What does hotel management need to learn?

. Humanized management is not a strategy, but a "people-oriented" attitude. Humanized management is a management concept and a corporate culture, which needs practice to be effective. People are eager to be ignited, and people can also be ignited. Enterprises should give people more room for development and more care. We often say that everything is easy for people, as long as we really think about the workers and the masses, we should be down-to-earth in actual operation, pay attention to actual results, and do not engage in formalism or humanized management. The essence of humanized management is to respect the characteristics of human nature, and the charm of humanized management is to make every manager feel that humanistic care from enterprises is everywhere. "Humanized management" is often called "humanization of management", but in the implementation of specific work, "humanization" is often understood as "stressing human feelings", which is actually not the case. They are two different concepts. "Humanized management" is a new management concept evolved from modern behavioral science, and the research on this concept has become humanistic management. With the advent of the knowledge age, human being, as the subject of knowledge and wisdom, has become more and more important, and the rational development of human inner potential has become an important topic of modern management. Humanized management-a management method that centers on people's life and work habits, makes management closer to humanity, and thus realizes reasonable and effective promotion of people's work potential and high work efficiency. Analysis of humanized management: An enterprise manager introduced the management experience in this way: our company advocates "people-oriented", we organize employees to travel every year, we provide free lunches, each of our teams has a suggestion box, and we also handle insurance for temporary workers ... At the end of the second year, facing the performance appraisal of the last-level employees, the personnel director hesitated and finally decided: giving another chance can also reflect the company's humanized management! The above plot is not fiction. If there are similarities, it is expected, not coincidental, because many companies are flaunting humanized management, and too many enterprises regard "people-oriented" as the core program of corporate culture construction. So, can these statements be used as the embodiment of humanized management? What is humanized management? Humanized management refers to a management method that centers on people's life and work habits, makes management closer to humanity, thus reasonably and effectively enhancing people's work potential and improving work efficiency. Humanized management emphasizes the harmonious development of individual freedom and social order, showing warmth and humanistic care, which is a remarkable historical progress compared with the indifference and rigidity of objectified personality in the past. In fact, to put it more thoroughly, humanized management means respecting personality. According to Maslow's demand theory, different people, people in different environments and situations will have their own most direct or highest-level needs, but in any case, gaining respect and realizing self is always the highest level. However, most domestic enterprises only emphasize the humanistic care for employees in their lives. We are committed to changing the office environment, creating a warm working atmosphere, improving employee welfare and strengthening communication. This really belongs to the category of humanized management, but if it is regarded as the whole connotation of humanized management, it will distort the essence of humanized management and walk into the misunderstanding of "generalizing the whole with the partial". Especially when humanized management becomes an excuse to lose management? We should reflect on our thoughts and actions. I would like to ask, now that we have relaxed cost control and attendance management on this ground, and now we have resisted amateur training exchanges on this ground, and now we have questioned the effective flow of employees on this ground. Has it deviated from the track of humanized management and gone further and further? We should not ignore that there is another important condition for humanized management, that is, the unity and recognition of values. The establishment of enterprise values is determined by efficiency, not by the fairness of the system. Any people-oriented concept must obey the enterprise's goals. When any of our management means is to maintain the realization of enterprise goals, employees of enterprises must understand and use these tools or means from top to bottom. Without people-oriented, what should we stand on? The answer is: event-oriented, efficiency-oriented and performance-oriented. If enterprises can't survive, employees will be laid off, which is the biggest harm to employees. At that time, what about humanistic care? The future of employees is based on the growth and development of enterprises. "People-oriented" is the result of enterprise management, not a prerequisite or a process. If you put the cart before the horse, it will set obstacles for management. Douglas McGregor, a professor of psychology at MIT, once put forward the Y theory, which is based on the assumption that employees can experience happiness at work. Employees want self-guidance and self-control; People are not only economic people, but also social people. Most people are willing to take responsibility for their work and seek opportunities to develop their abilities. People are full of energy, imagination and creativity when solving organizational problems; The goals of people and organizations will be combined at the right time. From this theory, the deep meaning of humanized management should be "humanized management", that is, humanized work. It is reflected in fully respecting employees at work, allowing employees to participate in management and decision-making, publicizing personality, providing opportunities for individuals to display their talents and giving employees free space to play. Therefore, humanized management is not only concerned