements on them according to the division of labor and responsibilities of the Organization, the name is right, and their game targets are the Organization's goals and work plans. You are the referee, if there is a reward for those who have achieved the set goal and those who fail to do so will be able to control the situation well ". I also analyzed the problems of organizational unit setup and division of responsibilities. There are a lot of vice presidents. A vice president is in charge of 2-3 departments. Although both are resigned to the president, there is more than enough coordination between the vice presidents, as long as the President is not at home every day, his work will not move. The vice president is not good at managing long managers, and his/her department managers do not have independent responsibilities and authorizations, which is equivalent to a major shift, the deputy general manager and department manager often do not do specific work. They have become two masters and it is difficult to cultivate the ability of functional departments.

I suggest using the company's political means to convert the game objects, control these entrepreneurs, and guide them to understand themselves, strive for self-improvement, and improve management capabilities based on the needs of the group's organizational functions. Specific adjustment plan: adjust the organizational structure of the group, temporarily cancel the configuration of the deputy general manager, and merge the original 12 departments into 8 departments. The former deputy general manager serves as the manager of a department, at the same time, the former Department Manager is appointed as the deputy manager of the independent department. In this way, both old-qualified managers and new qualified deputy managers stand on the same starting line. department managers and deputy managers have only one way to promote their positions and raise their salaries, the existing job performance must be used to prove its value. People competent for the duties of department managers can continue to stay in their posts, and those who are not competent can only be demoted, if you are qualified for a department with a supervisor, you may be promoted to the Assistant President. After six months of competition around the actual business management plan and work objectives, the original concepts and habits broke. The four former Vice Presidents achieved initial results through their respective work performances. One person was moved out of his position due to a mess in the management department and incompetent personnel. One person, who worked actively and conscientiously according to the requirements of his superiors, was promoted to an assistant president with remarkable results, another Department is under the jurisdiction; one is basically competent to stay; one is transferred to another department due to the incompetence of the first department and starts to work proactively and performs well; the competition continues.

Unsuccessful case: I used to do marketing management in a company. In order to quickly expand the national market, my boss and two people who entered the company earlier than me and a marketing group composed of me, he is also the director. Three of us are the deputy directors. He is in Beijing and we are exploring foreign markets. We all wanted to compete for the title of Director through our own performance. We had to work hard for a long time in the field, and from scratch in the field market. I set up a team of 4-5 people in Beijing, go to a foreign city, take the city to the ground, create a city, expand the team, select 1-2 people from the original team and stay with the local staff, and then lead the team to develop a new city, this replication development mode is used to expand the site. The boss often uses sales reports and recalls for meetings in Beijing, and uses our desire to win, which leads to fierce competition and competition between us. The company's sales performance has increased by more than three times a year. At the year-end summary meeting, the three teams had three different styles: Cool, cool, and cool. They were able to share their experiences with each other, and even put down others and raise their own words and deeds. The boss did not care, I would like to give you high praise and hope to make persistent efforts. When the competition became fierce, at the end of each month, we called the headquarters to confirm the performance ranking for the current month. Some people began to increase their sales to win, the occurrence of a "Serial shipment" phenomenon (the wholesale price of your own goods to the market area under the jurisdiction of others), this approach seriously damages the internal trust and unity, in order to make the competition between us improve our sales performance, the boss began to give a close look with no evidence, and the last two people told us that the boss was aware of the seriousness, taking regulatory measures such as stamping the seal of the market area in the packing box, the "goods-in-the-box" people dig out the mark and the "goods-in-the-box" still cannot be monitored. In addition, there is no effective means of collecting evidence, during a period of time, "goods in stock" often happens and "goods in stock", which eventually leads to the split of core teams, business decline, and a crisis in the company.

To sum up, how to use and control the company's political ecology to serve the enterprise's development is a required course and core skill for the enterprise's top leaders. Everyone in an enterprise needs to cultivate the lessons of the company's politics and manipulism, master it, and use it flexibly, you can achieve the management efficiency of the four and two thousands of attacks.

From: http://blog.vsharing.com/herry007/A939238.html