Analysis on Management of Grass-roots Enterprises
Grass-roots management of enterprises is the foundation of enterprise management, especially the management of state-owned enterprises, which is closely related to the exertion of many management elements at the grass-roots level. How to inherit the tradition, innovate constantly, and solve new problems in enterprise development with new ideas and technologies is the key to do a good job in enterprise management. Only when the management of talents, system, assessment and corporate culture is implemented at the grassroots level can management really promote the development of enterprises.
[Keywords:] grassroots; Enterprise management; Problems; Reason; routing
[China Library Classification Number] F270 [Document Identification Number] A [Document Number]1005-6432 (2013) 22-0035-02
If a good plant wants to flourish, it needs careful care besides sunshine, soil and rain. If an enterprise wants to develop continuously, besides products, strategy, talents, technology and external environment, one of the most important factors is the need for scientific management. Management guru Peter? Drucker once said that the success of an enterprise lies in management. ? It can be seen that management is important for the survival of an enterprise.
1 Theoretical Connotation of Enterprise Management
1. 1 Definition of enterprise management
Enterprise management is the objective requirement and inevitable product of the development of socialized mass production, and it is the result of people's labor in the exchange process. At a certain stage of social production development, all large-scale workers need to be directed to coordinate individual activities more or less. Through the supervision and adjustment of the whole labor process, individual labor is subject to the requirements of overall production, thus ensuring that the whole labor process is carried out normally according to people's predetermined purposes. Especially in the modern society where technology is highly developed, products are changing with each passing day and the market is changing rapidly, enterprise management is becoming more and more important.
1.2 the significance of enterprise management
China's planned economy is rooted in the natural economy and has been far away from real competition, so there is no competitive management. As long as the task is overfulfilled, it is an advanced unit. The weakest link of China enterprises is management, and the worst ability is innovation, which leads to losses of many state-owned enterprises. At present, the decline of many state-owned enterprises is only a superficial phenomenon. The root cause of the decline is that these enterprises are not good at management, which leads to the high cost of products or services and eventually loses their market competitive advantage. Enterprises without market, that is, without the basis and premise of survival, employees can't see the market prospect, lose confidence, lose cohesion of enterprises, and the benefits will inevitably decline. The problem of system and mechanism is also a management problem, not the main reason for the loss. Even in the United States, where the market economy is very mature, tens of thousands of enterprises go bankrupt every year. This is not a question of system or mechanism. Only scientific management determines the survival of enterprises.
2. Analysis of the problems and causes in the current management of grass-roots enterprises
With the development of history, the arrival of economic globalization and the era of competition, it is impossible to solve the problems in the progress of our enterprises only by relying on talent and experience management. In our daily production and operation, there are still many phenomena that emphasize production and neglect management.
2. 1 Problems existing in the management of grass-roots enterprises at present
Management pays more attention to organs than grass roots, and is top-heavy; The management level is unscientific and the responsibilities are unclear; Old-fashioned management methods, tight before and loose after; Management thinking is one-sided, emphasizing production and ignoring ideology.
2.2 The main reasons for the problems in the management of grass-roots enterprises at present
(1) The traditional official-oriented thought is at work. I am the only one, and the official is full of habits. I like to do face-saving work and do colorful things, and I am indifferent to the development of enterprises and the voices of grassroots people. Units and individuals who reflect problems think that they are too much or too bitter to listen to the truth and bend over.
(2) autocratic thought. Some units? Number one? For fear that others will steal the limelight, everything is up to you. Work will not be supported or even denied as long as it does not go through itself. For example, if you pay attention to labor discipline and punish employees, you will not be punished if you don't advocate it yourself. Let the staff scratching their heads, leaving people with the impression of inequality under the system and contradictions between the leaders of the unit, resulting in the unspoken rule that no one is easy to manage except the top leaders. On the surface, it seems majestic, but in fact it leads a healthy team to a small group. Let yourself be hands-on, and other managers are afraid of offending leaders and are timid in management. As a result, the production efficiency of the unit is low and the work is stagnant.
(3) Lazy thoughts. Some top managers don't like grass-roots work. Even at the grass-roots level, the grass-roots management is verbally aware of the situation and cannot go deep into the actual investigation and study. However, some grass-roots managers cater to this management method, always staying on manual reports and writing materials, without analyzing and in-depth studying their own work. Always sitting in the office directing work. It costs a lot of money to solve many problems, and eventually employees are dissatisfied and lose their sense of responsibility. From everyone's work to everyone's work, the grassroots are scattered.
