Manage "three evils "!

I. Management of "Three Treasures" or "Three harms "?

In all fairness, being a leader is indeed shouldering heavy responsibilities, under great pressure, and is like a thin ice. In such a state of mind, the most comfortable thing is not to share your burden and pressure on every Member of the Organization. In addition, when there is a mistake, the Members of the Organization can also be replaced to make themselves safe. It is best to transfer the conflicts intensified due to management to the organizational unit members and use the battles between them to replace and transfer them. Is there such a magic weapon for management? Yes! This is the "Three Treasures" of today's management: target management, performance appraisal and internal competition. However, for leaders who shirk their responsibilities, it is "Three Treasures". For organizations, it is "three evils" for leaders with a sense of professionalism and responsibility ".

First, the goal management replaces the overall management, and thinks that the addition of each organization member's "goal" is the achievement of the overall goal of the Organization, in this way, the paradox of violating system principles is put in the "Target System" package in the name of "System Management", leading to the destruction of the organization system!

Second, performance appraisal replaces the overall evaluation and improvement management rationalization process of the enterprise, putting the system results, the organizational unit members who are solely responsible for their work results-an element of the system-take full responsibility and severely throw them. As a result, the enthusiasm and enthusiasm of employees are destroyed, and fraudulent acts and opportunistic attempts to seek personal interests are abided.

Third, internal competition replaces cooperation mechanisms and undermines the Organization's survival regularity by relying on the overall functions of internal integration. Forced digitalization of performance has no scientific basis for forcible sorting of organizational unit members. forced elimination of organizational unit members based on unscientific sorting (so-called last-digit elimination and competitive posts) is to play with power and create terror, fool employees and despise people-oriented people.

Organizations are vulnerable to the "Three harms". At the moment, the leaders who are reluctant to take responsibility have become the "Three Treasures" in the palm of their hand. They are popular in enterprises, even government agencies and all kinds of public institutions have survived! This is the internal reason why foreign management "foreign garbage" has been regarded as the "most scientific management theory.

Ii. Compliance with law management or mandatory management?

The old man said: "The Day of governance, Mo ruoyun ." Crop, harvest crops, and farming. It is best to manage human resources like farming, adapt to the natural growth rules of crops, and never encourage growth of crops. The same is true for management. Management must comply with the rules, and cannot violate the rules of human nature and physical properties.

An organization is a complete system. The professional activities of each member are closely related to the activity status of the entire system of the Organization. The affected activities are only part of the organizational unit; the sum of parts is not equal to the whole. This is a systematic principle that everyone understands. In addition, the system functions of the environment and organization can lead to a certain result or performance, which is the cause of the result. On the contrary, the system functions of the Organization cannot be improved because of the specified results, the environment cannot be advantageous. Causal inversion is impossible, which is also the logical principle that everyone understands. These two principles reflect the regularity of things. However, the so-called "goal management" has to violate it and break down the overall goal of the Organization until the individual violates the scientific belief that the achievement of the individual's goal is achieved, can lead to the achievement of the overall goal. At the same time, we believe that we can trust the so-called "result-oriented", believe that "Results" can determine the cause of this result, so as to lead the entire work process and achieve the purpose of leading the Organization to make it successful. This kind of "scientific" management that violates the system principles and the logic of the Development of things is not just a means of encouragement. What else can it be?

In an image, we compare an organization to a wolf group. This is the organizational goal of a wolf group to survive. Hard to digitize the overall goal of the Wolf group, and set this goal to "One to One" for every day, which is divided into two groups. The goal of each group is scientifically determined as "Ten and a half" every day, after repeated consultations, each group determined that the goal of each Wolf was to capture two sheep each day. The goal was to standardize the management and pay the sheep's tails as the basis. Scientific target systems have been developed. Then, the system strictly assesses the performance of each Wolf and implements rewards and punishments based on the performance of several sheep tails paid each day and whether to achieve the goal. And further sort by performance forcibly, implement the last Elimination System: The last wolf will be ruthlessly evicted from the Wolf group, in order to improve the overall combat effectiveness of the Wolf group.

