Successful management theory cannot avoid failure

If we do not consider the human nature and the concept of social incentives are widely used in the enterprise management, we should not be able to say goodbye to strike, destructive behavior, these actions will become the by-product of the enterprise development.

Without a doubt, the London business school "business strategy review, senior editor, reina Stewart written in the turn of the century the management in one hundred: the 20 th century management thoughts and practice of the critical review, has become a critical and interesting an aptitude for management history popular classic. Bosch company senior vice President, managing partner Bruce A pasick, Turner g evaluation said: "the attention, reina is focused on the nature of the management progress and the uncertainty of the...... In fact, every one of the existing management practice between the ultra or defects of the new ideas, are fixed in the beginning there were destroyed his seed... the key idea is, reina simple, but also is to let A person to accept the facts: success is always to fail."

"Most of the phenomenon of management is very limited, life is like the wrong way scud missiles, soon from the company's radar screen disappear." G reina said. However, throughout 100 years of scientific management theory, history, and not every kind of management trends are all the same short life in the end. Some management trend is influenced by its related more history of power function, life prolonged, humanization management movement is such.

Successful management theory cannot avoid failure

Review of the history of management science in 100, in different period, the core of the management goal is in constant change, it is hidden behind a law? "If to say words, should perhaps law said, no matter what the period, the management goal is always and staff and customer contact together, and from the time span of the whole, for they are not certain in some order." G reina said, "management need continuous updates, there's no place can evade such change."

100 years later, the scientific management of Taylor open the change what happened? "The problem is that, in the enterprise organization so many have almost no occurrence what change in the past. Managers are still the judgment standard not forget for a moment, the staff as no life, not the resources living people." G reina said. G reina in books quote Peter drucker words: "if not in order to consider a people's spirit or life quality, just pure in order to pursue higher labor productivity, which will compel managers more concerned about laborer individual needs."

"I don't think we have to Taylor's theory what misunderstanding or misuse. Taylor is a great, he made a brilliant of management theory and ingenuity of development, his ideas from his of age in that era, and service for our times. For it, these thoughts will no longer fit, but lasted for 100 years of basic spirit is still effective." G reina said. In the pursuit of efficiency about, the problem itself and the answer is in constant revision and change, the balance of efficiency from the early mechanical factors to keep the human factors tilt. The swing and change, let the questions and answers are full of not sure, this is what g reina said the "management only constant problem, not have the end of the answer".

From history, we can see that the scientific management, put forward Taylor Henry Ford's successful experience, Sloan's organization transformation-these once seen as successful standard practice experience, often to their own buried the failure of foreshadowing, turned around, and had to be abandoned. Tylor defined managers for a supervisor, the clerk, opportune (rapporteur-a by us today called the middle level managers' single level, and devoted his life to improve efficiency of Taylor, create a interfere with the enterprises to improve the efficiency and effectiveness of biggest obstacle decision; Henry Ford tube way shocking, in an aura of huge shine, he also become in many ways the opposite teaching material; Sloan created division system, after the success of the first, make the organization more awkwardly, more and more committee limits the innovation ability of organization, ever let general brilliant system finally make general paralysed.

China needs new workers structure system

G reina said: "now people-especially in the west--than ever, they will be questioned more problems. They need to use new and different methods to guide and inspire, you can no longer as past, tell them what to do, and then ignored. This again returned to the Mayo proposed conclusion, if we do not consider the human nature and the concept of social incentives are widely used in the enterprise management, we should not be able to say goodbye to strike, destructive behavior, these actions will become the by-product of the enterprise development."

China is called "world factory", its competitive advantage has been from the huge population quantity. G reina thinks that future, China needs to change their competitive advantage, need more to develop employee skills, and development of the corresponding management skills, let the skills can give full play to the employees. Chinese human cost advantage not how to do? This needs the training and development of a new workers structure system, make workers can adapt to the demand of technology globalization.

Globalization more emphasis on the contact and the importance of communication. But this is not erase, reina insists the regional differences, realize the management datong: "for global a myth, the world is flat, we all become similar, it is not true. Just like someone in Shanghai, someone in England ShiYun meal, and they each have the same iPod, but not enough to the different culture road bridge, make up between cultural differences and estrangement. Cultural background is always management in a important reference variables."

Another is worth now pay attention question is, business ethics occurrence function and influence of boundary began to turn a gray zone. In the past, a business requires responsible for his own actions, and assume responsibility is limited to the enterprise behavior. Now, enterprise started to for their suppliers, generation of labor enterprise behavior responsibility. G reina said: "look at BP, it has not a pure oil drilling of enterprise, it will take full responsibility, the situation will be more. A lot of enterprise in the practice of the western ethics and management standard, will face more and more pressure, both from itself or western clients, the supplier and the generation of labor enterprise are hard to find can hide the corner."

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