about the life of employees, but also about the improvement of working environment, and it is not tolerant in system implementation. Humanization of management means full authorization and effective decentralization in work. Only authorization and decentralization can truly realize respect and trust for employees and maintain the vitality of the organization. Under the condition that the enterprise goals are set, the fighting capacity of the whole organization is the strongest. Authorization and decentralization make the rigidity of institutional constraints and the elasticity of cultural balance perfectly unified. However, delegation and decentralization do not mean that managers do nothing. On the contrary, we advocate the deep dive of management. In other words, for some jobs, managers should ask very carefully and follow through. Doing so can get a comprehensive understanding of your employees, not just your subordinates; The work that managers personally grasp is often in the first quadrant and the second quadrant of time management, which needs to be solved urgently to drive the future. Managers' personal experience can ensure efficient completion. At the same time, attention to detail, systematic and comprehensive treatment angle and timely and effective results can set an example for subordinates. This is also a training method without the best authorized person. But in the deep dive of management, it is necessary to avoid the mistakes of leapfrog management. The humanization of management is to advocate working with the mentality of "responsibility without boundaries" In fact, the responsibilities between departments, posts and employees are not and will never be absolutely defined. Because the development process of enterprises is complex and changing rapidly, we must not shirk our work on the grounds that the system construction needs to be strengthened and the post responsibilities need to be clarified, or take this as the final conclusion of dealing with problems. Humanized management can make up for the institutional gaps in these vague areas, because only the human mind can be compared with the sky and the sea, and it can be profound. Therefore, we will understand the achievements of humanized management as the humanistic dedication and inner responsibility of employees. For example, the responsibility of the general manager's office should be defined as: responsible for all the work that other functional departments don't care about. Another meaning of unlimited responsibility is that departments and teams should keep an open mind. While improving team cohesion and combat effectiveness, we should not close ourselves, pull circles or engage in gangs, but accept outside opinions and suggestions with a modest and positive attitude. Humanization gives us reason to put forward the concept of "unlimited liability". Unlimited responsibility means not to make any excuses in the process of implementation. "Responsible" is not a slogan, not only refers to the punishment afterwards, but also should be reflected in the work process. For example, the quality control department is responsible for product quality, so all problems related to product quality, whether production, storage or transportation, must be borne by the quality control department first, and then the quality control department will coordinate with relevant departments to seek the next solution. The humanization of management is to allow different voices in the organization, publicize personality and advocate innovation. Argument should be regarded as a method of brainstorming. Controversy can make participants clear their minds, grasp the essence, accept others, and examine and adjust themselves. Especially in the process of decision-making, we should advocate a debate with clear views, and make the debate full of passion and enthusiasm, with ideological agitation and ideological impact, but the premise must be based on facts and data, only for things, not for people, to avoid emotional afterwards. In terms of innovation, we should first advocate the innovation of ideas and thoughts, and put more empathy and reverse thinking in our work, because thoughts determine actions and actions determine habits. At the same time, we also attach importance to the innovation of tools and methods, because methods are often more important than technology itself. The technology mentioned here not only refers to technology research and development, but also applies to other jobs, such as finance. We should improve our work by innovating tools and methods. Humanization of management is the most intimate guidance and training for employees. Think about it, everyone regards this organization they have chosen as Noah's Ark to realize their ideals in life. Then, this choice will inevitably determine the mental state of every employee, and the passion and rationality shown in this state will make everyone fully integrate into this organization and become an active cell in the organization. In the face of possible hidden dangers and diseases in the organization, every employee will play his unique immune, anti-interference and metabolic functions. So who would suspect that this organization is? The most primitive work that humanized management can do is to relax and help each other. Everyone is indispensable, just like "only people are the most valuable", but without anyone, an organization can only be called an organization if it continues to develop steadily, otherwise it can only be called a "gang", which is the charm of the organization. Anyone who regards his existence as "indispensable" is actually a management failure. When it comes to learning, training and even work, we must first make it clear that the most direct beneficiaries are the employees themselves rather than the company. Learning should come from one's inner thirst for knowledge, so although training is free, it is not a gift, and one should not expect to acquire knowledge without spending time and energy. Only through the mutual influence and function of the above factors can we create a spirit atmosphere of benevolence and righteousness, reach a psychological contract of taking responsibility and mutual respect, integrate knowledge and skills, and cast the core competitiveness of enterprises.