Detailed explanation of management mode, though? Mode？ The term "management mode" is widely used in both the practical field of enterprises and institutions and the theoretical field of business schools. However, in the face of emerging business forms, it is still necessary to keep pace with the times and explore a new way of thinking and method of management mode.
Management mode refers to the basic ideas and methods adopted in management, and refers to a formed, complete system that can be directly used by people. Through the understanding and application of this system, managers can find and solve the management problems of exhibition business society. Through the research and exploration of this model, managers can constantly standardize management means, improve management mechanism and achieve established economic goals.
2. Definition and analysis of management mode
Management mode is a set of specific management concepts, management contents, management tools, management procedures, management systems and management methodology systems designed on the basis of the assumption of management humanity, and has been repeatedly used in management practice and consciously observed as management rules in enterprise operation.
Structurally speaking, the management mode is a high-level summary of management methods with thoughts and frameworks, and the expression is more abstract. From the description of management mode, we can't see the specific management methods, ideas and contents of managers. For example, C management mode, dual management mode and network management mode.
1. Academic definition of management mode.
Mode is the standard or fixed format of things, and English expressions related to management mode are: management system (management communication) and management mode (management mode).
Usually, the definition of management mode is: an operating system solidified in the process of management from a specific management concept. The formula can be expressed as: management mode = management concept+architecture+operation method, which can be simply expressed as:
Management mode = idea+system+method
MS=f(i)+f(o)+f(s) (IOS mode)
Wherein ms: management system
I: idea/ideology
O: operation/organization
Strategy/tactics
Second, the popular understanding of management mode.
Generally speaking, management mode can be interpreted as one of the characteristics of an enterprise group or a corporate culture. It is also a place where an enterprise is different from other enterprises in management system. From the perspective of institutional economics, it includes formal system and informal system, that is, the most basic different characteristics of enterprises (groups) in management rules and regulations and corporate culture.
Third, the differences and personalized characteristics of management models.
Generally speaking, enterprises in different countries have different management modes, and the same enterprise will have different management modes in different periods.
At present, there are generally accepted management modes in theory, such as Japanese management mode and American management mode. This represents two different management characteristics:
⑴ The characteristic of American management mode is to encourage individual heroism and take ability as the main assessment feature. Its main manifestations in management are: standardized management, system management and regulation management, as well as scientific management with the legal system as the main body.
⑵ Japanese management model is characterized by collectivism as the core, annual performance sequence system, deliberation and decision-making system, etc. Emphasis on interpersonal relationships, focusing on collective interests, familism and other emotional management characteristics.
Fourth, the difference between management mode and management mechanism.
The management mechanism pays attention to the internal constraints and constraints between management objects, and only through the management mechanism can the management system, methods and programs be well implemented. Some people call the management mechanism the operating mechanism of the management system. An example is: the sanitation of a company's yard is always destroyed, and the office management can't be solved well. Because office workers work indoors most of the time, there is a time limit for completing outdoor tasks. At this time, it is the mistake of management method and the lack of management mechanism. If the security guard is responsible for health supervision, the situation will be different. Most of the security personnel's workplaces are outdoors, which plays a very good role in their health supervision and situation maintenance. The health system has changed from organ personnel and saboteurs to security personnel and saboteurs, which is a change in management mechanism. But the change of management mechanism is not the same as the change of management mode. Comparatively speaking, the management mode is more macroscopic, with group effect and overall characteristics.
The central task of modern management is the management of people. The mode of management determines the content of management, which comes from the pioneer of management, Robert? Since Owen founded the enterprise management system, to the emergence of Taylor's scientific management theory, and then to the proliferation of management theory today, many changes have taken place in the management model.
3. Classification of management modes
According to the current popular models, management models can be roughly divided into: traditional/hierarchical model, interpersonal model, systematic model and modern people-oriented management model.
A traditional/hierarchical model: focusing on the improvement and perfection of internal management system and technology, emphasizing the construction of formal or informal groups within the organization, aiming at improving the efficiency of the organization and implementing equal management of employees.
Interpersonal relationship model: to form an organization is to combine the material resources and human resources of different owners. The combination of human resources is to organize different people, and the combination of material resources can only be realized through interpersonal communication. Good interpersonal relationships and mutual understanding between managers are helpful to resolve various conflicts and reduce transaction costs in the process of reaching consensus and gathering resources.
