Internal control——Encouraging internal competition will definitely produce bad results, game model!
ID: Internal auditor's practice and actual combat
1. The principle of "snipe and clam compete, fisherman profit" is not suitable for the workplace
Sandpiper and clam fight, fisherman profits" tells us: you fight back and forth, you will always be profited by a third party!
However, it does not reflect and explain the consequences of organizational infighting.
Compared to the fisherman, the sandpiper and the mussel are both weak, and even if they do not fight among themselves, the fisherman, the strongest one, can still profit.
Political struggles in the workplace are different, the strongest cannot sweep everything, and the outcome of the struggle may have the opposite result: the strong will be killed first, and the weakest will survive!
The reason is simple: if you are the most capable, you will be the target of all factions, and you will not survive by making enemies in all areas.
Those who survive may be the most inconspicuous weak.
Second, the gunner game model, tell us the result of infighting!
There are 3 gunners who meet each other and can shoot at each other at the same time, but they have different marksmanship skills.
Among them: the hit rate of the master is: 80%;
The average gunner's hit rate is: 60%;
The rookie's hit rate is: 40%;
Shoot as soon as you encounter it, and as long as you're not a fool, you'll shoot at the person you threaten the most!
Expert: I'm sure I'll aim at the ordinary gunman who poses the biggest threat to me!
Normal Gunslinger: Definitely aim at the master;
Rookie: I will definitely aim for the masters.
Therefore, the master is targeted by two people, and the probability of survival is: (1-60%)*1-40%)=24%;
The probability of survival of an ordinary gunner who is targeted by a master is: 1-80%=20%;
Rookie, because no one is aiming at him, the probability of survival is: 100%, and in the end: the most vegetable person survived!
This is a consequence of a lot of factional struggles.
3. The cockfighting game model tells us another outcome: corporate executives become an alliance of interests that monopolize power!
If the boss keeps emphasizing internal competition, after a long time, smart employees will look for a way to play: cockfighting!
Let's use the three gunners above to explain the game model!
If the three gunners don't have to live or die, but play with fake guns, the loser will have to pay a certain benefit.
Then, there will be no first fight between the master and the ordinary gunner, because they know that the rookie must be the one who makes the profit in the end.
So, the two of them discussed letting one of them admit defeat directly, let the other kill the rookie, and then the two of them shared the benefits after the victory.
This is the most common result in reality!
For example, in brand competition, there are many cases where the boss and the second boss fight to the death, but the third and fourth are dead!
Intra-organizational competition eventually leads to a solid C-suite hierarchy that is ostensibly fighting to the death, but in fact is interdependent and monopolizing power.
No matter how talented and valuable people are in the enterprise, they can't squeeze into the top level!
It's like the solidification of classes in society!
Let's evaluate ourselves: How many years has your company not had a new executive?Or a new middle manager?
If it hasn't changed for years, then it's basically lost its vitality and is just a zombie that hasn't completely rotted!
Fourth, the relationship between competition, infighting, and involution
Many companies encourage internal competition and have developed a variety of performance appraisals and rankings for the company
If it's transparent and fair enough, things might be a little better.
As long as there is a mixture of personal interests and rent-seeking space, the result of competition will inevitably turn into infighting!
The result of the interior is either the departure of people of real value.
Or it will become the situation that the bosses are most worried about: the senior management group has completed the monopoly of power, and secretly has already set the boss in the air, and they can't move if they want to!
Many bosses still believe in a concept: the minister is not fighting, the king is not stable!
In fact, they fail to understand the value of the organization and the team: organizational strength.
The so-called organizational power is that the value or benefit generated by organizing a group of people together is far greater than the sum of the value created by each person alone.
Internal competition may increase the value created by one individual, but it hurts the creativity of the entire organization.
Therefore, we should emphasize solidarity and cooperation, and emphasize how to increase the overall competitiveness, rather than letting insiders compete with each other!
You say no?Dear, pay more attention to **!