A lady called the architect and said that her bed would shake whenever the train passed by.
"This is nonsense!" The architect replied, "Let me see."
After the architect arrived, his wife suggested that he lie on the bed and experience the feeling when the train passed by. Hardly had the architect gone to bed when his wife's husband came back. Seeing this, he snapped, "What are you doing in my wife's bed?"
The architect replied trembling, "I said I was waiting for the train." Would you believe it? "
Suddenly realized
Some words are true, but they sound false; Some words are false, but there is no doubt.
(2) Who has a management story? Camel hunting in English! Or something else. Thank you, it's urgent!
Saihai knew that he had never been to Yukui Temple. As soon as he entered the temple, Maitreya was the first Buddha. To his north, the black population was David. But a long time ago, they were not in the same temple, but in charge of it.
③ Are there any short stories about standardized management? ...
I know. It was a blue pamphlet issued by SGS when he was alive, but how can I send it to you?
④ 226 management thought comes from () a story spread in human society, b classic, c production organization and d management practice.
I think it's D.
⑤ What are the management stories that can best stimulate employees' sense of identity and mission?
Now I will choose an article for your reference!
How should managers inspire employees' sense of mission?
The sense of mission is the key factor to determine the orientation and ability of team behavior, and it is the starting point of all behaviors. Colleagues with a strong sense of mission will not passively wait for the arrival of work tasks, but actively seek goals; We should not passively adapt to the requirements of work, but actively learn and change the environment, strive to make useful contributions and accumulate the strength of success. Therefore, as a leader, we must inspire the sense of mission of all employees, not for the boss, for the enterprise, or simply for a salary.
Bill Gates once said, "I don't work for money. Money makes me feel tired. The sense of accomplishment gained in my work and the sense of mission reflected are what I really care about. " There is one of the biggest secrets about wealth in this world-as long as you strive to be the first in your industry every day, you will certainly get unexpected wealth.
Teacher Tan Xiaofang, a famous leadership expert, believes that many people in modern times have simple thinking: work is to make money, support their families and survive. There is nothing wrong with this, this is the true nature of work. But if work is just to make money, then why does Bill Gates, the richest man in the world, work? Why does Li Ka-shing, the richest Chinese, still have to work? They have been working very hard. The answer is simple, they are not for money and wealth, but for mission. The vast majority of century-old enterprises and multinational enterprises in the world have their own missions:
Disney Company-making people happy; Sony Corporation-Experience the happiness of developing technology to benefit the public; Hewlett-Packard Company-making technical contributions to the happiness and development of mankind; Nike company-experience the feeling of competition, defeat and defeat the opponent; IBM-whether it is a small step or a big step, it must drive human progress; Wal-Mart-provides ordinary people with the opportunity to buy something with the rich; Microsoft is committed to providing personal computer software to make work, study and life more convenient and rich;
What is a sense of mission? Marx once said: "As a definite person and a realistic person, you have rules, missions and tasks. It doesn't matter whether you realize it or not. This task is due to your needs and its connection with the existing world. " The mission is objective and independent of human will. Whether you want to accept it or not, whether you realize it or not, this mission comes to everyone with the birth of people.
The sense of mission is a kind of perception and recognition of the mission entrusted by a certain society, an era, a society and a country. What is the meaning of the task? Why should people undertake the mission? What's your task? What efforts should people make and what practical actions should they take to realize their mission? Deep thinking and understanding of these problems. And under the guidance of this sense of mission, complete your mission and realize the value of life.
Teacher Tan Xiaofang learned that the promotion of corporate culture to employees generally goes through such a process: ignorance-a little knowledge-understanding-acceptance (rejection)-recognition-sublimation. This process is gradual, not overnight. The sense of mission of employees is the highest expression of the sublimation of corporate culture and the highest realm of corporate culture effectiveness. The effectiveness of the sense of mission is amazing. With a sense of mission, employees will devote themselves to solving major problems in enterprises. Employees will never abandon the enterprise to save themselves when it is in trouble. The sense of mission makes it easier for employees to be happy at work.