Three-system model: Under the system model, the focus of management shifts to pay attention to the integrity and objectives of the organization, emphasizing the overall coordination among people, people and departments, and departments and departments, and implementing collaborative interaction management for employees.
Modern people-oriented model: the people-oriented management model emphasizes people-centered and the role of individuals in the organization. The central task of management is to manage and develop human resources around how to mobilize the enthusiasm of employees, with the aim of making the organization more dynamic and implementing democratic and open management for employees.
4. Comparison of six main enterprise management modes
A family management mode, this management mode
Cohesion is a very important function in family kinship. Affectionate management is to try to realize the management of enterprises through the cohesive function of family blood relationship. Historically, although an enterprise is in the start-up period, this family-friendly enterprise management model has really played a very good role in promoting it. However, when the enterprise develops to a certain extent, especially after the enterprise develops into a large enterprise, this family-style enterprise management model will soon appear bottleneck. Because the cohesive function of family blood relationship used in this management mode will be transformed into internal friction function, this management mode should be replaced by other management modes. Family-friendly enterprise management mode has almost 99% positive impact on enterprises during the start-up period in China, but when enterprises cross the start-up period, its negative impact on enterprises is almost absolute. This management mode exists only because China's credit system and legal system are still not perfect, which makes people afraid to give their assets to people who are not related to them, so they have to adopt this family management mode with great limitations.
Second, the friendship management model
This management mode also has positive significance in the initial stage of enterprises. When there is no money, friends can do anything necessary. This model is also very cohesive. But when the enterprise develops to a certain scale, especially after the profit of the enterprise grows to a certain extent, the friendship between the buddies will fade. Therefore, if the enterprise does not adjust this management mode as soon as possible with the development, it will inevitably lead to the rapid decline and even bankruptcy of the enterprise. Well-known private enterprises in real estate industry? Wantong? It was a friendly enterprise founded by five like-minded people. At that time, everyone could eat and drink, and entrepreneurs could completely ignore money. However, when Vantone got the first big profit, five people began to have friction. At that time, Feng Lun, the relatively large shareholder of Vantone, wanted to continue to adhere to this management model and let the enterprise develop. He organized the founders of the enterprise to read the water margin, so that everyone could remember the lesson of divide and rule, but in the end, the problem was not solved, and several people had to dissolve the enterprise and give up this friendly management model. Later, Wantong hatched several large enterprises because entrepreneurs started their own businesses.
Three-warm management mode
This management mode emphasizes that management should be the internal function of mobilizing human nature. Only in this way can enterprises develop rapidly. It is right to emphasize the human touch in enterprises, but it cannot be regarded as the most important principle of enterprise management system. The principle of good human nature and the principle of enterprise management belong to different categories in essence. Therefore, overemphasizing human kindness is not only not conducive to the development of enterprises, but also enterprises will often get out of control or even go bankrupt in the end. There are also successful entrepreneurs, such as Zhang Yong, the boss of Haidilao, who constantly advocates warmth and conscience in enterprise management. He believes that if a person is an enterprise manager, if he is considerate of the managed, then the managed will definitely get a good return, that is, work hard, so that the enterprise will develop better. This model of Haidilao is also very successful from the marketing point of view. However, if the bidding management mode is interpreted as using the principle of conscience in love to deal with the management relationship in enterprises, it may have great limitations, because it is difficult to clearly define the so-called conscience in the economic interest relationship. Conscience, as far as economic theory is concerned, is actually an ethical and standardized way to repay economic interests in the form of human kindness. If this method can clearly define the big interests, it is understandable and possible to succeed. However, if we talk about conscience and humanity in general, and don't touch the interest relationship and mutual benefit, it is actually difficult for the managed to do a good job, and ultimately it is difficult for the enterprise to develop. Therefore, management is not only warmth, but also interests. What does the definition of interest relationship in enterprise management need in essence? Ruthless? A clear interest relationship is conducive to long-term development, which is the standard of professional managers.
Four random management modes
The so-called random management model is often irrational and not advocated by mature commercial society. For example, there are two forms in reality: one is authoritarian management in private enterprises. The reason why authoritarian management is regarded as randomized management is because some entrepreneurs in private enterprises can change any rules and regulations at any time. Under the centralized management mode, the words of business owners are principles and rules, so this management belongs to random management. The other form is administrative intervention in state-owned enterprises, that is, government agencies can arbitrarily intervene in the business activities of a state-owned enterprise, which eventually leads to very random management of the enterprise.
