How to optimize the methods of organizational management

Lead: The nature of an organization determines that it has its own characteristics. As a collection of people who need to make a commitment to goals and efficiency, we need to restore the characteristics of the organization itself. According to the management objects, including: human resources, projects, capital, technology, market, information, equipment and technology, operation and process, cultural system and mechanism, business environment, etc.

How to optimize the organizational management method 1, strictly manage and improve the quality.

In order to survive and develop, enterprises must first strengthen their quality awareness and improve product quality. Quality first, customer first? From product research and development, design to production to packaging, storage, transportation and other links, we must strictly control the quality. Strict quality management, first, the establishment of quality assurance system, improve the management network, in order to organize, coordinate, check and supervise the quality work. The second is to establish and improve various rules and regulations, give priority to prevention and implement whole-process management. Because good products are produced, not tested, it is necessary to eliminate unqualified products in the process of travel, combine prevention with inspection, focus on the design and production control of unqualified products in advance, and carry out strict back testing.

2. Strengthen the management of field practice.

What I mean by on-site management is to plan, organize, coordinate, control and encourage various factors of production on site by using scientific management systems and methods, mainly including people, machines, materials, energy, law and environment, so as to achieve rational allocation and optimal combination. Being in a good state and maintaining normal operation to achieve high-quality, efficient, low-consumption, balanced and safe production, in fact, on-site management is also directly related to the image of an enterprise, and it is also one of the main signs to measure the management level of an enterprise. First of all, we should formulate standards to follow, and then strengthen guidance, supervise and inspect, so as to achieve orderly logistics, complete equipment, strict discipline and clean environment.

3. Strengthen team strategic management.

The first line should produce and develop a new product strategically, that is, eat one, watch two and think three. In the competition, we must make people have no self, people have my superiority, and people have my superiority, so as to grasp the initiative of the market and not be eliminated in the fierce market competition.

How to optimize organizational management?

What should I do when optimizing and adjusting the organization? Shisan?

Adaptability: whether it meets the needs of enterprise development and the basic requirements of management science; Whether the scale of an enterprise and the market share of its products have generated the demand for internal adjustment is generally manifested as follows: despite the expansion of the scale of the enterprise and the increase of personnel, the speed of improving the efficiency of the enterprise does not match, internal disharmony and prevarication often occur, and internal coordination often requires the coordination of superior leaders. The original departments and posts can no longer meet the needs of enterprise development and survival. Department managers and post personnel obviously feel that they don't know why they are working, who they are working for, and they are indifferent, passive or active.

Timely: whether it is time for enterprises to achieve better results without adjustment; Whether to adjust or optimize in time; Whether it is carried out in an appropriate way (relative to enterprise management level, personnel mentality, personnel quality, etc.). ); Whether it will disrupt the normal operation and production order of enterprises for a long time because of institutional adjustment; Whether it can help enterprises set foot on a new starting line in future development; Whether it can promote the rapid improvement of business performance and management level; Do you? Half a step back, one step forward or two? Effect and so on.

Competency: whether there are suitable personnel or institutions to optimize and adjust; Whether the talents that can be used by the company can be widely discovered; Can we give full play to the role of existing talents? Whether to tap the potential of existing talents; Whether we can introduce talents urgently needed by enterprises, etc., in short, whether we can make maximum rational use of human resources.

Secondly, the division of labor should be clear, which is conducive to assessment and coordination.

Improve the uncoordinated organizational relationship on the existing basis, and prevent and avoid the possible friction relationship in the future. The optimized performance results should be: the functions of the departments are clear, the powers and responsibilities are in place, the evaluation can be carried out, the management links and work procedures between departments are coordinated, and the company's management system can be effectively implemented.

Thirdly, the establishment of departments and posts should be combined with training talents and providing good development space.

When optimizing and adjusting departments and posts, we should consider both existing personnel and comprehensive personnel; You can't set up a human relations department or post to manage human relations; At the same time, it is necessary to comprehensively consider the conduct of existing personnel, the ability and potential required for enterprise development, etc. , under the premise of ensuring conduct and low-risk training value, consciously combine the training of departments, posts and personnel. Enterprise is a personal development platform? The concept of "new concept" is embodied by the employment of specific employees in departments or positions.

Efficiency: doing the right thing

Efficiency is the ratio of actual output to expected output. The efficiency of organizational structure refers to its supporting role in enterprise goals, promoting enterprise strategy and ensuring enterprises to meet customer needs. Efficiency related? Do the right thing? . If the organizational structure is not prominent in these three aspects and the organizational efficiency is high, it will do more harm than good to the enterprise because of the direction problem.

