Position Power Should Not Be Luxury.

In private enterprise In the organization management, the vast majority of manager People often complain that Boss The power given to them is too small, and power and responsibility can not be reciprocal. But when it comes to power, we all feel embarrassed and ashamed to export. Cadres do not dare to be righteous and want power. They will be suspected of being unsceptical, and the boss will not dare to give the right word. Therefore, many leaders are stingy with power, and many subordinates like to regard the lack of power as an excuse as a complaint. Rights and responsibilities can not be reciprocal has become a normal form of enterprises, and has become a management morbid of enterprises. This is also the root of weak execution and low performance.

This kind of management and illness of power and responsibility originates from a fallacy of knowledge in the whole society, which leads to the crazy pursuit of power in the whole society. The crazy pursuit of power has caused many high managers to expand their desires and finally become trapped. It has also led many unmotivated ordinary people to live in inaction for life. This is a collective mental retardation in Chinese society and a collective sorrow of society.

All this is due to ignorance of power. People do not know what power is, they do not know where the power comes from. What is the role of the position power? In an enterprise, when it comes to power, everyone agrees that it is a financial right, a personnel power, and something that can bring benefits to oneself. So, many leaders are involuntarily holding their pockets for fear that power is missing out. In fact, this kind of power is absolutely not a personnel power and financial right that everyone taboo about. It is a kind of duty power, but the personnel power and financial power are actually only one kind of job power. Therefore, we do not need to hide from the power to talk about the duty of duty. We should understand and scientifically plan and design responsibilities and powers.

In management theory, the definition of job power is "the formal authority that is related to the posts of the leading body and the degree of support from the leaders and the whole organization and group." But there are not many people who can understand this sentence. The simple point is that the position power exists because of the existence of the position. The position power does not belong to any specific individual. It depends on who is assigned to the position. As long as he owns this position, he has the corresponding power. His job is due to the decomposition of functions, and is based on responsibility. He must rely on his functions and powers to shoulder the responsibility, and the responsibility to leave the power is the water of no source and no source. Without such authority, no one can carry out his work or responsibility.

In the design of job competence, the work of senior posts is planning, decision making, and strategy. They are responsible at one level, so their corresponding power is personnel power, decision-making power, decision power, approval power and so on. The most sensitive personnel and financial rights are placed on this level. The work of middle level jobs is mainly management and supervision. Therefore, the duties of such posts are inspection power, command power, punishment power and assessment power. Otherwise, they will not be able to effectively promote work and accomplish their goals. Grass-roots positions also have the power, mainly the right of proposal, the right of refusal, the right to report and the right to appeal. For example, the right of personnel recommendation, the right of refusal to meet the requirements of incompatible procedures, the right to report against others' disciplinary actions, and the right to petition for grievances. These powers must be allocated to the post in the design of post responsibility, that is to say, this power is attached to the job itself. Without this permission, it would be silly to dream of a job.

Therefore, in organization and management, power should no longer be a luxury. It should be reasonable allocation. Duty must be accountable, responsibility must have power, and responsibility and power must be equal. This is also the basic common sense of management. No job, no power, no responsibility or power over responsibility will be a management freak. It will be the beginning of tragedy.