Application: The purpose of this business theory is to help the top management of enterprises to gradually cultivate and strengthen leadership from the behavioral, managerial and strategic levels of management science, and to provide practical guidance on concepts, methods and operations.
? Content:
In the organization and management of enterprises, leadership is the vitality of enterprises. Enterprises must use limited resources to achieve unlimited plans, and these plans depend on people at different levels. Therefore, how to effectively urge a team to complete the plan is the embodiment of leadership. The author believes that the formation and cultivation of enterprise top managers' leadership should follow the following three practical aspects.
Then the three levels of practice to improve executive leadership are: first, the management practice at the behavioral level; The second is the management practice at the management level; The third is the practice of strategic management.
Explanation:
In enterprise organization and management, the leadership of executives is the core element of implementing enterprise management, so what factors affect the efforts of executives? Mainly the will and ability of subordinates. When the subordinates are weak-willed, the supervisor will work hard, and when the subordinates are weak, the implementation effect is not good, and finally the supervisor will have to work hard to clean up the mess; Only when the subordinates' willingness and ability are relatively high can the competent leaders be handy. Therefore, the key to leadership lies in how to improve the willingness and ability of subordinates. The willingness and ability of related subordinates are restricted by many factors, including:
1. Trust the supervisor.
2. The influence of supervisors on subordinates (including personality patterns, expertise, management skills, knowledge and skills, etc.). )
Calendar knowledge, position rights, etc. ).
3. Whether the post arrangement is reasonable.
4. Whether the psychological feeling is comfortable.
5. Do you think your efforts and rewards are fair?
6. Whether the organization has adequately trained him, etc.
The key is not what the supervisor did, but what the subordinates felt. It is not what the senior manager tells him to do, but what he is taught and trained to do. All this is attributed to the improvement of executive leadership. The following will discuss the three-level practice of how to cultivate competent leaders.
One. Practice of behavior hierarchy management
Behavior-level management practice refers to the influence of behavior on subordinates in daily work, which is the most direct and effective method. As a senior supervisor, he should not only set an example for employees in work management, but also take different ways to care about the work progress, living conditions, difficulties and solutions of his subordinates. Remember, the usual accumulation of bits and pieces will become the influence assets of executives. Helping subordinates succeed is the most effective incentive.
Two. Management practice of management
Although behavioral leadership is extremely effective, with the expansion of enterprise organization scale and the increase of the number of people, it is difficult for executives or bosses to fully use this method to lead. This kind of behavioral leadership is only used in enterprises or family businesses with small capital and organization. At this time, management methods are needed to cooperate, and there are several basic principles to master:
1. Let subordinates know what the company expects of him: use job description, job description, management system and training guidance to achieve this goal.
2. Let subordinates know what the company thinks of him: it will be more effective to adopt regular performance evaluation, result interview and reasonable reward and punishment methods.
3. Let subordinates have a sense of belonging to the organization: let them know important people, communicate with employees in different departments, understand the relevant information of the company, be warmly received in unfamiliar departments, and be treated politely and kindly in other departments, which will strengthen his sense of belonging.
4. Encourage subordinates. When subordinates feel that they have made progress, they will have high satisfaction. It is a very important intangible soft incentive and soft management to get help, guidance and inspiration from senior managers in dealing with people, performance and management knowledge and skills at work.
5. Let the efforts of subordinates get due rewards: material, psychological, reputation, or training and learning opportunities, promotion, etc.
What kind of environment shapes what kind of people, which is the real connection between environment and people. A leader and manager must be able to establish the above environment and mechanism, so that subordinates can be nourished in the big environment and improve their centripetal force and working ability.
Three. Strategic management practice
Strategic leadership is a level in enterprise management, which requires senior decision makers to have high comprehensive quality, theoretical guidance level and ability. This requires mastering several points:
1. Create a good corporate culture and have a long-term and far-reaching impact on subordinates. Good corporate culture is the most important part of Excellence.
2. Strategic planning, the general is incompetent and exhausted. Effective and feasible strategies can make subordinates have a high degree of trust, and then generate the will to follow.
3. Design a reasonable and efficient organizational structure. Subordinates are disgusted with unreasonable organizational structure and system, but there is nothing they can do. Therefore, in order to ensure the morale of subordinates, senior decision makers in enterprises cannot ignore this work.
Summary: From different levels, different sides and different heights, this paper analyzes the behavior and skill characteristics of middle and senior managers in modern enterprises in enterprise organization and management, and explains the management behavior structure that different management levels must have from simple to profound and popular.