Talk about the organization in addition to redundancy--on the internet + Times organizational change

Talk about the organization in addition to redundancy--on the internet + Times organizational change

Zhang

- Year July 16

Internet + ERA, to the middle layer, the management of flat-out calls are endless and incessant! What's more, to cut off the middle layer, the attempt to manage is also always seen in the network. What the hell is going on here? In the face of this unprecedented, global "plus" (Internet +) and "minus" (to management) wave, the vast number of Chinese enterprises should go? How to make a decision? The correct response will have a profound impact on the survival and development of Chinese enterprises, and vice versa.

The birth of any management theory is due to the requirements of the Times, any management approach is the product of practical experience. In the management theory, the author thinks that there is no universal theory, in the management method, the author also thinks that the method that has been worked out may become outdated when we leave the specific space and time. The scientific Management theory and management method which was born hundred years ago although some of the viewpoints and methods still apply, but have to admit that: in the Internet + times, there is indeed a lot of content outdated! "Pyramid"-like organizational structure in the General staff can not obtain comprehensive information of the era is undoubtedly the best choice! In the Internet + ERA, employees may be faster than management to obtain the information needed to work, at this moment, if the use of traditional layers of reporting layers of instructions is undoubtedly a great distrust of employees, but also a great waste of organizational efficiency.

Management is making decisions, and service is making decisions. And the premise of making decisions is to grasp the full information. In the early days of industrialization, first-line employees were unable to get the information they needed to work and, of course, were unable to make decisions. In the face of a large number of employees, the creation of a number of middle management positions, so that the first-line staff problems or needs can be communicated to business decision makers. Obviously, it was also the best choice to speed up the reaction at the time. However, the era in development, technology in progress, the distance between employees and decision-makers is no longer a barrier to access to information, staff and decision-makers can communicate online, the middle-tier "redundancy" problem is highlighted. In the Internet + ERA, the front line or the face of the customer's staff is often the first person to obtain information, in response to work and customer service, they can be in accordance with the enterprise system, standards, processes to make decisions. Because the majority of today's employees are knowledgeable employees, no longer like their fathers have not received or only a little education, do not understand the standard of processing, so that the first-line employees in accordance with the reality of the decision-making power is possible, from a rapid response point of view is also completely necessary. "Let the people who hear the guns make decisions" is also the reason for this.

Therefore, "to management" is the needs of the development of the Times, is the product of staff progress, is the inevitable choice to quickly respond to customers.

In order to conform to the trend, meet the challenge, adapt to the advent of the Internet + times, as early as two years ago, Haier began to carry out "outside the middleman, inside to the insulation wall" of the transformation activities. "Inside to the insulation wall" is to go to middle-level managers activities. Haier for two years to cut the middle management of more than 26,000 people, which not only for the enterprise to save a large amount of management costs, but also greatly accelerate the market response speed. Xiaomi mobile phone manufacturers at the outset stressed to management, to the complex performance appraisal, but also stressed the rapid response, the result is Xiaomi at the lowest price to provide the best performance price of smartphones, in the market is to win a good reputation!

All the best companies in the world are growing in change. Business Enterprises "Do not enter the dead", change or innovation is the eternal theme of enterprise development. In the Internet + times, more so!

So, how to manage the layer, eliminate the redundancy of the organization has become a pressing topic in front of all enterprises. In the era of global economic integration, the competition between enterprises and enterprises depends on the competition of response speed, that is, the competition of the process. Organizational structure in the author's management theory system is "the first level of enterprise management process Flow" (see the author of the book, "with the process of liberation of managers"). Eliminate "organization redundancy" is the author's process optimization!

When it comes to "the organization is redundant", most people first think of the most likely "layoffs". Yes, "the organization is redundant" generally requires layoffs. If the organization is overstaffing internally, layoffs are a natural thing. "Layoffs" are people, and the question is: who is to be cut? Why do you want to cut? How to clean up after layoffs? How do you ensure that your organization is running more efficiently after layoffs? I think these issues involve only part of the "Organization's redundancy". What is the cause of the organization "redundancy too much"? What is appearances? What are the root causes behind it? How to clean and complete "in addition to redundancy", so that the Organization to revitalize and vitality is the crux of the problem!

Process optimization is the long-term work of enterprise management, in the organization redundant enterprises may be urgent work. Eliminating organizational redundancy is by no means a "layoff" so simple, for today's Chinese enterprises should be a strategic change!

If the enterprise chooses to eliminate the redundancy of the organization, the author from the professional point of view is as follows: In addition to redundancy, the system in addition to redundancy, the process in addition to redundancy, personnel, in addition to redundancy, finally to achieve "organizational redundancy", the purpose of efficient operation.

First, the thought is redundant

The biggest obstacle I have encountered in the process of consulting the enterprise is the ideological barrier. People in the long-term extensive management of the enterprises to cultivate the thinking habits and ideas seriously restricts the enthusiasm and creativity of the enterprise staff to play. Many "backward" concepts lead to backward cognition and inefficient behavior abound. For example, "overtime is dedicated", such as "hard is serious", for example, "Everything to ask report is loyalty" ... As a result, in order to "dedication", originally eight hours can be completed work must be dragged to work two hours after the completion, because others are working overtime, you left early is not dedicated. The reason I am in the "who said overtime is dedicated?" is very thorough in the article, it is not repeated here. The last two issues are derivatives of this issue.

