Ten classic HR Management Theories Used for life-reprinted

Ten classic HR Management Theories Used for life

1. Peter's principles

Each organization is composed of different positions, levels, or classes. Each organization belongs to a certain level. Peter's principle is that American scholar Lawrence Peter has come to a conclusion after studying the phenomena related to personnel promotion in the Organization: in various organizations, employees tend to be promoted to an incompetent position. Peter's principle is sometimes referred to as the principle of crawling upwards. This phenomenon is everywhere in real life: a competent professor is promoted to a university principal, but cannot be competent. A good athlete is promoted to an officer in charge of sports and does nothing. For an organization, if a considerable number of employees are pushed to the incompetent level, the organization will be full and inefficient, leading to unexpected growth and stagnation. Therefore, this requires a change in the promotion mechanism of enterprise employees who decide to be promoted simply based on contributions. It is not because someone is doing well in a certain position, it can be inferred that this person is qualified for a higher level of role. The promotion of an employee to a position where the talents cannot be well played is not only a reward for himself, but also a failure to make good use of his talents, but also a loss to the Enterprise.

2. Laws of wine and Sewage

The law of wine and sewage refers to pouring a spoonful of wine into a bucket of sewage to get a bucket of sewage. If you pour a spoonful of sewage into a bucket, you will still get a bucket of sewage. There are almost a few difficult people in any organization. They seem to exist to make things worse. Worst of all, they are like rotten apples in the fruit box. If they are not processed in time, they will be infected quickly and other apples in the fruit box will also be corrupted. What's terrible about rotten apple is its amazing destructive power. An upright and competent person may be swallowed up into a chaotic Department, and a wicked person can quickly turn an efficient Department into a sandbox. Organizational systems are often fragile and built on mutual understanding, compromise, and tolerance. They are easily attacked and poisoned. Another important reason for their extraordinary capabilities is that damage is always easier than construction. A craftsman who has made ceramics over time can destroy them in a second. If there is such a donkey in an organization, even if there are more skilled craftsmen, there will not be much decent work. If there is such a donkey in your organization, you should immediately remove it. If you cannot do so, you should tie it up.

3. Barrel Law

The Law of a bucket is about how much water a bucket can hold. It depends entirely on the shortest board. This means that any organization may face a common problem, that is, the components that constitute the Organization are often different from each other, and the weaknesses often determine the level of the entire organization. The bucket law is different from the wine Law and the sewage law. The latter discusses the destructive power in the Organization. The shortest board is a useful part of the organization, but it is worse than other parts, you cannot discard them as rotten apples. The strength of the vulnerability cannot be eliminated. The problem lies in the extent to which you tolerate the vulnerability. If it is serious enough to become a bottleneck that hinders your work, you will have to do something.

4. Matthew Effect

The New Testament, Matthew, has a story in which a king gives each of the three servants a silver ingot before a long journey and instructs you to do business and come back to me when I come back. When the king came back, the first servant said, "Master, I have earned 10 ingots for the silver ingot you gave me. So the king rewarded him with 10 cities. The second servant reported: Master, I have earned 5 ingots for the silver ingot you gave me. So the king rewarded him with five cities. The third servant reported: "The silver ingot you gave me, master. I have been packing in my hand for fear of loss, and I have never taken it out. Then the king ordered the silver ingot of the third servant to be given to the first servant and said, "If there are few, even all of them will be taken over. If there are too many, you have to give it to him to make him better. This is the Matthew effect, which reflects a common phenomenon in today's society, that is, the winner can eat it all. For business development, the Matthew effect tells us that to maintain an advantage in a certain field, we must rapidly expand in this field. When you become the leader in a certain field, you can more easily get more benefits than weaker peers even if the ROI is the same. If there is no strength to quickly expand in a certain field, it is necessary to constantly look for new areas of development in order to ensure a good return.
5. zero-sum game principles

Zero-sum games refer to a game in which players win or lose, and one party wins and the other party loses. The game's total score is always zero. The zero-sum games are widely used for their principles, it is mainly because people can discover similar situations with zero-sum games in all aspects of society. The glory of the winner often hides the bitterness and bitterness of the loser. In the 20th century, human beings experienced two world wars, rapid economic growth, technological progress, global integration, and increasingly serious environmental pollution. The zero-sum game concept is gradually replaced by the win-win concept. People began to realize that profit does not have to be based on harm to people. A happy ending is possible through effective cooperation. However, from a zero-sum game to a win-win situation, it requires the spirit and courage of sincere cooperation in all aspects. Do not always want to take advantage of others' advantages or abide by the rules of the game, otherwise, a win-win situation is impossible, and the final loss is the partner's own.

