A), the story:
The fable "The Hunter and the Dog" mainly tells the wonderful whole game process between the hunter and the hunting dog. The core problem of the game between the two sides is that hunters need to meet the growing demand from food, safety, respect to self-realization. Among them, the hunter is the decision maker and the dog is the executor. The final result ended in the hunter's failure.
Second, the significance of management:
I. Main issues
The main contradiction between hunters and hounds lies in the distribution of interests and the satisfaction of needs.
Second, analyze the problem.
1, the hunter is the decision maker and the dog is the executor. That is, the relationship between hunter and dog is the subject and tool. But this tool is a special tool, and it has its own changing needs. But the hunter didn't deal with the relationship between subject and tool, need and demand.
2. Hunters and dogs look at and solve problems from opposite angles (that is, from their own interests). They only participate in the relationship on the basis of mutual utilization, and have not reached a consistent understanding of interests, which violates the concept of win-win cooperation.
3. Although hunters have adopted four different management methods for hunting dogs in four different stages, namely, the simple encouragement of "big pot rice" in the early stage; The differentiated incentive mode of "short-term performance appraisal" is implemented in the middle and early stage; In the later period, the phased shareholding system incentive model was adopted, taking into account the long-term interests of both parties. Moreover, each method has achieved different incentive effects. However, the management of recruitment has always been based on short-term and partial, and has not correctly handled the relationship between subject, core value and employee interests from the overall and long-term perspective, especially the focus of attention-interest distribution.
4. Hunters only pay attention to the low-level needs of hounds from beginning to end-bones and rabbit meat, but fail to meet the needs of hounds for self-esteem and self-realization. Therefore, when MicroBone Company promised wild dogs to acquire n% shares in the company, the powerful temptation made those wild dogs who thought they were incompetent think they had found their bosom friends: they were finally the owners of the company! I didn't collect copyright fees until I published a book and became a star F4, so there was no risk and the profit was higher. It can meet the greatest demand of hunting dogs and realize the life value of dogs.
Hunters only care about the results of hunting dogs' labor from beginning to end, and do not create conditions for them, so that hunting dogs have the opportunity to get a sense of accomplishment and self-realization career. Let the hounds have anxiety and worry, which leads the hounds to constantly look for opportunities for themselves.
With the great changes in the internal and external environment, the hunter didn't realize the potential crisis, so he didn't take long-term innovative measures. Therefore, the emergence of MicroBone Company has formed a more competitive living environment.
Third, the solution ideas
If hunters and hounds think differently and win-win cooperation, there won't be so many rounds of fighting. Hunters are decision makers and hounds are executors. In an organization, both are indispensable, and they each shoulder two important tasks in the operation of the organization. If the interests of both sides are taken into account, they will get more benefits, and there will be no slack, job-hopping and hunger of hounds, and there will be no dilemma and loss of interests of hunters. Both sides provide superior resources and complement each other, and both sides gain greater benefits. A dog or a team of dogs is directly faced with the problem of survival. Although they are free and work for themselves, they earn little. Without the help of hounds, hunters may not even catch their prey. Combined, hunters can analyze which prey is rich, which prey is good in what season, how to organize hounds to play a team role and provide logistical support for hounds ... and hounds can find and catch prey faster and easier according to the hunter's guidance; According to the hunter's arrangement, a team of hounds can skillfully kill a single prey several times stronger than them; Moreover, they have no worries, they won't starve if they can't catch their prey in a short time, and they will get better treatment for their injuries, so they can fight with confidence. Finally, the quantity and quality of the prey captured far exceed the sum of the prey captured by a single hunting dog or a team without hunters. Hunters and hounds take what they need, and there will be some surplus, which can be stored for a rainy day, and can also be used to recruit more excellent hounds to expand their team. If the hunter had thought of this, it would be so troublesome to change from "pot rice" to "distribution according to work" In order to keep the excellent hound, he kept raising his salary and finally gave up part of his shares. As a result, some quite powerful hounds have jumped ship. Although there seems to be no problem in chain operation, there are many potential problems in control. Are these unavoidable?
Four. Conclusion:
First, the problems of enterprise employees are often rooted in the mechanism and the responsibility lies with the boss. Therefore, it is necessary to study the mechanism more and blame the employees less, so that the management will be continuously improved and the labor-capital relationship will be more harmonious.
Second, there is a big difference between whether there are incentives or not, and there is a big difference between encouraging science and unscientific.
Third, the demand of employees is increasing, and enterprises must meet the growing material and cultural needs of employees in order to effectively motivate and retain talents for a long time.
Fourth, there are only permanent interests and no permanent friends. Enterprises should establish a win-win culture with employees.
Verb (abbreviation for verb) enlightenment:
(A) human resources allocation and incentives
1. Different management methods are needed at different stages: if an enterprise wants to develop continuously, it must have a set of human resource management system that adapts to the development of the enterprise. At different stages of enterprise development, different human resources systems are needed to adapt to it. That is, correctly handle the relationship between innovation and foundation.
2. Incentive mechanism is the core of management: according to Maslow's hierarchy of needs theory, people's needs are divided into five levels: physiology, safety, society, self-esteem and self-realization, and the needs are gradually transformed from low to high. Effective motivation is to make subordinates constantly show their due work standards, and only an incentive method suitable for their needs can achieve this goal. In enterprise management, establishing an effective incentive mechanism is not only a means to mobilize the enthusiasm of employees, but also the core of human resource management.
3. Attracting and retaining talents with both ability and political integrity: Today's society is in the era of knowledge economy. Not every boss of a company has enough knowledge, and even if he has relevant knowledge, his energy is limited. The characteristics of the era of knowledge economy are: customers have the upper hand, competition is intensified, and changes are common. Under such environmental conditions, whether you can have a group of knowledge-based talents with both ability and political integrity has become the key to the success of an enterprise. In what ways can enterprises attract and retain talents? Formulate a reasonable salary system to meet the most basic needs of employees; Create a good corporate culture and establish a mechanism conducive to the growth of talents; Improve the performance appraisal system and mobilize the enthusiasm of people from all walks of life; Improve the training system and combine employee career development planning with enterprise strategic planning; Rationally allocate resources and improve the income distribution mode of enterprises.