Management methods (example)
Management methods, like all human knowledge, are derived from human practice activities and continue to follow the development of human social practice and the progress of science and technology Developed. In the process of coordinating the activities of the group to achieve a certain goal, according to the management task and the situation of the management object, people work out the activity method to achieve the set goal. If in this way, if the established goal is reached, it means that it is effective. This way of action is constantly repeated in people's activities, and it gradually settles in the mind and becomes the correct management method.
People have been groping and looking for correct and desirable management methods in management activities and social practices. With the development of capitalist large-scale industrial production, more and more detailed specialization of labor, more and more complex production cooperation relations, and the increasingly widespread application of science and technology in the production process, the role of management methods in practice has changed. It has become more prominent and important. People began to systematically study management methods as an important part of management science. Among management methods, general management methods are more important than specialized management methods. In modern management, the general management methods summarized by management experts mainly include: task management method, human-oriented management method, target management method and system management method.
1. Task management method
At the beginning of this century, people began to conduct special research on management methods. The first scientific management method was proposed by American management scientist Taylor. The essence of the scientific management method advocated by Taylor's scientific management theory is the task management method, which is one of the earliest scientific management methods studied by people.
Taylor's task management can also be called task operation. The basic content of the task management method can be summarized as the determination of standard operating tasks through time-action research and the implementation of tasks to workers. In other words, the work of the workers is to complete the tasks prescribed by the managers, and this kind of tasks are designed by the managers after careful consideration. In this way, the workers in the organization have clear responsibilities, and they will be paid a certain amount for completing tasks according to their duties.
The task management law stipulates the amount of tasks each person in the organization completes within a certain time limit, but the task management law does not only stipulate the workload of each person, that is, it simplifies the task management method. The stipulated workload itself cannot be said to be scientific management. The key here is how the quota of the stipulated workload is determined. If the quota is still determined by experience or habit, it is only in the form of task management, but the essence is still experience management. The difference between scientific management and experience management is not whether to assign tasks to the members of the organization, but whether the quality and quantity of the assigned tasks are calculated by scientific methods. The most obvious role of task management is to improve the work efficiency of workers, and the key to improving efficiency lies in the scientific study of time actions. The scientific component of the task management method proposed by Taylor lies in the time-action research method he advocates.
The time action research mentioned by Taylor generally includes the following steps:
1. Look for 10 to 15 different people, for example, who should be particularly good at doing needs analysis.
2. Carefully study the basic operations or actions performed by the workers in completing the work under investigation, including the tools used by each person.
3. Use a stopwatch to study the time required to do each basic movement, and then choose the fastest working method for each part of the movement.
4. Eliminate all incorrect, slow and invalid actions.
5. After eliminating all unnecessary actions, the fastest and best actions and the best tools are grouped together in a sequence.
After the above steps, the standard time required to complete the standard work can be obtained. According to this method, there is a scientific basis for stipulating the workload of a person in a certain position within a certain period of time. Similarly, every tool used in every industry has been studied. Scientific management requires careful study of the same tool produced under the guidance of empirical rules, and time study of the possible speed of each of these reformed tools, and the integration of the advantages of several tools. In a single standard tool, it is easier and faster for workers to work with convenience and speed.
This kind of time movement research is not complicated in itself, but it has a great effect on improving the work efficiency of workers. Experts in time-action research have found that many people rely on experience and habit to repeat operations every day, and there is generally a phenomenon of inefficiency. For example, through a detailed study of all the actions of bricklayers under standard conditions, the action research expert Gilbrey Mr. Si reduced the number of actions for laying each brick from eighteen to five, and on one occasion even reduced it to two. As long as you make a slight change to the action, you can save time by completing an operation. Many tasks have to be operated repeatedly. If one operation saves a little time and accumulates for a long time, the amount of work completed in a unit time can be greatly increased. Increase, so that the efficiency is greatly improved than before.
