Unnatural And Resourceful

Han Chao Hou was drunk and slept in the past, and the emperor saw the cold of the emperor, so he added Yu Jun to his clothes.

When he felt asleep, he said, "who will add the clothes?"

The left and right sides said: "Dian Guan."

The king and the sin and the crown.

His sins are considered to be wrong.

It is not cold but also cold.

The main idea of this piece of "Han Fei Zi Er Jie" is that when he was drunk, he fell asleep with his clothes, and the guard who was in charge of the king's hat was afraid that he would catch cold, so he covered him with a dress.

When the king woke up, he was very happy. He asked the left and right side, "who gave me the clothes?"

The left and right answer said, "it is the emperor who has given you the crown."

Penal officer was punished for his dereliction of duty, and penal officer was considered to be ultra vires.

The monarch does not hate cold, but thinks that overpower and dereliction of duty are worse than catching cold.

In fact, the practice of Han Chao Hou seems a bit unnatural to many people. Maybe someone will also say that he is right and wrong regardless of good or evil. He will fight for fifty big boards. After all, who will dare to help him with all his heart?

But thinking carefully, there is some truth in his approach. He is saying no to the way of work that is unclear.

In management practice, the role of the system is to perform its duties, to a certain extent, the more standardized management, the clearer the division of labor, the better the system can be implemented.

However, many of our private enterprises, because of the lack of talents, expect their subordinates to be versatile and able to do everything. They often have a number of jobs in their own hands, just like firefighters, where they need to be filled, the more competent employees are.

In the long run, such an employee becomes a versatile person who can do everything but is not good at everything.

After the standardization of enterprises, various departments began to clarify the division of labor, and their functions gradually became clear.

For the enterprise, the function is not clear, the unidentified work way, resulting in the confusion of management and assessment, and it is difficult to cultivate the right talents in the right position.

At the beginning of development, enterprises with limited resources, few personnel and unsound departments are doing normal work for a few people and departments. This division of labor can help enterprises maintain stable development at low cost in the start-up stage.

But when enterprises are going to standardize, the first thing to do is to clarify their responsibilities, clear responsibilities and clear division of labor.

At this time, everyone will do his job well.

If the authority is not clear, the division of labor is unclear, or if the division of labor is clear, but the actual implementation is not in place, it will easily lead to the existence of the original organizational structure, leading to confusion and inefficiency among departments, problems and mutual evasion and complaining. Sometimes, when the same matter is managed by a few people, and sometimes there is a management blind area, the original goal of the Department can not be realized.

In particular, from the grass-roots level, the elderly employees who step by step on departmental leadership posts are often used to grasp everything and have a serious impact on the work of other departments.

At this time, it is very important to strengthen the executive power of the system. Let the staff understand the importance of their duties by strong means. Although Han Chao Hou's practice is overcorrecting, it is indeed a very effective way.

In addition to the management of the system, the implementation of the system should be clear and clear, but it does not mean that we must follow the rules and dare to go beyond the bounds.

The system is part of management, just like tools, but new problems and new situations emerge in an endless stream in management.

Although the practice of Han Zhao Hou has ensured the implementation of the system and the clarity of responsibilities and rights, if handled properly, it may stifle the enthusiasm of the subordinates and form the situation of sweeping snow before the door.

There is such a story in management. In a cold day, an elderly rich man sits by the fire and gets warm. The flames make the rich man feel very miserable.

He looked around, four servants came to three, and the servant who had moved back the chair asked for leave.

The millionaire was silent and continued to sit by the fire.

At lunch time, the rich man was dizzy and could not stand up. The doctor came and the rich man had a high fever of 39.4 degrees.

The doctor said, "this is caused by the high temperature of the fire."

The complications caused by the high fever were very serious. When the rich man was dying, the doctor asked, "why do not so many servants move their seats back and away from the fire?"

The rich man told the doctor with difficulty: "they can't blame them. They all have division of labor. Today, the servant who has moved the chair back has not asked for leave."

The millionaire is a person who performs strictly according to his own system. He has the same idea with Han Zhao Wang, but Han Zhao Wang's punishment for "Dian Yi" and "Dian Guan" is to make his subordinates understand the importance of division of authority. This is what Han Fei Zi appreciates. It is not that Han Zhao Wang really feels that the title is wrong.

But the rich man kept the rules and regulations, and finally paid the price of his life.

If all employees in an enterprise are committed to the system, it will be difficult for them to develop.

There are numerous variables in the management of enterprises, which need to be flexible and flexible.

As long as it is for the fundamental interests and core objectives of enterprises, what is wrong with it?

The system is the shell of management, and the real connotation of management is just outside the system, that is, the contingency capacity for emergencies.

The same system, which is implemented by different people, may bring different management effects. This is the reason.

When the emperor was in charge of the ceremony, he covered the clothes directly to the king of Han Dynasty. He could remind the emperor to do this. If the clothes were not there, he would do it for the emperor when the monarch might catch cold. He should be commended for this initiative to make up for his careless management.

In fact, Han Zhao Wang has a better way. He can punish the crown with the crime of ultra vires, and reward him for his initiative. The reward is punished. The penalty can truly reflect the fairness and order of the system, and deepen management at the same time.

When the system was first built, it would be unnatural to learn from Han Zhao Wang, with the courage and courage of Haier to break the fridge, so as to show its determination and arouse the attention of subordinates and enhance the executive power of the system. When the system is well established, all processes and procedures should be understood, management, like life, is often full of accidents, and management efforts are often reflected outside the system. Concrete problems need to be treated concretely, and dogmatism and one size fits all must not be adopted. Otherwise, just like that rich man, he will lose his life for the sake of the system.