How to judge the effectiveness of organizational structure? (1) See whether the enterprise goal setting in recent years is reasonable and whether it is realized as scheduled. If not, are there irresistible policy, market and environmental reasons? If this reason also exists, it is necessary to analyze the behavior of enterprises in crisis response, development forecast analysis, opportunity and risk research. (2) Look at the formulation and implementation of enterprise development strategy. (3) Look at the differences between the requirements of the new strategy on the organizational structure and the historical performance of the corresponding functions of the organizational structure. (4) Look at the level of corporate customer satisfaction.

The main factors affecting the effectiveness of organizational structure are: corporate governance structure, management model and key functions. Corporate governance structure is a check-and-balance mechanism among enterprise stakeholders, which determines the enthusiasm, initiative and normative behavior of operators from the organization, and determines the decision-making and supervision level of enterprises. Management mode is the basic management mode and policy of enterprises, which has an important influence on the degree of centralization and decentralization, the level of institutionalized management and the way of setting up subsidiaries or secondary institutions. Is the key function an enterprise? Barometer? , in? Technical aspects? Determine the implementation effect of enterprise goals and strategies. The enterprise goal and development strategy determine the key functions at a specific stage, which requires sufficient manpower, financial resources and material resources, and other functions to support and support the key functions. Key functions determine the key activities and important position of the corresponding departments and their activities in the enterprise.

Domestic state-owned hotels began to lose money in the whole industry from 1997, while foreign hotels made profits. This is not only a question of management level and market positioning, but also a question of different business strategies. Foreign-funded international hotels have long been included in the international reservation network system, with sufficient tourists, such as Liuzhou Hotel Group, which has 3,200 hotels around the world. Marriott International Hotel Group has 265,438+000 hotels worldwide. In contrast, the scale advantage of state-owned hotel groups with group advantages is still not obvious. For example, Jinjiang Group is the largest in China, with more than 50 companies nationwide. State-owned hotels either operate with individual characteristics or avoid the risk of individual popular operation through scale operation. If the latter strategic model is adopted, it is necessary to reconsider the corporate governance structure and management model, as well as the division of key functions.

1969 and 1970, many famous securities companies on wall street closed down one after another. The most important reason is that these companies fail to organize customer service as a key function. Except Merrill Lynch, because it regards customer service as a key part, it has become a giant in the securities trading industry in this crisis. The success of Giant Melatonin is the result that the enterprise takes marketing as its core function and tilts the focus of enterprise resources and management. The recent rapid rise of IBM in the field of software is because it gradually downplays the traditional key function of hardware production and service, and adopts the new key function of software research and development and service in time, which is in line with the changing trend of the market.

Efficiency: getting things right.

Efficiency is the ratio of actual output to actual input. The efficiency of organizational structure refers to the ability of organizational structure to play a role in the exchange of resources and time to create new value for enterprises. Mainly in two aspects. One is the efficiency of internal business operation, and the other is the response speed to external technology, customer demand and market changes. Is it related to efficiency? Do things right? . How efficient is the organizational structure? A double-edged sword? High efficiency not only accelerates correct behavior, but also accelerates wrong behavior; The inefficient organizational structure slows down the correct behavior with internal friction and hinders the wrong behavior with slow inertia. However, all enterprises pursue high efficiency, because all enterprises undertake and work hard? Do the right thing? . Efficient organization, under the correct strategic guidance, enables enterprises to compete in the increasingly fierce market? Fast fish eat slow fish? .

How to judge whether the efficiency of organizational structure is high or low? (1) See the completion of the enterprise plan. Such as weekly plan, monthly plan and quarterly plan. (2) Observe the phenomenon of prevarication. (3) Investigate or interview people's sense of accomplishment and satisfaction with their work.

To a great extent, the completion of enterprise plan is an intuitive reflection of organizational structure efficiency; In order to eliminate the influence of interference factors in the analysis, we should pay attention to the completion of short-term plans, compare the completion of various plans of enterprises, make a statistical analysis of the same plan, and make a comparative study with reference to the situation of benchmark enterprises. Apart from subjective factors (depending on the level of human resources management), buck passing is often caused by overlapping functions and unclear responsibilities among departments. Poor process design will make people feel frustrated. Enterprises are like using a lot of gears to solve the transmission problem that can only be solved by a pair of pulleys.

Whether the power and responsibility of each post in an enterprise are clearly defined, whether the business process design is scientific and concise, whether the handling mechanism of abnormal business is perfect, whether the establishment of departments and the division of functions are based on the needs of the process, whether the information circulation channels within the organization are smooth, and whether the coordination mechanism between departments is effective has an important impact on the efficiency of the organizational structure.