How can we change the "lengthy" process and change the habit of procrastination if we are not aware of its harms from the thought of activities that are accustomed to, repeated, and cannot create value for the enterprise?

Second, the system in addition to redundancy

How can the system design lead to the effective rule under the backward thought backward idea? This one.

Second, the system to plagiarism-based, do not consider the actual business, but also the use of laws and regulations, full of "in principle" "relevant departments" "relevant units", no operability, of course, there is no feasibility. The most absurd is the final "right to interpret" explanation, such as "the interpretation of this system belongs to a certain department." A system, department staff months or even years are not clear, out of the question, how do you let him explain? An enterprise system construction is the Chairman's responsibility, the general manager is the executive system person. Even if the general manager presided over the drafting system will also report to the Chairman for approval. Where does the department have the power to formulate the system (the department heads have the responsibility of drafting the system)?

Third, the Department of the fragmented copy of the system duplication, overlapping, mutual contradiction, enforcement system is bound to quarrel, do not implement the system, no follow, encountered problems uncompromising, also want to quarrel! The root of the frequent quarrel between the employees, especially the department heads, is the system defect.

If the long inefficient system is not eliminated, or if there is no possibility to change the overlapping system, "organization redundancy" will never be eliminated!

Third, the process in addition to redundancy

Backward thinking, inefficient system must lead to backward process, inefficient process. For example, every family has a reimbursement process, and some business owners, regardless of the amount of money to personally sign, as if he does not audit checks, money has been cheated by employees. I would not say that the boss signed the need, I just want to ask, when the reimbursement of the reimbursement documents to find the supervisor, the accountant, find the vice president, to find the boss to sign the time, he was running errands or waiting for the company to create a penny value?

There are a lot of daily work, employees have been doing for a few years or even 10 years, he is the standard on the principle of the heart, but every need to make decisions, he still need to ask for a report. Excuse me, when he asked for the report, would the client like to wait? is the market willing to wait? Many enterprises in the process of requesting reports missed opportunities, lost business, the lesson is not profound?

How does "organizational redundancy" change if we do not change our process, do not put responsibility on the job, and do not let the people responsible for the results?

Iv. Personnel in addition to redundancy

Some people will say, this, you should talk about layoffs, right? I tell you that redundancy is not just a "layoff". And I can still make people redundant without layoffs! Unless it is a declining business, layoffs are not a good option. Especially in the growth-oriented enterprises, personnel gap is certain! What we have to do is not to cut off our employees, but to use their strengths and make them short. Enterprises through the system optimization, process optimization, clear responsibilities, clear standards, any staff can create greater value than ever! This is the power of the system, this is the power of the process, and this is the power of management.

Enterprise strategy adjustment, market contraction, layoffs are necessary. Also, employees selfish, do not want to pay but want to get more, even if the enterprise staff again nervous, the gap again big, the author also advocated resolutely cut off, immediately cut off!

Five, "the organization is redundant" operation efficiency

If there are too many redundant enterprises, there must be a department setup and post setup problems. If according to my management theory, is the enterprise's first level process (organization structure), level two process (job set) have a problem! Then, "The organization is redundant" must first start from the strategic review! Is our strategy clear? If so, what's the problem? If there is a problem, where is the root? The root causes are: The strategy is wrong, the enterprise culture is unhealthy, the system process is not practical, the staff quality mismatch and so on. The strategy determines the organization structure of the Enterprise, the organization structure determines the position of the enterprise, the position setting determines the target and demand of the enterprise's recruitment and appointment, the enterprise culture decides the choice of the candidates, the enterprise management system or the employing mechanism decides the personnel to stay.

If an enterprise management system is sound, employing mechanism norms, redundancy will not be produced! Conversely, if the generation of redundant, it should start from the large, from the optimal management system. Otherwise, the case, on the individual people say someone else, will never go out of the "overstaffing" cycle.

How to optimize the system, the author specially wrote the "company opened, you should manage" to explain the theory of enterprise system construction and practical methods, therefore no longer repeat.

The rise of any trend, there are always some of the head of the tide, get the opportunity to become the darling of the Times. However, more and more followers are often killed in the torrent. Under the beautiful waves, there is always undercurrent and peril. Therefore, the author's view is: The Internet + ERA, any enterprise need to do addition, how much depends on the enterprise in the industry, the stage of development; Similarly, to the management era (I think as the "-management Age"), any enterprise should reduce the management layer, The number of reductions also depends on the industry and the stage of development of the enterprise. The so-called "right is the best", used here just right!

People are talking about the return to simple, I think the 21st century today, management should indeed return to simple, especially in the organizational structure is simple enough to just do a good "+--" (plus and minus) method can be.

This article is from the "Enterprise process optimization design expert-.." blog, please be sure to keep this source http://zhangguoxiang.blog.51cto.com/1943431/1685839

Talk about the organization in addition to redundancy--on the internet + Times organizational change