Someone asked three construction workers the same question: What are you doing? The first worker said, "I'm laying bricks." The second worker said, "I am building the largest church in the world." The third worker said, "I am building a place to purify people's hearts." Why are the answers so different when three people are doing the same job? In fact, this huge difference is entirely due to their understanding of the sense of mission in their work. Whether he has a sense of mission or not is the key factor to decide whether he works hard or happily.
We divide employees into two categories: good people and capable people. How to choose employees? The first kind of people, who agree with the core values of the company, have made great achievements and soared all the way; The second kind of people, who agree with the company's core values but lack ability, can be trained and tried in another position; The third kind of people, who don't agree with the company's core values and have no achievements, simply let such people leave the company; The fourth kind of people, who have made great achievements, but don't agree with the company's core values, are troublesome and can give opportunities, but they must not be tolerated to shake the company's core values, otherwise, please ask them to leave.
The sense of mission is not only a matter for the enterprise, but all things of the enterprise should be implemented to every employee in the end. The sense of mission is the eternal motivation for employees to move forward. With a sense of mission, they will feel that work is definitely not just a tool to make a living, but a way to realize their self-worth. Even a very ordinary job is an indispensable part of social operation.
Employees' loyalty to the organization first comes from their emotional attachment to the organization. A large number of studies show that employees with strong emotional attachment to the organization have low turnover rate and absenteeism rate, and strong work motivation. So, how can we improve employees' emotional attachment to the organization? Tan Xiaofang, a famous business management training expert, summed up the following five points, which are of great help to improve employees' emotional attachment to the organization.
1, so that all employees have a sense of mission, that is, they know what they are doing and the significance of doing so. An organization exists not only for its own survival. If an organization exists only for its own survival, its existence is of little value to society. For example, the existence of enterprises must not only aim at making money. In addition to making money, enterprises should also serve the society, create culture, provide employment opportunities and provide consumers with high-quality products and services. These are all the goals that enterprises should have, and they can also be said to be the mission of enterprises. If an enterprise can form such a sense of mission from management to ordinary employees, then the enterprise will definitely have great development in the end. Studying those world-famous enterprises carefully, we will find that no enterprise takes profit as its highest mission, and most of them take the lofty mission of serving society, benefiting mankind and changing life as the core of corporate culture.
2. Let the employees who stay in the organization feel safe. Man is a gregarious animal. People's social attributes determine all kinds of external reactions to people, which will affect people's behavior, and then affect individuals' performance in the organization. For those employees who meet the requirements of the organization, the organization should use various opportunities and ways to express their recognition and give them a sense of professional security. This sense of security is also a generalized reward. At this time employees will have a strong sense of belonging. In a working environment with a very good sense of security, employees will have a good expectation of their career, and will pay more attention to the improvement of their long-term professionalism, thus stimulating their full potential and work. At this time, employees will have a strong emotional attachment to the organization.
Why do many Japanese enterprises implement the "lifelong employment system"? Because these employees who enjoy the "lifetime employment" system never only consider how much money this job can get or what benefits this job can get. They all have a dual sense of mission. First of all, they have a recognition of the company's mission. This recognition is finally reflected in their work, and the company's mission is also realized through their work.
In addition, they have a sense of mission to society. For example, employees involved in new drug research are not trying to introduce new drugs to the company to make money, but to find drugs that are beneficial to human beings. For them, title and salary are not the most important, and they want to work for their sense of mission. A sense of mission will make people feel that they are realizing their self-worth. The realization of self-worth is the highest expression of the realization of human needs. Self-worth has been realized, what else can a husband ask for? If all employees have a sense of mission, the effectiveness of corporate culture will reach its peak. Managers can do nothing about governance.
3. It is a feeling to make the dismissed employees feel fair. Fairness should not only emphasize the fairness of results, but also emphasize the fairness of procedures. Without a fair procedure, there will be no fair result. In an organization, employees' experience of fairness mainly comes from promotion opportunities (procedural fairness) and treatment (result fairness). Between procedural fairness and outcome fairness, employees care about relative fairness rather than absolute fairness. It is extremely difficult for an unqualified employee to leave the organization and feel that he has been treated fairly. This puts high demands on the human resources department and line managers in the organization, but it is also necessary for an organization with strong emotional attachment to employees.