Five institutionalized management modes
The so-called institutionalized management mode refers to promoting enterprise management according to certain established rules. Of course, this kind of rule must be a contract rule recognized by everyone, and at the same time, this kind of rule is also symmetrical with responsibilities and rights. But because of the comparison of institutionalized management? Cruel? Therefore, many managers will appropriately introduce a little affection, friendship and warmth, and sometimes even properly handle some contradictions and interests in random management, and appropriately absorb the advantages of other management models to synthesize a mixed enterprise management model. This may be more applicable. Therefore, the target mode of enterprise management in the future is based on the institutionalized management mode, and some beneficial factors of other management modes are appropriately absorbed and utilized.
Six systems management modes
Through the establishment of seven systems, such as strategic vision management, division of responsibilities, salary design, performance management, recruitment, employee training and employee career planning, the systematic, standardized and integrated management of the enterprise is completed. This advantage is conducive to the rapid expansion of enterprises, because when you use this system to build a standard template for enterprise management, its branches or agents can simply copy it, reducing the difficulty of expansion. This is the maximum availability of enterprise organization system.
Summary of six management modes:
Although the six management modes have their own distinct characteristics, the future enterprise management will become more and more flexible, especially when the post-80s and 90s become the main force of China society, the flexibility and humanization of this management mode is particularly important.
Therefore, a reasonable management model should be based on the institutionalized management model, properly absorb and utilize the beneficial factors of other management models, and minimize the comparison between institutionalized management? Cruel? On the one hand, with the help of affection, friendship and warmth, the management mode is activated. Active? On the other side. Even sometimes, we can use a little flexibility and humanization to properly handle contradictions and interests in management. Fade down? Rules, overcome the rigidity of the system, and make the management model more applicable.
5. Factors to be considered in constructing management mode
1. Contents and categories of enterprise management. Management involves three levels: productivity, production relations and superstructure. Specifically, productivity includes the relationship between nature and people, and the relationship between technology and technology; Production relations are also called economic relations, including property rights relations, labor cooperation relations between people and final distribution relations of products; Superstructure includes the value orientation of enterprises; The specific content of enterprise culture level and enterprise system level. As can be seen from the above, enterprise management contains rich and extensive contents.
Second, the cultural foundation. Management is a science, an art and a cultural phenomenon. The management of a country is closely related to its traditional culture. The cultural basis of management is mainly embodied in two aspects; On the one hand, any management is rooted in a culture, and the social and cultural background is the soil and environment on which management depends. What kind of social and cultural environment requires what kind of management behaviors and methods are suitable for it, because the social and cultural environment is objective and relatively stable, and it is an objective existence independent of the will to enter. Management is rooted in culture. If we can adapt to it and meet its characteristics and requirements, the management effect will be good, the management efficiency will be improved and the labor production efficiency will be improved. If management does not adapt to culture, management will be effective and even lead to management failure. On the other hand, we can develop and utilize culture, borrow cultural background, cultural characteristics and cultural content as specific management means, and establish corresponding management methods by using the series connotation of culture itself. The interest of modern management research is increasingly focused on the study of management culture, and it is considered that borrowing culture as management is one of the most effective management methods.
The foundation of the three countries. Because the main contents of management are productivity, production relations and superstructure, which are reflected in social system, cultural resources, way of thinking, values, history, geography, nationality, science and technology, production and so on, and these contents vary from country to country. In particular, traditional culture has a greater impact on the specific content of enterprise management. Therefore, the enterprise management of any country is based on its own national conditions and is understood and accepted by its own people. The particularity of enterprise management in different countries is determined by production relations and traditional culture, which is also an important embodiment of the vitality of enterprise management.
Advanced and forward-looking On the one hand, the establishment of management mode should be based on the current productivity conditions, on the other hand, it should make full use of the existing development achievements of management science theory, especially some advanced theories and concepts, such as innovative management concept, knowledge is the most important resource concept, enterprise reengineering theory, learning enterprise organization theory, rapid response concept, organizational structure inversion theory, cross-cultural management concept, management ultimate goal concept, strategic flexible management concept and a series of theories and concepts. Through their application, the advanced and forward-looking management operation mode will be greatly improved and have long-term vitality.
6. Building a new concept of modern enterprise management mode
When changefulness becomes an eternal theme, any existing management mode will be replaced by innovative management mode, which has become a trend, and management innovation has become the main theme of management. Today is different from yesterday, and tomorrow will be different from today, but today is the result of all our efforts in the past. Will tomorrow be the same? -Ryan, an American historian of management thought, wrote in The Evolution of Management Thought. We should perfect and improve the management mode in the continuous development, instead of sticking to the rules, we should pay close attention to the current management development trends and trends and revise our management mode.
