Ten Theories of Hotel Management

Top Ten Theories of Hotel Management

There is a top ten theory in hotel management. Do you know what it is? Next, I will tell you ten theories of hotel management, hoping to help you!

The law of barrel

The law of barrel is about how much water a barrel can hold, which depends entirely on the shortest board. That is to say, any organization may face the same problem, that is, each part of the organization is often uneven, and the inferior part often determines the level of the whole organization. The bucket law is different from the law of wine and sewage. The latter discusses the destructive force in the organization, but the shortest board is a useful part of the organization, but it is worse than other parts. You can't throw them away as rotten apples. Strength is relative and cannot be eliminated. The question is how much you tolerate this weakness. If it is serious enough to become a bottleneck that hinders your work, you have to do something.

Matthew effect

The New Testament? There is a story in the Gospel of Matthew: Before a long journey, a king gave each of his three servants a piece of silver and told him, "Go and do business, and come to see me when I come back.". When the king came back, the first servant said, master, I have earned 1 ingots of silver you gave me. So the king rewarded him with 1 cities. The second servant reported, Master, I have earned 5 pieces of silver you gave me. So the king rewarded him with five cities. The third servant reported: Master, I have always wrapped the silver ingot you gave me in a handkerchief for fear of losing it, and I have never taken it out. Then, the king ordered that the third servant's silver should be given to the first servant, saying, whatever is less, even what he has should be taken away. Give him as much as possible. This is the Matthew effect, which reflects a common phenomenon in today's society, that is, the winner takes all. For the business development of enterprises, the Matthew effect tells us that if we want to maintain an advantage in a certain field, we must expand rapidly in this field. When you become a leader in a certain field, even if the return on investment is the same, you can get more benefits than your weak peers more easily. If you don't have the strength to grow in a certain field quickly, you must keep looking for new development fields to ensure a better return.

Peter's Principle

Every organization is made up of different positions, ranks or strata, and everyone belongs to a certain rank. Peter principle is an American scholar Lawrence? After studying the related phenomena of personnel promotion in organizations, Peter draws a conclusion: in various organizations, employees always tend to be promoted to their incompetent positions. Peter's principle is sometimes called the upward principle. This phenomenon is everywhere in real life: a famous professor is not competent after being promoted to the president of a university; An excellent athlete was promoted to an official in charge of sports without doing anything. For an organization, once a considerable number of personnel are pushed to their incompetent level, it will cause the organization to be overstaffed and inefficient, leading to mediocrity and stagnant development. Therefore, this requires changing the promotion mechanism of enterprise employees who simply decide to be promoted according to their contributions. Just because someone has done a good job in a certain position, it cannot be inferred that this person will be qualified for a higher position. Promoting an employee to a position where he can't give full play to his talents is not only a reward for himself, but also a loss to the enterprise.

the law of wine and sewage

the law of wine and sewage refers to pouring a spoonful of wine into a bucket of sewage and getting a bucket of sewage; If you pour a spoonful of sewage into a barrel of wine, you will still get a barrel of sewage. In any organization, there are almost a few difficult people, and their purpose seems to be to make things worse. Worst of all, they are like rotten apples in the fruit box. If they are not treated in time, they will spread quickly and spoil other apples in the fruit box. The terrible thing about rotten apples lies in their amazing destructive power. An honest and capable person may be swallowed up when he enters a chaotic department, while a person without virtue and talent can quickly turn an efficient department into a mess. Organizational systems are often fragile, based on mutual understanding, compromise and tolerance, and are easily infringed and poisoned. Another important reason for the extraordinary ability of saboteurs is that destruction is always easier than construction. A skilled craftsman takes time to elaborate ceramics, and a donkey can destroy them in a second. If there is such a donkey in an organization, even if there are more skilled craftsmen, there will not be many decent work results. If there is such a donkey in your organization, you should get rid of it at once. If you are unable to do so, you should tie it up.

Zero-sum game principle

Zero-sum game refers to a game in which players lose and win, and one side wins exactly what the other side loses, and the total score of the game is always zero. The reason why the principle of zero-sum game is widely concerned is mainly because people can find similar situations to zero-sum games in all aspects of society, and the bitterness and bitterness of losers are often hidden behind the glory of winners. In the 2th century, mankind experienced two world wars, rapid economic growth, scientific and technological progress, global integration and increasingly serious environmental pollution, and the concept of zero-sum game was gradually replaced by the concept of win-win. People are beginning to realize that profit is not necessarily based on harming others. Through effective cooperation, a happy ending is possible. However, moving from a zero-sum game to a win-win situation requires all parties to have the spirit and courage of sincere cooperation, not to be clever in cooperation, not to always try to take advantage of others, and to abide by the rules of the game, otherwise a win-win situation will not occur, and the cooperators themselves will eventually suffer.