4. Let all employees have a sense of identity and let all employees have a sense of identity with the organization, which is a higher requirement for the organization. The formation of a sense of identity, in addition to the sense of mission mentioned above, should also implant more emotions and thoughts in the hearts of employees. The sense of identity takes longer to operate. It is an effective means to improve employees' sense of identity to let employees know about the internal activities and related information of the organization. Employees will understand the characteristics and behavior rules of the organization by observing the daily behavior of the organization. If these rules are similar to employees' values, employees will continue to identify with the organization.
The avenue is invisible. Corporate culture is an intangible thing, which many people find "virtual" and difficult to understand. Indeed, the concept of corporate culture is mostly abstract, and each employee's education level and acceptance ability are different. It is really difficult for all employees to fully understand it. But if an enterprise can turn its core values into vivid fables and stories, it will not only help to remember, but also facilitate publicity. For example, it is not only true, but also can encourage others and spur others to sum up stories that conform to the core values in the enterprise as the spread of corporate cultural ideas in the enterprise.
Zhang Ruimin of Haier Group also believes that "it is not difficult to put forward ideas when establishing corporate values, but it is difficult to make people agree with these ideas." Why is the Bible popular in the West? Rely on the vivid stories in it. It is a very desirable way to publicize some ideas and tell stories. For example, Haier advocates "innovation" and "respecting everyone's value". At one time, the slogan "Everyone is a talent" was put forward. At first, the employees were cold and indifferent. They may all be thinking, I have no higher education. What kind of talent am I as a coolie? At this time, they wrote a story about a technological innovation that was invented by a worker and named after the worker, and asked the cultural center to publicize the story among all the staff. Soon, the wind of technological innovation rose among workers. Haier's cultural center often spreads stories, which plays a very important role in the stable development of enterprises.
In a newly established startup, almost all employees have a sense of mission. Come to think of it, this is also very common. You're the same yourself. Most employees think that the most unforgettable part of their work is to participate in some new projects: developing new products, expanding new markets and defeating new competitors. In a word, having a sense of mission is of great significance to whether we can win in the competition.
Entrepreneurs and employees will naturally have a sense of mission in the early days of the company. But when the company develops to a stable stage and employees have stable long-term jobs, their sense of mission is weaker than before. To have a sense of mission, we must first have a clear understanding of it. We can start with Richard. Get the answer from the behavior of a world-famous entrepreneur like Branson. Most entrepreneurs are not good at expressing their mission, but we can see their mission from their behavior. That is, what they do every day and the way they do things. Everyone, enterprise and country should know what their task is and how to accomplish it.
⑥ Nolde Qi, a famous management expert, summed up three commonly used story types and ruled them out.
What was your original question? The following are the three types he summarized.
Noel m. tichy summarized three kinds of stories commonly used by managers.
The first kind of story is "Who am I", that is, telling my touching experience and successful experience, moving people with personal stories and mobilizing the enthusiasm of employees;
The second story is Who Are We, that is, to create feelings in the same place in the process of change, to stimulate the spirit of teamwork in the process of coping with the changes of the times, and to unite the hearts of all employees or listeners;
The third story is "Where Are We Going", which describes and explains what the enterprise will do in the future and how the enterprise will move towards the future.
The first two kinds of stories are conducive to rallying employees' emotions and spreading corporate culture, while the latter is conducive to inspiring employees' enthusiasm and urging them to take action to realize their ideals.
⑦ Who has a short story about decision-making in management?
1. Long ago, a man stole a bag of onions, was caught and sent to the judge.
The judge proposed three punishment schemes for the man to choose from: First, eat all the onions at once. Two lashes, a hundred lashes. Third, pay a fine.
The man chose to eat all the onions. At first, he was full of confidence, but after eating a few onions, his eyes and mouth were on fire. I have a runny nose.