What are the results? As a result, wolves cannot survive. The reason why a wolf group has a strong viability is that each member is loyal to the organization, the spirit of cooperation, and the skills of collaboration, so as to be able to hunt for a group and maintain a livelihood. Now, because of the introduction of Scientific "target management", every wolf is suddenly in the terror of being eliminated and the enthusiasm for survival, the best strategy for each wolf is to ensure that the performance is better than that of other wolves. Do you have to try your best to grab more sheep's tails? Do you want to prevent other wolves from catching them? You can even do whatever you want, it is not enough to create fake goat tails or fake numbers. The Wolf team leader turned a blind eye to his own interests and turned a blind eye to this, and even abled him.-in short, the cooperation between traditional Wolf groups and its allies will be replaced by neighbors. The prey on which the Wolf groups depend to survive will not be richer, but will be reduced due to the inner fights and mutual obstacles between the wolves, in addition, the internal competition, regardless of the actual survival needs of the indiscriminate "enthusiasm", the rapid failure of the herd resources. Traditional loyalty to the Wolf group will be replaced by fraud, fake performance, and other rebellious behaviors. The wolf group will inevitably fall apart and become a lone wolf, instead of a terrible wolf group. In a word, the advantages of the Wolf group to survive are lost, and the external environment on which the Wolf group depends to survive is also destroyed. The destruction of the Wolf group is a strange thing!

3. Remove the "halo of Masters" from the "three evils"

The implementation of target management, performance appraisal and internal competition in the Organization is often defeated. Why do people always fail to realize it, but constantly justify it. For example, the Representative statement is: "Many enterprises have encountered the same problem, that is, the implementation of target management and performance management fails, and enterprises have spent a lot of time and energy, however, they did a bunch of useless work, employees were afraid, and managers were disgusted. This situation is related to the current situation of enterprise management in China, such as imperfect basic enterprise management, changing concepts, and varying employee quality levels, however, the main cause is that the enterprise's senior managers have misunderstandings in understanding, leading to a wrong direction of target management and performance appraisal." In short, the results of the practice are not credible, and the credibility is the authority of the "Management Master. The error is not due to the "foreign theory", but the practitioner has made a "directionality error", which leads to a "misunderstanding.

Miserable! To this day, we have to live this document again! We will be speechless.

However, the aura of this master might not have been thought by him. Besides, Peter, who is the first to come up with the idea of "target management. there are not so many ideas, but it is unknown how many authoritative theories have been created by the behind-the-scenes "Masters" with an anonymous surname.

Open the "dulack management ideology book" Goal Management Section, which clearly states: "The so-called Goal Management is to manage the 'target'." The first is the 'target ', the second is 'manager '". It is necessary to find "real and specific goals" and point out that "but in public organs, there are usually no specific goals at all ". "Management" promotes organizational structure reform and resource allocation. Why is there no improvement? How can this problem be solved? Without overall management, how can we achieve this goal? When can we turn to the "Great Theory" with results? In a word, I cannot understand how the set of authoritative theories, such as "target management", have been put on the halo of "the most authoritative master" and used to fool a large number of people?

Dai Ming, a world-class management master, said with a name: "When implementing target management, the company's goals are divided into the goals of each component or department. We usually assume that if all departments reach the goal, the goal of the entire company will naturally be achieved. However, this assumption is generally not true, because departments are usually mutually dependent ." "Unfortunately, the results of the department cannot be simply added together ." "Dulack has a clear explanation of this and has a deep understanding of it. Unfortunately, many people have not read the warning he has given in" management tasks, responsibilities and Practices ". Dai Ming also shouted "Stay away from the quota (target)", "Abolish the Performance Appraisal System", "Abolish the bonus system, and no longer pay compensation based on performance", and pointed out the "so-called performance appraisal system, conflicts between employees are triggered, and their focus is shifted to obtaining positions and performing review, rather than the work itself. The performance appraisal system undermines cooperation. Sorting is just a farce ." "Ranking employees is actually a result of managers dereliction of duty ".

In fact, the more incompetent leaders are, the more dependent on the so-called scientific management-target management, performance appraisal, and internal competition that transfers the responsibilities of organizations to their subordinates. Once the effect is poor, the responsibility will be covered by the rhetoric "the subordinate's quality is not high and scientific management cannot be implemented". the aura of the master will block the opponent's mouth. People have to face this grim fact: eradicate the "three evils" and return to people-oriented management!