The author recently took a business delegation twice to visit a benchmark enterprise in the building materials customization industry in the hinterland of the Central Plains. This custom-made enterprise is the “invisible champion†in the industry. The number of dealers in the country has reached nearly 1,000, and the sales scale is also ranked in the top five in the industry. In 2012, the “cold winter†of the home building materials industry, most of the enterprises are chilling. When preparing for the winter, only the owner of the company wins the prize, and it is determined that his brand will be in the market in 2012 and will be explosive. growth of. This company has solved the "stubborn disease" of China's custom industry channel development, and it can also be said to be "a terminal illness" - that is, the problem of dealers running the order, that is, the dealer "hanging the sheep to sell dog meat": driving the manufacturer's specialty store The brand of the manufacturer is actually a fake problem, some orders, dealers in the local production and procurement, to sell the brand to the customer to earn the black heart profits of the industry common problems. How does this business owner solve this problem? The original words of this business owner are the "squatting effect", that is, the products of this company are very cost-effective, and they use foreign and domestic big brand raw materials, but The prices offered to dealers are almost the same as the local brands, and the retail price is very competitive at the terminal. The idea of ​​this business owner is to form a price "squatting", people go to the high places to go down to the low, through their own internal savings to tap the potential, to provide dealers with cost-effective products, so that dealers naturally lose the "hanging sheep head selling The interests of the dog meat drive, so that the dealers become fake, and no one wants to be a fool who steals the chicken and does not ruin the rice. Without the company's persuasion and supervision, the dealer boss's wife will do the dealer's daily ideological work and persuade the dealer not to make fake sales. In the thirteen years of managing the company, this business owner, unlike other companies, has never penalized employees for a penny, but still manages the orderly and efficient operation of the enterprise. To take a very simple example, there are two washing machines on each floor of the corporate staff quarters, allowing employees to wash laundry for free. If an employee breaks the washing machine, the business owner never asks who is responsible, but instead stops using it for three days before adding a new washing machine. This is a true move. Three days of employees do not have laundry, which affects everyone's use. Employees will naturally blame the use of bad people. Employees will naturally supervise the use of other employees, and the probability of damage will naturally be greatly reduced. The management philosophy of this successful business owner is four words: management affairs. The general boss's management thinking is "management," and the boss's management thinking is "management." People who manage people are always inferior, because people advocate freedom, and Chinese people want to manage others, not others. Even if you are managed, you want to have the privilege to evade the management of others. This is that once something goes wrong, most people think that instead of resorting to laws or rules, they are looking for people to trust relationships and find hidden rules to evade management. The logical cornerstone of "management" is external constraints, and the logical cornerstone of "management" is internal drive. Regardless of the company's rules, systems, processes, norms, including corporate culture, it is a matter of external constraints. If these constraints do not match the internal drive of employees' pursuit of maximizing their own interests, these constraints will expire or become erected because In the game of external constraints, employees are the winners forever. Even if it is a soft constraint of corporate culture, if employees do not agree with their hearts, they will easily become a form of oral culture and wall culture. "Right person" is an internal drive that conforms to the employee's own pursuit of maximizing its own interests. It guides the internal drive of employees' pursuit of their own interests to the track of creating maximum benefits for the enterprise, so that "the car is on the same track, the same book as the book", thus achieving "inaction" And the best state of management. The basis of many bosses is to exclude themselves from the scope of management. Employees must be managed and the boss can do whatever they want. The easiest, for example, the employee goes to work to punch the card. The boss of the company has the same badge as the employee. He also goes to work on time every day. There is no small stove for the boss and management in the dining hall, but the queue is the same as the employee. It’s better to say that the boss’s body and the first to let the employees have nothing to say, “the rational person†is a matter of course. "Right person" is human nature, human nature, and humanity. The origin of all management design is to respect human nature, conform to human nature, and make people use it for the enterprise and for the boss. The author recently visited a plumbing and sanitary ware company and saw that the employees had to go through a security check after work. The security guards standing next to the company stood in a serious manner to supervise the employees to pass the security check. The reason for this kind of security measures is that the boss of the company found that the newly recruited employees put the copper in the workshop in the underwear and stole the enterprise. Therefore, every employee of the company was inspected. This type of security equipment is indeed effective in preventing the theft of individual employees, but the premise of this management is to treat all employees as potential "thieves". Every time employees pass this security check, they remind each employee that the boss is taking me as a thief. The copper material is not stolen, but the “running and leaking†in other places, the author believes that it will never decrease. Isn't there a better way for companies to stop this phenomenon? Can the company boss think that there is a way to respect human nature and conform to human nature to solve the above problems? Is there such a way of "management" that does not cure the problem? Is the way to solve it reasonably? It really deserves to be reflected by every business owner. Concerned about surprises Tag: Manager Successful Enterprise Management Science Oral Culture Previous: Analysis of the role of tool technology in modern manufacturing Next: Technology to art changes from the application of electroplating Parallel Screw And Barrel,Parallel Twin Screw And Barrel,Parallel Extruder Screw And Barrel,Plastic Extruder Screw And Barrel Zhoushan Jinmao Machinery Manufacturing Factory , https://www.jinmao-machinery.com