Hello everyone, I'm Lao Ma! Enterprise management, a seemingly simple but rich concept, actually contains multiple levels and dimensions. In the process of enterprise growth, the evolution of management level is often accompanied by the development and growth of the enterprise. Today, we will talk about the three levels of enterprise management, as well as their respective characteristics and values.
Let's first take a look at the most primitive management level - the level of people managing people. This is a common management state in many start-ups, which is boss-centric, experience-oriented, and advocates individual applicationism. At this stage, the ability to operate the post is often equated with the management ability, and the boss's opinions and decisions are absolutely authoritative. For example, when an employee can't help but secretly smoke during work, the boss may handle it in his own way, whether it is a pat on the shoulder or a severe punishment. Although this management style is direct, it lacks standardization and fairness, and is easily influenced by personal subjective factors.
With the development of enterprises, the management method of managing people gradually exposes its limitations. At this time, the enterprise began to enter the second management level - the management level of the process system. At this stage, the enterprise has established a relatively complete management process and rules and regulations, and no longer needs to rely on personal experience and subjective judgment. A clear management process guides employees to work, and a clear management system restricts employee behavior. For example, for employees who smoke, the company will have a clear rule that smoking is strictly prohibited during work, and offenders will be punished with demerits and other punishments. This management method bids farewell to empirical management, pays more attention to standardization and fairness, and is conducive to improving the overall efficiency and execution of the enterprise.
However, even if the management level of the process system has been relatively mature, it still cannot meet the needs of the sustainable development of the enterprise. At this time, enterprise management needs to reach the highest level - the management level of values. At this level, all employees of the enterprise can identify with and accept the core values of the enterprise, and there is no need to go through the rigid constraints of rules and regulations, and everyone can clearly know what is right, what is wrong, what should be done and what should not be done. They will automatically and spontaneously work together for the development of the enterprise, and the corporate culture with corporate values as the core will guide and drive them to do the right thing. For example, even if the company does not explicitly prohibit smoking, employees can consciously refrain from smoking during work. This management method not only improves the self-management ability of employees, but also enhances the cohesion and centripetal force of the enterprise.
The three levels of enterprise management have their own characteristics, corresponding to the different stages of development and needs of enterprises. But value management is the highest means of management.
Values management is a deep-seated and fundamental management method, which not only focuses on the economic benefits of the enterprise, but also focuses on the spiritual world of employees and the long-term development of the enterprise. The core of this management style is to stimulate the internal motivation of employees and enhance the cohesion and competitiveness of the enterprise by shaping and transmitting shared values.
Leaders play a crucial role in values management. They are not only advocates of values, but also practitioners and disseminators of values. Leaders need to convey the core values of the company through their words and deeds, so that employees can deeply feel the importance and significance of these values. At the same time, leaders also need to pay attention to the needs and expectations of employees, actively listen to their voices, and constantly adjust and optimize the value system to ensure that it is in line with the company's development goals and employees' growth needs.
Values management is not only a management tool, but also an important part of corporate culture. Through value management, enterprises can create a positive, united and collaborative working atmosphere, so that employees can find a sense of belonging and achievement in the pursuit of common values. This kind of cultural atmosphere can not only enhance the enthusiasm and creativity of employees, but also enhance the cohesion and centripetal force of the enterprise, and lay a solid foundation for the long-term development of the enterprise.
In today's competitive market environment, values management has become one of the keys to business success. Those companies that can successfully implement values management are often able to stand out in the fierce market competition and become the best in the industry. Therefore, we should fully realize the importance of value management, continuously improve its value management ability, and contribute to the sustainable development of the enterprise and the personal growth of employees.
From the level of people managing people to the management level of process system, and then to the management level of values, enterprise management continues to develop in a more standardized, fair and efficient direction. In this process, the company not only enhances its own competitiveness, but also makes a positive contribution to the sustainable development of society.