The essence of the task management method is to use specialized personnel to study time and actions, so as to scientifically design work tasks so that workers can work at full capacity to achieve the goal of improving enterprise production efficiency. However, the task management method only studies the specific methods of job management from the perspective of production technology process, and the scope basically does not exceed the workshop management, and rarely studies the overall issues of business operations from the perspective of corporate managers. If the task management method is used in isolation, the larger the enterprise, the more prominent its incompatibility.
In addition, in the implementation of task management, every move of the workers must meet the standards, and all work arrangements must be subject to the instructions and plans of the managers. It denies the autonomy and independence of workers at work, and cancels the autonomy of workers to plan, organize and control their work tasks. Ignore that people have more complex social and psychological needs in addition to economic needs, and ignore the influence of interpersonal relationships on human behavior. People are not only isolated "economic people" with economic needs. In a modern society that emphasizes human nature and individuality, the incompatibility of task management methods has become more and more prominent.
2. Human-oriented management method
From the perspective of the development of management, the adoption of a human-centered management method for an organization was proposed after task management. After the 1930s, management experts discovered that improving people's enthusiasm and giving full play to their initiative and creativity are more important for improving the efficiency of organizations. The size of the results of organizational activities is determined by the leadership style and the emotions of the staff. As a result, management has shifted the focus of research to the person in management. This is the interpersonal relationship theory with behavioral science as the main content. Interpersonal relationship experts advocate the adoption of behavior management methods, that is, through the analysis of various psychological factors that affect people’s behaviors, and adopting certain measures to improve interpersonal relationships, so as to improve the staff’s mood and morale, so as to produce the greatest results. To achieve the purpose of improving organizational efficiency.
Under the impetus of the theory of interpersonal relations, the management and research of organizations has developed from the original "things" as the center to "people" as the center, and from the original research on "discipline" to the right The analysis of behavior has evolved from the original "supervisory" management to "independent" management, and from the original "dictatorship" management to "democratic participatory" management. Managers adopt a staff-centric leadership approach in management, that is, implement democratic leadership and allow employees to participate in decision-making meetings. Leaders often consider the situation, ideas, requirements and hopes of subordinates, and adopt a cooperative attitude with subordinates to manage problems Through collective discussion, decisions are made by the collective, and supervision also takes the form of mutual supervision among employees, and so on. In this way, employees can easily integrate with the organization emotionally. They are not afraid of alienation but cordial trust to their boss, and their work mood can be maintained at a high level, so that organizational activities can achieve greater results. This kind of human-centered management theory and method also contains a series of more specific management methods. The commonly used methods include participation management, democratic management, work expansion, proposal system, and mobile management.
Scientific management uses money as the bait, and the theory of interpersonal relations advocates that management must attach importance to the psychological satisfaction of people. Classical organization theory emphasizes the rational division of labor and effective control of the organization, while the interpersonal relationship theory emphasizes the stimulation of interpersonal behavior. Therefore, the emergence of interpersonal relationship theory has brought tremendous changes to organizational management. Beginning in the 1940s, the theory of interpersonal relations has gradually infiltrated the practice of organizational management. In this management thought, management scientists have found ways to ease labor relations, improve workers' morale, and improve production efficiency.
Human-oriented management method is a new management method proposed as an innovation to task management method. The major difference between this management method and the task management method is: the task management method requires the standardization of the activities of the staff, the staff's degree of freedom in the work is very small, but it is more guaranteed to complete the tasks specified by the organization. The law of behavior management has greater flexibility, staff members have considerable freedom in the organization, and are able to exert their autonomy and creativity. However, in this way, the changes within the organization are also greater, and the tasks specified by the organization are sometimes different. Unable to complete. In order to absorb the strengths of the two methods and overcome the weaknesses, a new management method was proposed, which is the management by objectives method.