After the rapid growth of most private enterprises in China, they will feel that they have gradually committed crimes unique to most state-owned enterprises? Bureaucracy, rigidity and wrangling? Symptoms. This is because it is enough for enterprises to start businesses and build houses. If the output and variety of products are more, it is necessary to build another one next to it, or build a shed to make do. The cumulative result is a chaotic small and simple bungalow area. How can I install an advanced production line? It is definitely unacceptable to rob Peter to pay Paul. Gai Lou needs to be dismantled. This is the driving force of process reengineering, and it is also the necessity of organizational structure from local optimization and moderate adjustment to complete change.

Safety: Doing things for a long time.

Safety is an investment in the future. The guarantee function of organizational structure refers to the guarantee of organizational achievements for the sustainable development of enterprise operation. It is manifested in four aspects. (1) Capital security. The capital will not be lost, and the cash flow ensures the normal operation of the enterprise. (2) Quality and safety of products or services. Comply with relevant standards and specifications, no quality accidents. (3) Safety of assets and personnel. It is not only the preservation of assets and personal safety, but also the correct use and full utilization of fixed assets, preventing the loss of key personnel and the knowledge management of talents, and refining the essence of individuals into the wealth of the company. (4) production and operation. The production order, production status and business behavior are legal and compliant. What is the minimum goal of an enterprise? What is the highest goal of living? Live long? . What if we say that efficiency and effectiveness are to enable enterprises to? Alive? Live more moist? So, safety is for enterprises? Can always live healthily? .

How to judge whether the security function of the organizational structure is normal? (1) Analyze the capital loss rate, bad debts, accounts receivable, prepayments, bond issuance, debts, credit guarantees and stock market performance of enterprises. (2) Analyze the implementation and improvement of product or service quality standards. (3) Analyze the security of assets and personnel, public security situation, asset utilization rate, personnel turnover rate, intangible assets management, etc. (4) Statistical analysis of production safety accidents, purchasing behaviors and sales behaviors.

Whether to attach importance to the safety function of organizational structure in the design of organizational structure has a great influence on the division of functions and the definition of responsibilities and rights of relevant departments. Enterprises should pay attention to strategic management, basic management and organizational culture construction after the initial stage and growth stage, and strengthen the design of safety functions from the organizational structure to protect the healthy and sustainable development of enterprises.

With what? Huiren Shenbao oral liquid? And then what? Huiren brand Wuji Baifeng Pill? Jiangxi Huiren Group, a well-known product, implemented organizational structure reform this year. The Group has newly established the Operation Support Department, set up an internal audit center and a marketing supervision and inspection center, and concentrated on the supervision of purchasing behavior, the audit of sales behavior of marketing department, the financial audit of CFO department and the audit of newly-added departure, thus strengthening unified management and coordination. The Ministry also concentrated the legal department and the security department of the former directly affiliated group, which seems to be an organizational structure and security function? Master? .

Look, smell, ask, dialectical analysis

The function of organizational structure is closely related to human resources, development stage, business nature and organizational culture. Therefore, for the pulse of organizational structure, we should not look at the organization in isolation, but should use a systematic, relevant and developmental point of view? Looking at the smell and asking, dialectical analysis? .

High efficiency, high efficiency and high security are the three goals of organizational structure and also the goals of enterprise behavior. Organizational structure provides an objective platform for enterprise operation, and it also needs the creativity of enterprise leaders, managers, technicians and front-line employees to give it life. On the one hand, the design of organizational structure itself should lay the foundation for high efficiency in terms of process, division of departments, definition of functions, and standardization of powers and responsibilities; On the other hand, only by fully mobilizing people's subjective initiative can we fully reflect the efficiency of the organizational structure and obtain high efficiency and high security results. The right people, up and down with the same desire, can be combined.

Enterprises are at different stages of development, and the functions of their organizational structures are also very different. High efficiency is the direct goal of start-up enterprises, and high efficiency is only available to a few enterprises. In the initial stage of starting a business, enterprises have high operating efficiency and quick response to the outside world, which is determined by their simple linear or linear functional structure and high centralization. Business owners directly observe and control employees. After entering the growth period, the market competition is becoming more and more fierce, and enterprises pay more attention to the rate of return on input resources, the cultivation of competitive advantages and the continuous reduction of costs. This requires a higher management model, process design, clear rights and responsibilities, and reasonable division of functional departments. In the mature stage or the second venture stage, enterprises pay more attention to internal control and sustainable management, so the safety function has been emphasized in organizational structure management.