He said, "I can't eat another bite of onions. You'd better whip me. "
But after being whipped for more than a dozen times, he couldn't stand it and rolled on the ground to avoid the whip.
She cried and shouted: "Don't fight again, I am willing to pay the fine."
Later, this man became the laughingstock of the whole city, because he only had to accept one kind of punishment, but he tasted three kinds of punishment. In fact, many of us have this experience in our lives. Because I don't know enough about my own abilities, I made mistakes in decision-making and suffered a lot of unnecessary hardships.
2.
One day, four children were playing games on the top of the mountain, and suddenly a big bear jumped out of the Woods below.
The first child reacted quickly and ran away. When he feels safe, he looks back at the top of the mountain-people usually care about their own kind only when they feel safe. He found three partners still standing motionless on the top of the mountain. So, he was anxious and shouted at the top of the mountain: "Run, the bear will eat people!" " "
The second child replied, "My first task is not to run, but to put on running shoes and tie my shoelaces. I don't have to run past the bear, as long as I can run past you! " "
The second child turned to look at the third child and asked, "What are you doing here?"
The third said, "You all run. Don't disturb the bear's sight. I want the bear to be closer to me. " . Then, I ran with the bear, took the bear to the forest zoo opened by my father, and integrated a' fixed asset' for my father. "
The third asked the fourth, "Why don't you go? Do you want to die? "
Old Four said, "The purpose of the four of us coming here is to have fun. Don't change our original intention easily. How do you know the bear is coming for us? Maybe the bear threat doesn't exist at all! "
Everyone looked down the hill and found a pig on the hillside. It turns out that bears go for pigs. So, everyone keeps playing. ...
People also have four types of thinking when making decisions: conservative, competitive, speculative and ideal.
Conservative: For example, the first child, starting from what he can, is good at running, whether it is useful or not. Competitive type: for example, the second child, first consider the weakness of the opponent, and after finding that the competition is not the opponent of the bear, list the partner as the opponent, find the comparative advantage and prepare for the competition. Speculative type: for example, the third child, first consider the market demand and look for opportunities in the crisis. Ideal type: for example, the fourth child, starting from the set goal, don't give up his set goal easily.
In fact, every decision contains four elements: conservatism, competition, speculation and ideal. So there are many decisions that look right from one side, but on the whole, there are very few completely correct decisions.
Statistics show that decision-making mistakes have evolved into a new type of corruption, and we should attach great importance to avoiding them. In fact, most decision-making mistakes stem from the single-minded decision-makers, who are not good at listening to other people's opinions and suggestions and can't concentrate everyone's views and wisdom.
As the decision-maker of the team, the function of the team manager is mainly to make good decisions and use good people. Decision making is the first priority. Only by making correct and scientific decisions can the team have real long-term development. At present, it is very important to master and use four decision-making types correctly in team macro-decision. So, as a team manager, what should I do?
First of all, you need to reflect on your daily management decisions to see which decision type you belong to or which decision type is dominant. At the same time, carefully analyze the reasons for the formation of their own dominant decision-making types: is it due to personality temperament or environmental influence?
Secondly, observe the team members around you to see what decision types they belong to, whether they have all four decision types, what different suggestions people of different decision types have made to your decision, what role they played in your decision-making process, and how you treat these suggestions.
Thirdly, think about how to organically combine the four types of decision-making, put the decision-making on a comprehensive track of widely listening to different opinions and voices, and comprehensively consider the opinions of all parties, so as to become a good person. Always remind yourself that your wisdom is not only personal wisdom, but your role is to make good use of everyone's wisdom.
Herbert Simon, a famous American decision-making master, said: "Decision-making is the core of management; Management consists of a series of decisions; Management is decision-making. " Decision-making is the lifeline of the team. At a critical moment, a correct decision can bring the team back to life, while a wrong and unrealistic decision will bring the company to the brink of bankruptcy. In most cases, decision makers need to have a visionary ability, and this ability depends on the long-term experience accumulation of decision makers.
Get a high score and ask for a philosophical story that can be told for 15 minutes.
