1. The connotation of flexible management
Self management is the core of flexible management.
Self-management refers to the process in which individuals manage their bodies, goals, thoughts, psychology and behaviors, and manage themselves and restrain themselves to achieve their goals. The basis of self-management is the good quality of employees. In our management, we fully respect and trust our employees. The unit provides conditions for employees to create, develop, work and improve, and gives full play to their subjective initiative, so that our employees can make personal plans, organize their implementation and accomplish their goals according to the working environment and the requirements of their superiors. In short, it is to respect and trust employees, stimulate their enthusiasm, unify personal goals and unit goals, and let everyone voluntarily contribute to the unit to improve work efficiency.
1.2 self-improvement is the soul of flexible management
Self-improvement and flexible management aims at the overall requirements of the unit, innovates management methods, starts with cultivating employees' values and spirit, and releases employees' autonomy, enthusiasm and creativity to the maximum extent through guidance, encouragement and encouragement, thus forming the spirit of "self-improvement" of all employees. Self-improvement and flexible management is based on the management concept of "creating endless perfection". Through continuous improvement and innovation, the management level of the unit is continuously improved, so that all employees have self-improvement consciousness and ability to adapt to the development of the unit and improve the service level of the unit.
1.3 Returning to humanity is the essence of flexible management.
In short, the essence of flexible management is to treat people as people. Man is a living productive force, the main body of society and the foundation of the unit. People are emotional, thoughtful and creative. If we only regard people as tools, especially with the continuous improvement of personal quality, it will not only play a positive role, but also have a negative impact. Returning to human nature means treating employees equally, giving them care and understanding, allowing them to participate in the management of the unit, so that every employee has a sense of ownership, enhancing cohesion, forming synergy and promoting the development of the unit.
2. The value of flexible management
2. 1 Flexible management can stimulate people's internal driving force.
Flexible management mainly relies on employees' psychology, pays full attention to people's role in management, respects people, understands people and relies on people. By meeting people's needs, it stimulates the inner potential of each member from the deep heart, mobilizes people's enthusiasm, initiative and creativity, makes them feel comfortable and spares no effort to work for organizational development. In practical work, whether people automatically implement the organization's requirements and systems or passively accept them will have completely different effects. Only when the consciousness of the organization is transformed into people's conscious action can the immanence of flexible management be formed, the self-binding force can be generated and the internal driving force can play a role.
2.2 The impact of flexible management on people is lasting.
Flexible management needs to turn the rules and regulations of the organization into the inner commitment of the members of the organization, which should not only be actively implemented, but also be consciously maintained. This process requires the long-term unremitting efforts and practical actions of the members of the organization. Ideas and ideas cannot be achieved overnight, and formed ideas are not easy to disappear. Raising flexible management to the cultural level of the organization has a strong permeability to the cultivation of members' self-management consciousness. Once the core values of an organization are formed, it will play an active role for a long time and will influence the behavior of its members imperceptibly for a long time.
2.3 Flexible management is very effective for motivating people.
Herzberg's two-factor theory divides needs into: low-level needs that must be met to maintain life, such as survival needs, security needs, social needs, and high-level needs that respect needs and self-realization needs. Flexible management is mainly based on salary, growth, working environment, self-realization and other means. Through humanized, adaptive and flexible incentive methods, on the basis of meeting the low-level needs of members, we pay more attention to the high-level needs of members and make incentives more effective.
3. Application and perfection of flexible management in practical work.
3. 1 Training high-quality employees
The essence of flexible management is "people-oriented", that is, to cultivate a high-quality talent team.
(1) Humanized Training
At present, in public institutions, training is a routine work, but there is little systematic and in-depth training. Many units only regard training as the requirement of their superiors and adopt a simple indoctrination method with a single form. The training content is mainly based on job skills, which is boring and cannot be transformed into human capital. The training of flexible management is to make a scientific and reasonable training plan according to the needs of different people, different positions and different levels. The training content not only pays attention to the technical level, but also increases the training content of psychology, health, emotion and management to improve the overall quality of individuals. Through teaching, practical operation and investigation teaching methods, the knowledge, skills, psychology and behavior of employees are comprehensively improved. Humanized training is to gradually change the training from "work-centered" to "people-centered", so as to make personal goals closely linked with organizational goals, give full play to personal potential and improve work efficiency.
(2) Encourage and guide employees to learn independently.
In addition to training, autonomous learning is also an important means to improve the quality of employees, and autonomous learning depends on the wishes of employees, the learning effect will be better, and it will not occupy working time. As long as we guide the learning content and give certain spiritual and material encouragement to the employees who study independently, it will play an important role in promoting the talent training of the unit.
(3) Establish an effective incentive mechanism
Perfecting the scientific incentive system can stimulate the enthusiasm of employees and maintain good working conditions and performance. Abraham, a famous American social psychologist? Maslow put forward the famous non-hierarchical theory of human needs. It is believed that human needs are divided into five levels from low to high: physiological needs, security needs, belonging and love needs, respect needs and self-realization needs. We should give different incentives according to different people, different levels and different needs, such as recognition of their work, promotion opportunities or working conditions. And we shouldn't just stay on the reward of paper praise.
3.2 Establish a flexible management mechanism
We may have used some knowledge of flexible management in our work, but we haven't formed a scientific management mechanism and can't give full play to the role of flexible management. And the unit leaders communicate frequently. If a long-term mechanism is not formed, some leaders may see the benefits of flexible management and be willing to apply the knowledge of flexible management, while others will manage according to the original management habits. Therefore, it is necessary to establish a scientific management mechanism and determine some working methods to play a long-term role in flexible management.
3.3 Improve the awareness and ability of flexible management of leading cadres.
In order to really make good use of flexible management, managers' flexible management concept is very important, and whether leading cadres can understand flexible management also plays a very important role in the implementation of flexible management concept. Our leaders should not only have professional knowledge, but also have high leadership skills.
People-oriented, emotional management, less rough management, more concern from leaders, in exchange for the loyalty of subordinates; We should jump out of ourselves, communicate with others with empathy, be more tolerant of subordinates, but not tolerant, and criticism will not cause resentment; It should be both foreign and mellow, showing the charm of leadership; It is necessary to go deep into the masses and implement mobile management. Through the charisma, charisma and influence of leaders, employees' morale can be infected, mobilized and encouraged, and at the same time, organizational consciousness can be implanted into individuals' hearts.
3.4 Enrich and publicize the flexible culture
Unit culture is a cultural concept formed in the long-term practical management of the unit, including values, highest goals, codes of conduct and style of doing things. We should use the concept of flexible management to further improve and enrich the construction of unit culture.
At the same time, we should pay attention to the fact that our culture can't stay on paper and stay at the upper level. It is open to all employees. Through publicity, heart-to-heart, education and other forms, the culture of the unit is deeply rooted in people's hearts, the strength of employees is condensed with the power of culture, the behavior of employees is standardized, and culture is applied to employees, which in turn promotes the development of the unit. Once formed, it will play a long-term role. Unit culture is the soul of a unit, and scientific flexible culture will build a harmonious, struggling, dedicated, promising and efficient team, which is an important guarantee for the development of the unit.