(4) Pragmatic. Some managers pay attention to practicality and take short-term interests as the first purpose. For those problems that are conducive to laying the foundation in the long run, we are afraid of affecting normal work, ignoring or even obstructing, and throwing cold water on them. For example, corporate culture construction, and even party-mass work. Many units don't support it, or treat it indifferently and think it is useless. In fact, it is wrong. Only when workers have a good rest and cultural life environment and a smooth mood can they have greater initiative and creativity in production.
3 the current path choice of grass-roots enterprise management
3. 1 scientific selection and employment and management improvement
It is necessary to effectively strengthen the construction of grass-roots management personnel. Send those talents with strong ability, management knowledge and practical ability to work at the grassroots level, create conditions and provide a stage for them. At the same time, it is necessary to select talents and be good at cultivating talents. Make an effective training plan for grass-roots managers. Let them know not only business, but also management. Widely dabble in all kinds of knowledge related to management to meet the actual development needs. Let talents come from the grassroots and serve the grassroots.
3.2 Activate management with a living mechanism
Top management should transfer scientific and effective methods and mechanisms to grass-roots management. Establish an open and transparent assessment mechanism and management responsibilities, and clarify the division of posts. Managers at all levels and positions should be clear about what they want to manage, to what extent, and how to communicate and cooperate with each other. The democratic appraisal of management is regarded as an aspect of evaluating the management performance of grassroots leaders. It is necessary not only to delegate power to the top leaders at the grass-roots level, but also to establish an effective mechanism of checks and balances, so that management power can operate in the sun, truly serve enterprises and benefit the broad masses of workers.
3.3 Quantify and refine the management of target implementation
In-depth investigation and study of target management in grass-roots management. Establish and improve the target management and assessment mechanism. Let target management and job evaluation not only stay on paper, but also be implemented in actual management. And make adjustments in time. Apply practical methods and means that meet the actual development and management needs to management. Manage with real systems and methods. Change the rule of man into legal system and mechanism, and avoid it? Capable person effect? People go to work out of order.
It is necessary to establish a scientific and effective reward mechanism for talent promotion. Let the talents flow. Let officers and pragmatic talents be appointed and promoted, and guide the change of management atmosphere. Let every grass-roots manager and employee have the hope and opportunity of promotion. Form a good management atmosphere of officer, entrepreneurship, pragmatism and incorruptibility.
3.4 Corporate culture to promote management
Integrating enterprise culture into enterprise management. Let the management culture be deeply rooted in the hearts of the people, and let all management contents reflect the cultural connotation. Understand what kind of cultural activities employees need and guide employees to participate in healthy and civilized cultural activities. And study how to carry out cultural activities according to their own reality and existing conditions. Political work and league organization have greatly promoted the development of enterprise management culture. For example, the Party Committee of our factory has been committed to improving the quality culture of employees for many years, constantly enriching the connotation of corporate culture and managing employees with the power of culture. Every year, the trade union regularly holds technical competitions and on-the-job training for employees, and adopts various forms such as on-site documentary, expert comments and professional observation, which greatly stimulates the enthusiasm of employees to learn technology and love their jobs, and has trained a large number of technical talents over the years. At the same time, the team also set up a book corner; Make a mobile lounge for workers working in the fields on the mountains, hold a symposium for factory directors and liaison officers, and hold a sunshine care donation party and other popular projects. Over the years, organizations at all levels have obviously enhanced employees' sense of dedication to the enterprise through management concepts such as love culture, family culture, behavior culture, service culture, safety culture and economic culture.
3.5 Promote management with typical experience
Do a good job in the promotion and publicity of typical experiences. Let scientific management become a practical method that can be learned and used, and form the conduction effect of scientific management. Not theoretical articles in books and newspapers.
In short, the tree of hugging is born in a milli, and the nine-story platform begins with the soil. Re-scientific management methods and modern scientific and technological means, if they do not go deep into practice and practice at the grass-roots level, will remain on the surface and become flowers in the mirror, which has no practical significance and will not play any role in the work. Only when organizations and departments at all levels attach importance to, understand and do a good job in grassroots management can enterprise management truly serve and promote enterprise development.
References:
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[2] Cheng Yunxi. Modern enterprise management [M]. Zhengzhou: Henan People's Publishing House, 2005.
[3] Chen Chunhua. From concept to behavior habit [M]. Beijing: Machinery Industry Press, 20 1 1.
[4] Jeong Yeop. Supply chain? Research on the talent management mode of enterprises in China from the perspective [J]. China Market, 20 1 1( 10).
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