The Song of Flying over the Mountains-Cong Fei
(Formerly known as Zhang), male, 35 years old, party member, head of Shenzhen Volunteer Art Troupe.
1969 10, Cong Fei was born in Tianzhuangtai Town, Dawa County, Liaoning Province. Because of my poor family, I dropped out of school in the second grade of junior high school and went home. After going through all kinds of hardships, he learned from the teacher and was accepted as a closed disciple by the famous singer Guo Song.
Cong Fei came to Shenzhen. With his outstanding artistic talent, he soon became a famous person deeply loved by Shenzhen audience.
Actor, has won more than 20 national and provincial art awards.
1997, Cong Fei joined the Shenzhen Volunteers Union. 1 1 years ago, a charity performance changed his life. Since then, he has devoted himself to society for happiness, love and help others as much as possible. Over the past decade or so, he has performed more than 300 performances for social welfare, volunteered for more than 3,600 hours, selflessly donated 146 people who were out of school and disabled, adopted 32 orphans and donated more than 3 million yuan. He was awarded "Top 100 Young Volunteers in China" and "Five-Star Volunteers in Shenzhen".
He has been to Guizhou, Hunan, Sichuan, Shandong and other poor mountainous areas for more than 20 times to hold benefit performances. When he left, he not only donated tens of thousands or even hundreds of thousands of yuan, but sometimes borrowed money from his accompanying friends to donate money. On several occasions, he even took off his clothes and donated them.
Wang Weishan is a poor girl, weak and sickly since childhood, but she has achieved excellent results. Cong Fei sends her tuition fees of 1500 yuan every year, and also sends her family living expenses of 600 yuan.
Four years ago, Yan Yu was Cong Fei's "daughter". On June 26th, 2005, Cong Fei, who was seriously ill, asked his wife to buy a round-trip air ticket and took her from Guizhou to Shenzhen for the Spring Festival. I also took her to the hospital for a physical examination. I found out that she had hepatitis, and I took care of her medication myself. Then I sent medicine and money to let her go back to continue her treatment.
He also goes to bookstores and post offices several times a month to buy and mail extracurricular tutoring materials, English tapes and other school supplies for children. In Hanshou, Hunan Province, Cong Fei established the Cong Fei Scholarship Fund with 654.38 million yuan.
Anyone who knows Cong Fei knows that many of his performances are benefit performances. Some people say that he is stupid, but he says, "It is also a great pleasure to contribute to society."
1August 998 19, Cong Fei, who was attending a commercial performance in other places, received a call from Shenzhen the next day to hold a large-scale charity performance of "fighting floods and disaster relief". He immediately bought a plane ticket from his own pocket and returned to Shenzhen, and donated all the 20,000 yuan from his performance abroad. According to statistics, in 1998 alone, Cong Fei raised more than one million yuan for charity in various charity performances.
In March, 2003, Cong Fei, who came back from studying in Guizhou, pretended to slip and broke his coccyx at a benefit performance for Project Hope. The doctor repeatedly warned him to stay in bed for 65,438+05 days, but Cong Fei performed six more benefit performances in 65,438+05 days.
On June 5438+ 10, 2005, Cong Fei participated in six benefit performances for tsunami-stricken areas in Southeast Asia. At that time, Cong Fei had stomach cancer, and even food was hard to swallow. However, he insisted on performing with tenacious perseverance and donated 6.5438+0.5 million yuan for medical treatment.
Families in Cong Fei are extremely thrifty, and their financial situation is often stretched. In 2003, we had to borrow 654.38+10,000 yuan from relatives and friends in order to raise student aid before the start of school. In July, 2004, when Cong Fei came to Guizhou as promised to send tuition to his children, he was already in debt of 6,543,800+700,000 yuan.
On May 17, 2005, Cong Fei's condition deteriorated rapidly, but he kept the money donated for his treatment for three courses of chemotherapy, and took out 20,000 yuan to the poor mountainous area in zhijin county, Guizhou. And said with deep affection: "If fate gives me another five years, I will honor my promise to my children and repay the society with more love."