七个小案例透视老板解决方案（Seven small cases perspective boss solution）

1、七个小案例透视老板解决方案（Seven small cases perspective boss solution）All failure is the failure of management personality, because investment, product problems, can rely on others to help solve, and management psychology, really can not cross the past.Do your employees complain about these seven things?1, work

2、 too much pressure, wearing masks to work all day;2, without authorization, feel alienated;3, your commitment is not fulfilled, the company is full of political overtones;4. Discrimination due to background, educational background and qualifications;5, the meeting is just a walk in the form, each im

3、portant decision is made by you alone;6, a lot of information is hidden, can not hear the sound of the real inside;7, subordinates reflect your preferences to determine the promotion of employees, too harsh to people.I believe your company must have something similar to the above. Now Im going to te

4、ll you seven little stories, and please analyze the reasons that lead to these incorrect ways of working.Story 1: too much work pressure, how to do?One of my staff members from different countries recently accompanied the students to participate in a seminar, she is responsible for recording, record

5、 and work, a week down, tired do not say, often have to bear the customers mocking words. Plus, the clients are big bosses abroad, and she has a big gap. It puts a lot of pressure on her. On the last day of the course, I called her. I only said three words, the first is greeting, second let her go h

6、ome for a rest, third asked her about the completion of another job. Another job was held by her, and it was up to the deadline. I didnt expect her to whine, complain about the sky, and talk too much. I kept silent and just listened.After the event, I think this is why, usually this employee is not

7、like this, why today abnormal? Because the pressure is too big. First, she endured the customers mocking words big enough pressure, second; and I ask for a new job and is equal to the pressure from her. Mans patience is always limited, and it will erupt on certain occasions.In view of this, an enter

8、prise does not pay attention to employees emotion or in super strength working does not support it, so, the enterprise must change, otherwise, side effects of the accumulated and looking for opportunities to burst.Look at some service industries, when employees deal with the relationship between cus

9、tomers will feel great pressure. You go to the restaurant, hope to drive away the smiling waiters, and throw the food down to them, but have you ever thought about it? Is it possible for these waiters to keep in good mood all the time? We have to be tolerant. In the telephone sales, the sales staff

10、are required to make the customer feel from your voice to smile, every day they wear masks at work, we should care. Hotel hostesses have been asked to keep the customer on a charming smile, this is the humanized management?Remember: tolerance is not weakness; in turn, your tolerance shapes excellent

11、 leadership and excellent teams.Story two: dont appreciate the staff, how to deal with?I used to work in a state-owned enterprise, the state-owned enterprise Chinese is a political enterprise, people here love Shuaxiao wrist in some small things, but also keen on playing the leading political small

12、* play, but in the end is burned with fire.I was in charge of a department, and a supervisor was removed because of his lack of ability. She was very dissatisfied with our team, waiting for revenge. One day, she made up, I was with two other colleagues to slander our boss. The boss doesnt do the res

13、earch, and believes her secret. All the staff in our department were called together and the boss told us to speak clearly. I was shocked. Nothing was happening at all! The four of us were confronted, the lie was exposed, the truth came out, the director was fabricated by one person, and from then o

14、n, she was estranged from our department.Being alienated is the hardest part. First, you are dispensable in the group, no one cares about you; second, isolated; third, feel that work loses meaning.How can I help her build her confidence? I asked her to take charge of a project that needed teamwork,

15、and she had to be a member of the group, and I first supported her, and then worked for someone else. Tell you, she is unfortunate, divorced experience, more from her point of view to understand. And I helped her introduce her boyfriend. All this made her rediscover her sense of home.Remember: you c

16、an never alienate any employee, no matter how much you dont appreciate him. Your task is to find his unique genes, and then start the genetic program!Story three: what will happen if you lose faith?This is a true story of a friend of mine: a leader of a business unit talks to a friend of mine, sugge

