The facts of a legal case

The engineering department 14 employees are led by Li and Wang, two different managers, but a series of events in the past month have made Li and Wang have different views. One of the things is this: Zhang Fei, a new college student, reported for work at the end of September and was late for work twice a month. On another occasion, due to carelessness, he mistakenly wrote the data provided by an important report, but it was discovered in time and did not have a significant impact. Every time Vice Manager Wang discovers Zhang Fei's problems, he immediately criticizes Zhang Fei for being late for work and being careless.

Other Otawa's are similar, either because they violate work discipline, or because they are irresponsible in their work, or because they speak ill of their colleagues behind their backs. The other three employees were also criticized by Wang, the deputy manager, because they were found to have made mistakes.

Manager Li thinks that Deputy Manager Wang's handling method is too rough and simple, and he should not criticize the employees. Instead, we should pay attention to certain leadership skills and guide and motivate employees at an appropriate time through suggestive guidance and self-demonstration.

What do you think of Manager Li and Manager Wang? What do you think are the precautions when making criticism?

Case study:

First of all, the view is that

1, criticism is necessary.

Most people don't want to criticize others directly for fear of causing friction. But if mistakes are not corrected on the spot, they will accumulate slowly until they are very serious and often turn into destructive criticism. The criticized person is threatening or mean, the criticized person is disgusted, and the criticized person feels humiliated and angry, resulting in a vicious circle. Therefore, timely and fair criticism is necessary.

2. More constructive criticism.

Constructive criticism emphasizes the advantages and improvements of the other party, instead of using the problem to make personal attacks and criticize the shortcomings of the other party's personality, so as to avoid the other party taking a defensive stance and not listening to advice.

Second, what should we pay attention to when criticizing?

1, specific criticism should specify the problem. Similarly, when praising each other, you should specify it, otherwise they will not learn from it easily.

2. When criticizing the solution, we should aim at the problem and put forward the direction, crux or corresponding measures that the other party did not think of. Let the criticized people think about their own problems.

3, face-to-face interviews with criticism should pay attention to the occasion, try to use the way of private interviews with the parties. Public criticism is more likely to make the other person uncomfortable or feel humiliated. The effect of private interview is better, on the one hand, it makes the other party understand the mistakes made, on the other hand, it also provides the other party with an opportunity to explain or clarify.

4. Be considerate of other people's criticism and consider how others feel after hearing it. If you criticize others by suppressing or belittling them, it is not easy to be accepted, but it will cause disgust, self-defense and rebound.

Case 2: The importance of communication

The facts of a legal case

At a training meeting, an enterprise asked students to play a game. Three workers were blindfolded and taken to a strange place. The other two students play the role of manager and one student plays the role of president. Workers can talk, but they can't see anything; The manager can see and do, but can't talk; The president can see, speak and direct actions, but he is obsessed with many trivial matters and can't get away from it (he has to do many things unrelated to his goals within the specified time). All the characters need to work together to complete the ultimate goal of the game-to transfer workers to safety islands. This game truly simulates the scene in the company. Please understand the significance of this game in management.

Analysis answer: the significance of the game-how important is the communication between the upper and lower levels of the enterprise! The game is designed completely according to the actual situation of the enterprise, and the president can't direct everything, but can only realize the normal operation of the enterprise through the manager; The role of the manager is even greater, he has to upload and issue; What workers need most is understanding and communication.

Case 3: To manage employees, we must first understand employees.

The facts of a legal case

Once, Emerson, a great American thinker, and his only son wanted to take the cow back to the cowshed. They tried their best in tandem, but no cow went in. The maid at home saw two big men sweating in vain and came forward to help. She only took some grass for the cows to chew leisurely and fed it all the way. She succeeded in introducing the cow into the fence and stunned the two big men there. Please analyze the truth with the principles of management.

Analysis answer:

When we are managers, we should know what employees need, and then say some suggestions and benefits they want to hear according to their needs, instead of forcing employees to do it. Fishing bait is not what you like to eat, but what fish like. When you talk and communicate with employees, don't forget to "do what you like". Really understand what employees care about most? How will you meet his needs?