3. Target management method
Target management is the initiative of Drucker, a famous American management scientist. In 1954, in the book "Management Practice", he first proposed "target The proposition of "management and self-control" was later elaborated in the book "Management-Tasks, Responsibilities, Practice". Drucker believes that it is not that there is a job to have a goal, but on the contrary, there is a goal to determine everyone's work. Therefore, "the mission and tasks of an enterprise must be transformed into goals." If there is no goal in a field, the work in this field will inevitably be ignored. Therefore, managers should manage their subordinates through objectives. After the senior managers of the organization have determined the organizational objectives, they must be effectively decomposed and transformed into sub-objectives for each department and individual. Perform assessment, evaluation, rewards and punishments. Drucker believes that if a field does not have a specific goal, this field will inevitably be ignored. If there is no consistent direction to indicate everyone's work, the larger the scale of the enterprise, the more people, and the finer the division of labor, the greater the possibility of conflict and waste. The sub-objectives of each manager and worker of an enterprise are the requirements of the enterprise's overall goal, and it is also the contribution of employees to the enterprise's overall goal. Only when each goal is completed can the overall goal of the enterprise be hoped for, and the sub-goals are the main basis for leaders at all levels to assess their subordinates. Drucker also believes that the greatest advantage of management by objectives is that it enables people to use self-control management instead of management dominated by others, and inspires people to exert their utmost ability to do things well.
Target management is based on believing in people’s enthusiasm and ability. Leaders at all levels of an enterprise do not simply rely on administrative orders to force them to do it, but instead use motivational theories to guide their subordinates. Employees set their own work goals, exercise self-control independently, consciously take measures to complete the goals, and automatically conduct self-evaluation. Management by objectives induces and inspires employees to do it consciously, and its biggest feature is to promote the realization of the overall goals of the enterprise by stimulating the production potential of the employees and improving the efficiency of the employees.
Compared with traditional management methods, it has many advantages. In summary, there are several main aspects:
1. The power and responsibility are clear. Goal management sets up goals from top to bottom or bottom to upper levels, and establishes a complete goal system that is connected vertically and horizontally within the enterprise. All departments and all kinds of personnel in the enterprise are strictly organized in the goal system and responsibilities are clearly defined. , Distinguish the relationship, so that each employee's work is directly or indirectly linked to the overall goal of the company, so that employees can see the relationship between their personal work goals and corporate goals, understand their own work value, and inspire everyone's enthusiasm to care about corporate goals. In this way, the strength and talents of all employees can be concentrated more effectively, and the work results of the enterprise can be improved.
2. Emphasize employee participation. Target management attaches great importance to consultation, joint discussion and exchange of opinions between superiors and superiors. Through consultation, deepen the understanding of the target, eliminate the differences of opinion between the superior and the superior, and achieve the unity of the superior and the superior. Because goal management absorbs all employees of the enterprise to participate in the whole process of goal management implementation, respects the individual will and wishes of employees, gives full play to the autonomy of employees, exercises self-control, and changes the traditional practice of assigning work tasks from top to bottom. The initiative, enthusiasm and creativity of employees.
3. Focus on results. The goal pursued by goal management is the work result that the enterprise and each employee should achieve in a certain period of time. Target management does not take action performance as satisfaction, but actual results as the goal. For target management, work results are not only the basis for assessing the degree of completion of the target, but also the main basis for awards and personnel assessment. Therefore, management by objectives is also called results management. If you leave the results of your work, you don't call it management by objectives.
Because the task management law not only stipulates the work task, but also the method to complete the task, and the tasks and methods are standardized. The work enthusiasm and creativity are severely restricted; and the human-based management law puts too much emphasis on the leadership’s trust in the employees and let the employees go to work independently, which makes it difficult to ensure the completion of the tasks. The goal management method combines the two, that is, the organization stipulates the overall goal, each department sets the department goal according to the overall goal, and the department goal is decomposed and implemented to the people. As for how to achieve the goal, let the staff let the staff decide. In this way, it can not only ensure the completion of the organization's tasks, but also give full play to the initiative and enthusiasm of the employees. Therefore, the goal management method is a superior management method compared with the task management method and the behavior management method.
After target management was proposed, it spread quickly in the United States. After the Second World War, when the economies of various countries shifted from recovery to rapid development, companies urgently needed to adopt new methods to mobilize the enthusiasm of employees to improve their competitiveness. The emergence of target management can be said to have emerged at the historic moment, so it was widely used, and soon became Japan’s , Western European and other countries’ enterprises have imitated it and become popular all over the world.