The nature of non-use business also emphasizes the requirements of organizational structure and function. In the fierce competition environment, the rapid response speed of high-tech enterprises is often the lifeblood of their survival, so the efficiency of organizational structure is often more important, although the direction is self-evident; For insurance and large-scale manufacturing industries, sustainable operation and stable performance are the basis of survival, so the efficiency and safety attributes of organizational structure are paid more attention.

Organizational culture also affects enterprises' attention to organizational structure and function. Steady organizational culture emphasizes efficiency and safety, while pioneering and innovative organizational culture attaches importance to efficiency. These will be reflected in the design and operation of the organizational structure.

Whether the organizational structure is suitable for the actual situation and development needs of enterprises is the only criterion to test the advantages and disadvantages of organizational structure. There is no general organizational structure. Theoretically, the advanced organizational structure model may not be suitable for this enterprise, and if the organizational structure model successfully used by peers is copied, the function may not be equally effective. The organizational structure of each enterprise should be actively innovated under the guidance of organizational theory, referring to industry experience and combining with its own reality. Without a clear organizational structure, it is difficult to provide competitive advantages for enterprises. Therefore, for the pulsation of organizational structure, we must analyze and evaluate the functional performance of its effectiveness, efficiency and safety under the specific nature and development stage of the enterprise, and make a diagnosis from the dialectical and contingency point of view, so as to provide a basis for whether, when and how the enterprise needs to carry out organizational structure reform.

Ways to improve organizational management ability: 1. Company is not home?

In actual management, our management has always had a very wrong view, that is, the company is home, and many managers have always thought it necessary. Parents? Many people think? Should we take the company as our home? But these views are actually very wrong. What kind of state the company should be, we still have to return to the attributes of the organization itself. When a person is associated with an organization, it is very important for an individual to understand the relationship between the organization and the individual. When we say. Company is not home? Explain that the organization will not take care of individuals, that is to say, we are linked by goals, responsibilities and powers in the organization, not by emotions.

Organizations can be divided into formal organizations and informal organizations. Formal organization refers to the collection of people connected by power, responsibility and goal; Informal organization refers to a collection of people linked by emotions, interests and hobbies. We mainly talk about formal organization under the concept of management, because we talk about organizational management and responsibility, goals and power. Therefore, in a simple sense, organizational theory is a theory to explore whether responsibility and power match, and organizational structure design is essentially the design of decentralization and responsibility. So when we understand the organization, it means that for the organization, we can't talk about emotions, hobbies, and hope that the organization is one? Home? . We can only tell people that an organization is not a home, but pays more attention to responsibility, power and goals. When the goal cannot be achieved, the organization has no meaning of existence, and the people in the organization have no meaning of existence.

I often ask you a question in class? What kind of organization is the family? At this time, many people are not sure whether the family is a formal organization, which is really a very strange phenomenon. But why is this? Because the family is a very strange organization, it is a formal organization from the organizational attribute, but it is an informal organization management from the management attribute. So when you go home, you must talk about feelings, hobbies and interests, and never talk about responsibility, goals or power. However, what we often see is the other way around. At home, people talk about responsibility, power and goals. At home, they argue about who has the most power and whose responsibility should be. They set very high goals for their families. It turns out that family members often hurt their feelings because of who is in charge, and they often disagree because of who should do housework and who should be responsible for cooking. On the contrary, in enterprises, people talk about feelings, hobbies and interests, constantly hope to be taken care of, constantly emphasize harmony and constantly seek? Home? I think everyone should care.

In fact, this is wrong. There is no division of responsibility and power at home. Both sides need to constantly enhance their feelings and cultivate the same hobbies and interests. Both sides share responsibility and make life full of love and harmony. In an enterprise, we can't proceed from emotion. The reason for the existence of an organization is to create value. Without creating value, it cannot exist. Creating value requires responsibility and strength to achieve our goals. Therefore, emotion is not the first. Without value creation, organizations that care about people will also be eliminated. Therefore, I have always believed that the most fundamental problem of organizational management is that we violate the attributes of the organization and forget that management needs to face responsibilities, goals and powers, rather than cultivating emotions.

Therefore, when you find that an enterprise attaches great importance to division of labor, responsibilities and goals, you should cherish this enterprise because it has good organizational and management characteristics. When you find that a company can not only pay attention to the division of labor, responsibilities and goals of employees, but also take care of employees' emotions and hobbies and give emotional attention, then you must love this company very much, because it is a good company. When a company is efficient and doesn't take care of your emotions, it is a normal company; When a company is both efficient and emotional, it is a good company; When a company is emotional and inefficient, there must be something wrong.