Knowledge has become the most important resource.
The world economy has developed from agricultural economy and industrial economy to the era of knowledge economy. With the development of society, knowledge has become the most important resource, playing an important role in creating social wealth and becoming an important tool for creating materials.
Enterprise reengineering is a management revolution.
Since 1990s, a revolution of enterprise reengineering has arisen in western developed countries, which is regarded as "from? Caterpillar? Change? Butterfly? This revolution is also considered as the second management revolution after total quality management. The difference between enterprise reengineering and traditional management mode lies in two aspects: one is to change from the traditional top-down management mode to the management mode of realizing value-added through information transmission; Second, enterprise reengineering is not based on the gradual transformation of traditional management mode, but emphasizes starting from the root causes.
Third, learning organization is the model of future enterprises.
Is the learning enterprise organization Peter? Shengji first proposed it in the Five Dynasties. He believes that to realize a learning organization, we need to have a solid foundation in the following aspects: systematic thinking, self-transcendence, changing mental models, establishing common aspirations and team learning.
Inversion of organizational structure-large-scale power transfer of future organizations
The traditional organizational structure is pyramid-shaped. The top level of an enterprise is the president, the top level is the management, the middle level is the manager, and the grassroots level is the grassroots level. The command key is top-down, the decision comes from the upper layer, and the executive layer is below. However, it is the grass-roots employees who have the most contact with the market. In the ever-changing era, the personalization of customers is increasingly prominent, which requires the above pyramid structure to be reversed, which should be: customers? Front-line employees? Management personnel. Now the decision-making is made by front-line personnel, and the upper-level leaders have become support services.
Cross-cultural management-dealing with the integration and conflict between different cultures
The globalization of enterprise competition will inevitably lead to the internationalization of management activities, which are fully influenced by people's values, ethics, codes of conduct and social customs. When they are combined with different cultures, they form different management cultures and styles. How to establish a management culture model with China cultural characteristics and absorb all the advanced cultural achievements of human beings is an urgent problem for China enterprises.
7. New management mode
First, pay more attention to people, not positions. At present, the basic management is mainly based on post analysis. I think we should pay more attention to people if we want to achieve humanized management.
Pay more attention to ability than performance, and combine short-term behavior with long-term interests.
Pay more attention to development and pay attention to both material and spiritual aspects than wages.
8.A/B/C management model theory
Management mode theory
A management model, also known as mechanistic organization, is a very traditional internal administrative management model with clear responsibilities and distinct grades. In China, from multinational groups, in line with international standards.
In the early 1980s, multinational enterprise groups entered the China market. In order to gain a firm foothold, they spent tens of millions of dollars, invited consulting companies to cooperate with China people, and established a management model suitable for China's national conditions. It has been implemented in large joint ventures in China for more than ten years, and it has been proved to be an efficient and practical enterprise administrative management model.
B management model theory
The flat learning organization is called B management mode, and B management mode thinks that management refers to managers' opinions on management objects. What to do, how to do it, to what extent, what will happen? All the work contents and all the work processes. This is the definition of management under B management mode. According to this definition, B management model describes in detail the management principles and their general principles and methods, the basic rules of enterprise operation, managers and their quality, enterprise culture and its construction. B management mode is the deepening and development of A management mode, which pays more attention to the combination of artistic and technical management.
Three C management model theory
The so-called C management mode is people-centered, with both form and spirit, following the universal laws of the universe and natural organizations, constantly revising, self-adjusting and improvising, and integrating China's humanities and Chinese studies (the way to treat others) with western modern management (the way to do things with high efficiency and high quality) to carry out humanized management of enterprises.
This kind of enterprise organization with people as the core, greater initiative and stronger adaptability is called intelligent organization for short. Because it is the third organization mode after pyramid mechanistic organization (A management mode) and learning flat organization (B management mode), and it is an organization type that combines the great wisdom of China's traditional knowledge on the basis of advanced modern management in the west, it is adopted. China? The first letter of? c？ Name this intelligent organization? Enterprise c management mode? .
? People-oriented? It is the foundation of establishing intelligent organization and the key of C management mode.
? People-oriented? Running an intelligent organization is the principle of C management mode.
? Taoism is natural? Following the universal and basic laws of natural organizations is the characteristic of C management mode.