Theory of Test Management

Theory of Test Management

Management is an art and a deep learning. Management is everywhere in our daily life, from country governance to personal time management. There are different levels of management. The original one is that when a child makes a mistake, the parent raises his hand and keeps swearing. Of course, the higher level is ideological education and guidance. However, in the eyes of many people, it is superficial to say that only "Abuse" is called management. Next we will talk about management ideas.

 

Management Philosophy

 

In Ancient and Modern Chinese and foreign countries, management ideas are also diverse. from different perspectives, they also have a certain effect in different environments. As we often say, "the way of martial arts is one piece of relaxation", which is a kind of management thought of Zhou wenwang and Zhou wuwang at the National Height. It has also achieved remarkable results in practice.

In the pre-Qin Dynasty, both the benevolence advocated by Kong Meng and the family's love, and later Han Fei's "legalist" thought talked about national management (governance) at the national level ). Of course, the old village is still helpless, and it is a higher level of management.

 

The Emperors of the ancient dynasties, in order to consolidate their own rule, in addition to relying on national machines, also ruled the people ideologically. To this end, we do not hesitate to create the illusion of "God" (or "saying") to fool the people, the so-called "Dragon and tianzi", or the so-called "Sealing Behavior, through these human actions, we can manage people ideologically (of course, it is more appropriate to constrain and govern ).

Ideological management is the highest level of management.

Modern Enterprise Management

In today's business world, China and the West have their own similarities and differences in management ideology, or corporate culture. Western management can basically be said to be goal management. As long as you do well, you can have free space in your work. The basic customers of leaders and their subordinates call each other for their names, for example, if you want to leave early, you just need to do your job well, and the division of labor is relatively clear.

The opposite is Japanese-style management. Their management is relatively rigid, has a strict hierarchy concept, and is relatively bureaucratic. For example, I am a leader, you must obey my requirements. In terms of work, there is basically a job for everyone, and there is no division of labor.

 

There is also a management philosophy of Taiwan enterprises between the two. They both have the characteristics of Western management and Japanese management, and are more embodied in systematic management, everyone follows strict rules and regulations and cannot be late or leave early. Otherwise, you will be nice.

 

Different from the above several different types of enterprise management, there are also our unique management ideas in China, also known as Chinese-style management. Here we are more about humanized management ideas.

 

The following describes the management from the perspective of managers.

 

People from the Three Kingdoms know that there are several leaders in the Three Kingdoms: Cao, Liu Bei, Sun Quan, And Zhuge Liang, who are solely in charge of Shu Guo after Liu Bei's death. Their management ideas are also quite different.

Let's talk about Cao, Cao, a generation of AI, as the manager of Wei Guo. His personal charm lies in his talent and ability to be knowledgeable and considerate. The poems that have been around for thousands of years are not what other leaders can do. To this end, I have attracted a large number of talented people, but one of its biggest disadvantages is "Multi-Doubt". Although I can make good use of it, I don't trust it. This is a fatal weakness. It can be said that it is the biggest cause of the inability to directly unify the Three Kingdoms. Imagine if a leader has used you and granted you the right to report to him through hard work, but he is suspicious. What do you think?

Sun Quan of Wu Guo, who used his "Emotion" in management to unite his talents. Joe and Joe married Sun Quan and Zhou Yu. They were brothers, while Zhang Zhao and Sun Quan had a relationship with Shu Zi. Sun Quan, the manager of Wu Guo, has the greatest characteristic of being brave enough to start new people. Sun Quan, the younger governor of Wu Guo, made a public discussion and boldly started the work, but granted full authorization, in the end, all these supervisors did not have the necessary support and completed the corresponding tasks very well. In this sense, Sun Quan is a good manager. If you are talented and have no qualifications, it would be nice to choose Sun Quan as the boss.

 

Besides, Liu Bei, although Liu Bei thinks that after the royal family is orthodox, when he debuted, he was just a village clerk who made a living by selling straw agents. What is the royal family? Will someone care about you?

 

However, I met Guan Yu and Zhang Fei, who shed tears and told me their ambitions and their unfortunate experiences. After that, Guan Zhang was willing to follow Liu Bei to seek great success, liu Bei also took the opportunity to worship his son with Guan Zhang, and turned to Jin lan. This also left the qiangu story of Taoyuan's righteousness.

Liu Bei is able to unite a group of talented people and fight with him because he has pulled up a "righteousness" character flag and wants to clear the thief Cao to fulfill his work. We are also loyal to others, but we are also more eager to use things. We don't stop providing advice for Guan Yu, Bao's brother, and eventually we were burned down by Dongwu for seven hundred miles. The loss was terrible.

In short, a leader like Liu Bei is suitable for joint venture.

Finally, let's talk about Mr. Zhuge Kong Ming. After receiving the task of being alone, Mr. Zhuge paid his whole life for his country. As the leader of houshu, his biggest advantage lies in his strong personal ability. Through the perfection of laws and regulations, the whole Shu State is well managed by him. However, the biggest drawback is the lack of ability to discover and cultivate talents. We have not given our employees the opportunity to exercise and have positioned them, it greatly limits and limits the growth of talents. Finally, when the great weather and Stability of the city were successively gone, Liu became a pioneer! No one else! This is the biggest failure of ZHUGE Liang because of the generation of talented people in Jiangdong region!

 

Different leaders have different management methods. Some rely on their own talents and personality charm to attract the follow of talents, and some use their feelings to attract people, some rely on their subordinates to provide room for growth to attract others.

In the actual management activities, do not stick to a specific management idea. As a manager, you must look at the problem from a relatively high level of thought and at a strategic level, it also needs to be carried out flexibly because of the situation. When talking about Huawei, many people will say that they do not access the Internet at work and work hard. So why are so many people willing to work in Huawei? First of all, it is definitely not Huawei's culture. The biggest thing is that many people think Huawei's treatment is good! I think this may be a prerequisite for Huawei's management, or a potential Manager-salary. If we reduce this to a general level, we will talk to other people, and they will immediately go to the majority. In some enterprises, the salary is not very good, but the working atmosphere is relatively relaxed and free, and many people are willing to stay.

One of the most important aspects of management is to understand the needs of employees and manage them as needed. According to Maso's demand Hierarchy Theory, human needs can be summarized into five levels, which can be simply understood as survival, assurance, dating, recognition, and value realization. Generally, the requirements of enterprise employees are not limited to the following aspects: good salary, benefits, personal growth, harmonious working atmosphere, respect and recognition, interest and self-value realization (there are few people reaching this realm. Of course, this is not to say that if an employee wants high salaries and power, you can give it to him. At least he must be able to provide so much labor value and corresponding capabilities. There is a step-by-step process to stimulate his enthusiasm for work. You can put a radish in front to let him pursue it. Of course, it's not that you have to throw the stick in your hand.

Management is dialectical, and management must vary according to situations.