Washington Cooperation Law

What Washington Cooperation Law says is' the day when one person is perfunctory, two people pass the buck, and three people will never accomplish anything. It is somewhat similar to the story of our three monks. The cooperation between people is not a simple sum of manpower, but much more complicated and subtle. In this kind of cooperation, assuming that everyone's ability is 1, then the cooperation result of 1 people is sometimes much larger than 1, and sometimes even smaller than 1. Because people are not static objects, but more like energy in different directions. When they push each other, they naturally get twice the result with half the effort. When they contradict each other, they accomplish nothing. In our traditional management theory, there is not much research on cooperation. The most intuitive reflection is that most of the current management systems and behaviors are devoted to reducing the unnecessary consumption of manpower, rather than using organizations to improve people's efficiency. In other words, it may be said that the main purpose of management is not to make everyone do better, but to avoid excessive internal friction.

watch theorem

the watch theorem means that when a person has one watch, he can know what time it is, but when he has two watches at the same time, he can't be sure. Two watches can't tell a person a more accurate time, but it will make the person who looks at the watch lose confidence in the accurate time. Watch theorem gives us a very intuitive inspiration in business management, that is, the management of the same person or the same organization can't adopt two different methods at the same time, can't set two different goals at the same time, and even everyone can't be commanded by two people at the same time, otherwise the enterprise or the person will be at a loss. Another implication of the watch theorem is that everyone can't choose two different values at the same time, otherwise, your behavior will be in chaos.

Occam's Razor Law

In the 12th century, William of Occam, England, advocated nominalism, only acknowledging what really exists, and thought that those empty universal concepts were useless and should be ruthlessly shaved off. He advocates not adding entities unless necessary. This is often called Occam's razor. This razor once threatened many people and was regarded as heresy, and William himself was persecuted for it. However, it has not damaged the sharpness of this knife. On the contrary, after hundreds of years, Occam's razor has been sharpened faster and faster by history, and has already overloaded the original narrow field, which has extensive, rich and profound significance. Occam's razor law can further evolve into the law of simplicity and complexity in enterprise management: make things complicated and simple, and make things simple and complicated. This law requires that when dealing with things, we should grasp the main essence of things, grasp the mainstream, solve the most fundamental problems, especially conform to nature and not artificially complicate things, so as to handle things well.

Unworth

Unworth's most intuitive expression is that what is not worth doing is not worth doing well. This law is simple enough, but its importance is always ignored and forgotten. Unworth reflects people's psychology. If a person is engaged in something that he thinks is not worth doing, he often keeps a cynical and perfunctory attitude, which not only leads to a low success rate, but also does not feel much sense of accomplishment even if he succeeds. Therefore, for individuals, we should choose one of a variety of alternative goals and values, and then fight for it. Only by choosing what you love and loving what you choose can we inspire our fighting spirit and feel at ease. For an enterprise or organization, it is necessary to analyze the personality characteristics of employees and allocate work reasonably. For example, employees with strong desire for achievement should be allowed to complete the work with certain risks and difficulties alone or in the lead, and give timely affirmation and praise when they complete it; Let employees with strong attachment participate more in the work of a certain group; Let the employees with strong desire for power serve as a supervisor commensurate with their abilities. At the same time, it is necessary to strengthen employees' sense of identity with enterprise goals, so that employees can feel that their work is worthwhile, so as to stimulate their enthusiasm.

Mushroom management

Mushroom management is a management method for many organizations to treat the fledglings. Beginners are placed in a dark corner (neglected departments or errands), poured with excrement (gratuitous criticism, accusations, and generations of people) and left to fend for themselves (without necessary guidance and support). I believe many people have had such a mushroom experience, which is not necessarily a bad thing, especially when everything is just beginning, when mushrooms can eliminate many unrealistic fantasies, make us closer to reality and see things more practically. An organization generally treats new employees equally, and there will be no big difference from starting salary to work. No matter how excellent you are, at the beginning, you can only start with the simplest things. For the growing young people, the experience of mushrooms, like cocoons, is a step that must be experienced before emergence. Therefore, how to walk through this period of life efficiently, learn from it as much as possible, mature, and establish a good and trustworthy personal image is a subject that every young person who has just entered the society must face. ;