Target management may seem simple, but to put it into practice, managers must have a good understanding and understanding of it. First of all, managers must know what is management by objectives and why they should implement management by objectives. If the managers themselves cannot understand and master the principles of management by objectives, it is impossible to organize and implement management by objectives. Second, managers must know what the company's goals are and how their own activities fit these goals. If some of the company's goals are ambiguous, unrealistic or uncoordinated, it is actually impossible for managers to coordinate with these goals. Third, the goals set by goal management must be correct and reasonable. The so-called correctness means that the setting of goals should conform to the long-term interests of the enterprise and be consistent with the goals of the enterprise, rather than short-term. Reasonable means that the number and standards for setting goals should be scientific, because too much emphasis on work results will bring pressure to human behavior and lead to unscrupulous behavior. In order to reduce the possibility of choosing unethical means to achieve these effects, managers must determine reasonable goals and clearly express expectations of behavior, so that employees always have a normal degree of "tension" and "work." Fourth, the set goals are assessable in terms of quantity and quality, which may be the key to the success of goal management. Any goal should be measurable in quantity or quality. Some goals, such as "always pay attention to customer needs and serve them well", or "minimize credit loss", or "improve the efficiency of personnel No one in time can accurately answer whether they have achieved these goals. If the target management cannot be assessed, it will not be helpful for the evaluation of management work or work effect.
Because goal management has relatively high requirements for managers, and there are always problems of this kind and that in the setting of goals, the goal management is often Form has great limitations in practice.
Fourth, system management method
After the Second World War, the scale of enterprise organization has been expanding day by day, and the internal organizational structure of the enterprise has become more complex, which brought up an important management topic. How to solve the management problems of complex large enterprises. In order to solve the efficiency problems of complex large enterprises, a systematic approach was born.
The systematic method belongs to the general scientific methodology, which establishes the necessary methodological principles by recognizing, researching and discussing objects with complex structures. The so-called systematic method is a method of understanding and investigating the research object in the form of a system according to the systematic nature of the thing itself. Specifically, from a systematic point of view, always focus on the interaction and mutual restriction between the whole and the part (element), the whole and the external environment, and the interaction and mutual restriction between the part (element) and the part (element) Object, so as to achieve a way to best deal with the problem.
The systematic method is a scientific method that satisfies the whole, makes overall plans, and unifies the whole and the part dialectically. It organically combines analysis and synthesis and uses mathematical language to quantitatively and accurately describe the research object The state and regularity of exercise. It paves the way for the use of mathematical logic and electronic computers to solve complex system problems, and establishes the necessary methodology principles for understanding, researching, and exploring the complex structure of the whole.
When using a systematic method to examine the research object, the principle of integrity and optimization should generally be followed. Integrity is the basic starting point of the system approach. The so-called holistic principle is to treat the research object as an organic whole formed by various constituent elements, reveal the characteristics and movement laws of the object from the interdependence and mutual restraint relationship between the whole and the part, and the overall nature of the research object. The nature of the whole is not equal to the mechanical sum of the properties of the elements that form it. The wholeness of an object is determined by the interaction of the elements (or subsystems) that form it. Therefore, it does not require people to divide the object into many simple parts in advance, examine them separately, and then add them mechanically. It requires that the object be treated as a whole, from the interdependence, interconnection, and mutual restriction of the whole and the elements. The relationship indicates the overall nature of the system. For example, the performance and activity rules of a system composed of people, animals and plants, mountains and rivers, trees, flowers and grass, and atmospheric environment, only exist in the interaction and interdependence of the various elements of the system. Study any part of it separately Neither can reveal the regularity of the system. The principle of optimization refers to selecting an optimal scheme from many alternative schemes in order to make the system run in the optimal state and achieve the optimal effect. It can determine the optimal goal for the system according to needs and possibilities, and use the latest technology and processing methods to divide the entire system into different hierarchical structures, coordinate the relationship between the whole and the parts in the movement, and make the functions and goals of the parts obey the overall system. Optimal efficacy, so as to achieve the overall optimal purpose.