Second, the organization must ensure that one thing is undertaken by the same people.

Many managers are overwhelmed by complicated organization and management. People always start from the aspects of system construction, incentive system and personnel quality, and think that these measures can solve the problem of organizational confusion. But no matter how hard we try, the fundamental problem has not been solved, so we began to try to solve the problem by eliminating from the bottom or internal competition. After several years of hard work, it is found that the effect is not obvious and the problems still exist.

Why? A fundamental reason is that we don't understand that organizations need clear responsibilities, powers and goals. In other words: the same power, the same responsibility and the same goal must be borne by the same group of people. When you see bloated, inefficient, overstaffed, unclear responsibilities and mutual shirking in an organization, you should first check whether there are two groups of people doing the same thing, two groups of people bear the same responsibilities, and two groups of people use the same power. This is the reason for the above situation. We can describe these situations in one word, which is called? Division is nominal? . There are a large number of virtual organizations in enterprises. For example, an enterprise has a marketing department but a marketing department, and there is no division of labor between the marketing department and the marketing department. As a result, the marketing department did not study the market, but did a lot of promotion design and terminal planning, and these functions are precisely the functions of the marketing department. When the operating results come out, it is impossible to distinguish who is responsible for the performance results. What is even more frightening is that many enterprises have various functional departments, but there is also a management department, usually called? General management department? . With this department, you will find that all functional departments of the enterprise will only do things that are easy to do, and things that are not easy to do will be pushed to the comprehensive management department. In this way, the comprehensive management department becomes irrelevant, and finally the functional departments will exist in name only. All problems will be concentrated in the comprehensive management department, and there is no definition of responsibility at all, but it will consume resources, because everyone has responsibilities and does not need to be responsible. What is the most terrible thing in the organization? Division is nominal? .

Third, people are fair rather than equal in the organization.

In the social structure, people exist on the premise of survival, and people are bound by law and morality. People should be fair and equal before the law and morality. However, in an organizational structure, people live on the premise of achieving goals, and they have to bear their own responsibilities and goals, so they have different powers. Because of these differences, people should be fair but unequal. Perhaps this explanation is a little unscientific, but if you are willing to understand it well, it should be acceptable.

The center of gravity of the organization is people, which is completely certain. But on this premise, we must also understand that the organization emphasizes obedience rather than equality. I have always had a keen interest in the army. All members of such an organization come from different places and have different habits and abilities. However, when they joined the military organization, these people of all colors quickly became a strong team that dared to undertake and achieve their goals. People have given many answers about the reasons for creating such a team, but one of the characteristics of * * * is absolute obedience. They don't emphasize individuals or their own ideas. Everyone strives to obey the organization and strive to achieve its goals. Everyone consciously becomes a member of the organization, not himself.

President's learning network believes that respecting everyone's equal rights is a very basic requirement, and I have always insisted that it is necessary and necessary. However, compared with the organization, if it enters the management state, the organizational goal becomes something above everything else. Everyone needs to obey the organizational goals and keep asking themselves? What have I done for division? Such a state is a reasonable personal state in the organization. Therefore, put yourself in the structure of the organization, fully understand your position in the organization, make behavior choices accordingly, and assume your own responsibilities, and you will feel the happiness of understanding the organization.

Fourth, the division of labor is the fundamental way to connect individuals and organizations.

The ability of an organization comes from the cooperation brought about by the division of labor. Without division of labor, there is no vitality of organizational structure. For an organization, whether it is structural design or personnel selection, if properly used, it can simplify and clarify a key issue in the organization, that is, who controls what. In any company, clear communication lines, control lines, responsibility lines and decision-making lines are essential. To get this clear context, we need the design of division of labor, not relying on human consciousness or management system. The organizational structure itself should do this well.

Many companies are talking about the improvement of their own management systems, but I prefer to solve the problem of organizational division of labor first. The fewer management systems, the better, because the system itself is a cost. In my mind, the state of a good company is: organic organization, healthy and energetic culture and effective distribution system? Such an enterprise management system is enough.

President Learning Network believes that the division of labor of an organization is mainly to allocate responsibilities and powers. The organization must ensure that someone is responsible for the responsibilities of the enterprise, and at the same time let the person in charge have the corresponding power. Therefore, the relationship between individuals and organizations in an organization is actually a relationship of responsibility. The division of labor combines everyone with the organization and also with the organizational goals. Organizational division of labor needs reasonable design and legal definition. Without the same commitment and understanding of the division of labor, and without people's recognition of the authority of the division of labor, organizational management is actually impossible to achieve. Therefore, the ultimate goal of organizational management is to achieve the same goal of the organization.