17、sting that my friend will have a better prospect of personal development when he goes to him. Before the mobilization, the leader made a vow, come first, and promote you after half a year.My friend believed it, swallowed his words and adjusted it. As a result, six months have passed and a year has p

18、assed without mentioning the development of my friends. Do you think my friend will believe the leaders words?Human beings have three characteristics: first, fear of losing social status; second, the desire for influence; third, aversion to trust. Business leaders often underestimate the importance

19、attached to their credit by their subordinates and undermine their promises.Remember: the trust of others is like a tree, it takes a long time to grow, but it can be sawed by you.Story four: hostile to outsiders, right?When I was at Nankai University, for the case discussion, the professor divided u

20、s into several groups and gave the results to the group. After class, I asked the students what a group of good, almost every group of students can find a strong themselves to each other, generally consider themselves one better than the other; and when asked to evaluate another group, every student

21、 to criticize each other, which even your best friend is no exception.What if you put them in a more competitive theater? I remember the positive attitude towards the group and the hate attitude towards the opponent, and the classroom was full of hostility.My group, the CEO of a large state-owned en

22、terprise, would call me immediately when the board was leaving the classroom, and when the meeting was finished, the first sentence was, where are we in?Its human instinct to classify things and people, and classify you and me. We naturally like to think differently, and this way of thinking can hel

23、p us identify which ones are dangerous and who are not.In your business, if you want a group to reach an agreement, just try to get a good, beneficial one, and return it to a difficult, dangerous one. When we openly select senior cadres, we see that the organization will pick out what they like, jus

24、t label all other candidates, and then make a choice for the chosen person. Think about it, isnt it?Remember: human beings are easy to tolerate insiders, easily hostile to outsiders. Please do not despise different types of people.Story five: Why did the team fail?I am a natural person who likes to

25、ask questions and research questions. I like meeting short and straight topics. When I worked in a state-owned unit, I found that the meeting was always discussed repeatedly and inefficiently. In fact, every important decision of the unit has been made by CEO, and everybody has acted on his wink. Th

26、e meeting discussed, your opinion disagrees with him, he immediately arbitrarily interrupt, became his deputy yesman. On the contrary, when he wasnt at the meeting, he was positive and productive. During his stay in CEO, the unit lost year by year.I have participated in many state-owned enterprises

27、and institutions meeting, deeply feel the atmosphere here is too bureaucratic, no discussion of the true meaning of the meeting, as if to show level, rather than in order to solve the problem.In many state-owned enterprises, you can not find the actual meaning of the team, often in order to cope wit

28、h the higher the establishment of several leading group members are responsible for the various departments of the group, the results of limbo, only concern is I am not in the team list. Such a team is a failure. Another typical problem is that the people here only for small groups to work on their

29、own behalf, each other secretly infighting.We say that the enterprise needs a team, but too many useless examples, people do not want to join the team, because the lower it is not really a team quite distinct from each other.Remember: the real team is to work for a specific goal, beyond the function

30、al departments and the subordinate relationship. Such teams can build a team spirit.Story six: what happens when the information is hidden?There is an industrial company management system is so bad: the person responsible for the purchasing from suppliers of cheap stock, later because the suppliers

31、bankruptcy, leading companies have to find suppliers at a higher price cost a lot of purchase; production equipment imported from abroad, but the new machine total problem, then using the old machine; the marketing department to find a relationship between the families as advertising agencies, resul

32、ts do not understand the advertising law, their promotional advertising free publicity for the peer. And all of this, because people here like to hide things and do things, leading to the company leaders continue to make wrong judgments.We should encourage employees to disclose their ideas, encourag

33、e employees to challenge those due process, and encourage companies to put everything on the table. The whole company creates an atmosphere of openness.Remember: there is nothing to say to a gentleman. Open up, even if you are wrong, others can forgive you.Story seven: read yourselfI remember a textile mill, whose CEO was a hard working style, relying on personal struggle and having a factory of its own. Employees are afraid to let their boss find out their mistakes because they see a