The general steps of the system method are:
1. Identify the problem and collect information. At the beginning of system analysis, we must first clearly determine the nature and scope of the problem to be solved, what are the main factors in the research problem, and analyze the interrelationship between the elements of the system and the interrelationship with the external environment. Only by delimiting the boundaries of the problem in this way can the identified problem be understood and realistic. After determining the problem, you should start to collect data, investigate, experiment, observe, record, the status of each element (subsystem), environmental conditions, etc. This is essential for establishing models and conducting feasibility studies and comparisons of various model schemes.
2. System analysis. For the same specific goal, there are many ways to implement it, and the investment and benefits of each method will be different. System analysis consists in drawing up as many action plans as possible and conducting experiments and comparisons to find the lowest cost and best effective plan. When analyzing and analyzing, the complex system is always decomposed into a number of simpler subsystems, and then the results of the decomposition are synthesized and analyzed as a whole. Only by repeating this many times can it be close to objectiveness.
After systematic analysis of various schemes, which one is better? Which is worse? How feasible is it? All have a reliable basis. But are these methods reliable? Is the quoted information accurate? It also requires decision makers to make judgments. This is the process by which decision makers use wisdom and experience. Various mathematics and measurement methods cannot replace the wisdom and experience of decision makers.
3. Scheme decision. Choose a solution from one or several solutions that are worth adopting or further consideration, and try to choose the best solution that meets the system requirements from the candidate solutions.
4. Implementation plan. According to the final selected plan, concrete implementation will be carried out as planned. If the implementation is relatively smooth, or if there are not many difficulties encountered, a slight modification can proceed smoothly, then the whole step will come to an end. If there are more problems, you need to go back to one of the previous steps and start over.
In management practice, the biggest problem with the system approach is that the optimal plan is difficult to determine, because no plan can be considered optimal from any angle. For the same plan, if you choose With different influencing factors, the optimal conclusions are often different. The lack of a clear indicator for the choice of schemes makes the system method cumbersome in the actual operation process, and the final implementation of the organization is often not the optimal scheme.
Management method standards
While promoting management business standardization, select some management methods that are frequently used in the management field, have significant effects and have universal promotion value, and formulate them as standards , Fully implemented in the enterprise.
It is a standard established for management methods. There are many management method standards to choose from, such as PDCA Deming cycle, 5W2H analysis method, ABC management method, Haier OEC management method, SWOT analysis method, 5S management method and so on.
Commonly used methods of management method standards
The establishment of enterprise management method standards should follow the principle of from simple to complex, from difficult to easy. The following are some of the management method standards commonly used in professional management.
1, PDCA working method
The working method of PDCA is Plan, Doing, Checking, Acting English prefix. The PDCA cycle is the steps and plans that should be followed to improve and improve various management services.
2, TQC seven tools
The seven tools of TQC refer to Pareto Diagram, Cause and Effect Diagram, Stratification Method, Checklist, Histogram, Scatter charts and control charts. These graphics images are intuitive, although they are developed in total quality management, but the management practice of the enterprise has proved that they are widely applicable to various professional management businesses. They are auxiliary statistical tools for finding problems, finding causes and improving measures in management work.
3,5W2H analysis method
5W2H analysis method is also called seven-ho analysis method, that is, what, when, where, who, and why , How to do it, how much to invest. The 5W2H method is a way of investigating and thinking about problems.
4. ABC management method
It is based on the main characteristics of things in terms of technology or economy, respectively A, B, C three categories, distinguish the key and Generally, there is an analysis method to determine the way of driving.
ABC management method is also called key management method. The essence is to distinguish the priorities in management work, highlight the key points, and use the main energy to grasp the key management items, so as to achieve twice the result with half the effort and improve efficiency. It is also generally applicable to various professional management businesses.
5. One piece of paper management method
It is in the management work, condensing a very long management document onto a piece of paper , Highlight key points and data. One piece of paper management method can save a lot of time and energy for drafters and readers of documents, thereby improving management efficiency.