6. Washington cooperation rules

The pattern of cooperation in Washington is that one person is perfunctory, two people are mutually reinforcing, and three people will never become things. It is somewhat similar to the story of our three monks. Human-to-human cooperation is not a simple addition of human resources, but more complex and subtle. In this cooperation, assuming that each person has the ability to be 1, the cooperation result of 10 people is sometimes much larger than 10, sometimes, or even smaller than 1. Because people are not static objects, they are more like the energy in different directions. When they push each other, they naturally get twice the result with half the effort. When they conflict with each other, nothing can be done. In our traditional management theory, there is not much research on cooperation. The most intuitive reflection is that most of the current management systems and behaviors are committed to reducing unnecessary labor consumption, rather than using organizations to improve people's efficiency. In other words, the main purpose of management is not to make everyone better, but to avoid too much friction.
7. Watch Theorem

The watch theorem means that when a person has a table, he can know what time it is. When he has two tables at the same time, he cannot be sure. The two watches do not tell a person more accurate time. Instead, they will lose confidence in accurate time. In terms of enterprise management, the watch Theorem gives us a very intuitive inspiration, that is, the management of the same person or the same organization cannot adopt two different methods at the same time, you cannot set two different targets at the same time, or even each individual cannot be directed by two people at the same time. Otherwise, the enterprise or individual may be at a loss. Another implication of the watch theorem is that everyone cannot choose two different values at the same time. Otherwise, your behavior will be in disorder.

8. invalid law

The most intuitive expression of the Law of not worth is: the things that are not worth doing well. This law is no longer simple, but its importance is often ignored and forgotten. The law of not worth reflects people's psychology. If a person is engaged in something he thinks is not worth doing, he will always be cynical and perfunctory, not only will the success rate be low, and even if you succeed, you don't feel much sense of accomplishment. Therefore, for individuals, they should select one of the various optional goals and values and then strive for it. Choosing what you love and what you choose can inspire us and make us feel at ease. For an enterprise or organization, it is necessary to analyze the characteristics of its employees and allocate work properly, for example, employees who wish to achieve a higher level of success may take the lead in completing the work that has certain risks and difficulties, and give them prompt recognition and praise when they are completed; allow employees with strong attachment desires to participate more in the same work of a Group *, and assign employees with strong power to be competent. At the same time, it is necessary to strengthen the employee's sense of recognition of the company's goals, so that employees can feel the work they have done is worthwhile, in order to stimulate the enthusiasm of employees.
9. Mushroom Management

Mushroom management is a management method for many organizations to treat beginners. Beginners are placed in a dark corner (unvalued departments or jobs ), let's drop a piece of dung (without any criticism, criticism, and proxy efforts) and let them survive (without necessary guidance and support ). I believe many people have had such a mushroom experience. This is not necessarily a bad thing, especially when everything was just getting started, when the mushroom was just a few days, we were able to eliminate many unrealistic fantasies, it makes us closer to reality and more practical to see the problem. An organization generally treats new employees equally, and there will be no big difference from the starting salary to the work. No matter how talented you are, at the beginning, you can only start from the simplest things. The mushroom experience is like a cocoon for young people who are growing up, this is a step that must be taken before regionalization. Therefore, how to efficiently walk through this section of life, learn from it as much as possible, mature it, and establish a good and trustworthy personal image, it is a topic that young people who have just entered the society must face.

10. Occam's Razor Law

In the 12th century, William of OCCAM, England, claimed that only the things that existed, and believed that the general concepts of empty things were useless and should be wiped out relentlessly. He does not add entities unless necessary. This is the Occam Razor. This razor has threatened many people and is considered an evil saying. William Himself is also under persecution. However, it has not damaged the sharpness of the knife. On the contrary, after centuries of experience, Occam's Razor has been honed faster and faster by history and has already been overloaded with its original narrow fields, it has extensive, rich, and profound significance. Occam's Razor law can be further evolved into a simple and complex law in enterprise management: it is easy to make things complex and complex. This law requires that, when dealing with things, we should grasp the main essence of things, grasp the mainstream, and solve the most fundamental problems, especially to adapt to nature, and not artificially complicate things, in this way, we can handle things well.

 

This paragraph from: http://blog.ppcode.com/article.asp? Id = 154