Software people-oriented

Software should be people-oriented, people as modules or components to look at, will greatly weaken the creativity of people, this is not to improve productivity, but to some extent, delaying the improvement of productivity.

Project managers, to fully play the initiative of people, make the best use of their talents, so that team members not only in the work, but in the creative work, so that members appreciate the respect, which is as a manager should think about the place. As managers, the direction of our thinking is not to solve complex technical problems, but often the problem of personnel is the main problem in the work.

We tend to focus on the technical side, not the main reason for the interpersonal relationship, not because it is more important, but because it is easier to do. Interpersonal relationships are complex and never very clear and clear in terms of effectiveness, but they are more important than any other aspect of the work.

Fostering an atmosphere that is not allowed to go wrong is just a precaution. Instead, team members should be encouraged to make some mistakes, and when people make mistakes, they should be congratulated-they are part of the rewards they receive. Management is not "catch the donkey", should not regard the team members as machines, or water workers, for the mental work of the people, creativity is the greatest motivation. The program Ape is born to love the job, if the outside pressure and work, rather than from the heart of the desire, the quality of work and passion will not be optimistic. So as managers, there are times when you need to take steps to get them to do less work and do more meaningful work.

The personality of a person should not be suppressed, but should be guided and cultivated for such personalization. People can not simply be regarded as an industrial part, if a person in a team, the whole team, can make everyone more active, work more passionate, this person even if mediocre, should stay, as a catalyst, he (she) is important.

To do really great work, we must learn to spend less time working and spend more time thinking about the work itself. The harder the job is, the more important it becomes for the team members to learn to interact positively and to be happy. A project that is completed within a given period of time, takes time to frequently brainstorm meetings, or even organize a project group dinner or something like that to help integrate into an efficient whole.

Do not give the project team members too much pressure, to reasonable allocation of work, so that work and life effective cooperation, do not let work affect family life, to encourage efficient work, avoid overtime, to establish a shameful atmosphere of overtime. Rather than working overtime, appreciate those who do things efficiently and encourage more time to think, not work.

Remember one point: people are not better at work when they are under time pressure, but work faster. To work faster, they have to sacrifice the quality of their products and their satisfaction with their work.

　　

The quality that goes far beyond the end user's needs is a means of achieving higher productivity. There is no trade between quality and price in Japan. Conversely, the idea that quality leads to cost reductions is generally accepted.

　 the manager's function is not to force people to work, but to make it possible for people to work!

　　

Reference books: Human Pieces (2nd edition) "Beauty" Tom Dimaktim Liszt

Software people-oriented