Case 4 How do managers motivate employees?

The facts of a legal case

During the summer vacation, college student Danny worked as a waiter in an upscale French restaurant. She is lucky to find such a job. Here, the hourly wage is $2.35, plus tips. During two dinners a day, her guests ordered an average of about 90 dollars. If they behave well, they will get a tip of 15%-20%, so she can earn a considerable income in one day.

When hiring Dany, the owner of the hotel, Gerdot, stressed the hope that employees would perform well and talked about the importance of working as a team with Qixin in the future of the company. Dany was encouraged and determined to do her best.

The boss Gerdot is very devoted and diligent in his work, but he is quick-tempered and easily loses his temper. When the restaurant becomes crowded and there are guests waiting to serve, he will shout to the chef in French, "Hurry up, it's as slow as a snail, even my grandmother is much faster than you!" " "

A few weeks ago, Gleiter never noticed Dany's existence. When he lectured the chef like that, Dany was glad that she had not been noticed by the boss. But she wanted to know why he didn't say a word to her after a few weeks. Danny did a good job, and the tip kept increasing, averaging 20%. The guests praised her for her quick and efficient service. Because she learned the skill of holding several dishes in one hand, this can reduce the number of times she runs back and forth in the kitchen and ensure the quality of service. She knows very well that providing truly high-quality service means making more efforts than others. Dany's warm service made the restaurant earn a lot of money from customers. Through study, Tani mastered the skill of recommending wine to customers. She always shuttles between tables to see if guests need to add various drinks. She can also vividly describe all kinds of high-end snacks to her guests and invite them to buy them. Occasionally, when French or French Canadians visit the store, she can talk to them in fluent French. She has a good memory and always remembers who ordered what food and delivered it in time. When guests leave, she always remembers to say goodbye to them and welcome them back.

Nevertheless, the boss didn't notice her. Every day she greets him, but he is just vague and perfunctory. However, one night, he finally talked to her. More precisely, when she dropped a bowl of stewed fish on the carpet, he began to yell at her like thunder. Although Dany felt very sorry and immediately wiped it with a sponge, the boss growled and asked her to deduct $8.95 from her salary, including $5 for fish and carpet cleaning. That night, on the way home, Dany felt angry and confused. Maybe she shouldn't try to serve four plates at a time, but it was just an accidental mistake by a temporary worker.

That's all. Why didn't the boss notice her enthusiasm for the guests? Why is the boss's praise so difficult?

The next day, she was very careful not to exceed two plates at a time. The speed slowed down and the tip was reduced. Due to the large number of guests, everyone almost trotted to serve food, but the boss still didn't listen to the beep: "Quick, quick, is there lead in your shoes?" Danny's tip has been reduced, which means that she will have to eat rice and noodles next semester. She had to continue to speed up, but psychologically prayed that she would never break the bowl again. She is looking forward to September, waiting for the boss to get rid of her work and ruthlessness.

Question:

(1) What are the characteristics of the management style adopted by Gedott? Do you think he is effective? Why?

(2) If you were Godot, how would you manage the restaurant?

(3) If you were Danny, how would you face a boss like Gerdot?

(4) Try to discuss how managers can effectively motivate employees to do their best.

Case 5 How to apply the two-factor theory?

The facts of a legal case

Steve's reward system has played an auspicious role by establishing a reward fund. The company determines the amount of the fund according to a certain proportion of the total annual salary, such as 5%. Mainly used for promotion, salary increase and performance reward next year. In theory, you can give more rewards to excellent people, but in fact, everyone should get a certain reward every year, no matter whether he is excellent, average or poor. Otherwise, managers will be in trouble. In order to reduce complaints, it was almost evenly distributed and did not play an incentive role. Because the number is small, it is actually useless for motivation. Steve was worried about it until he attended a management training class. In class, famous management experts commented that they overemphasized money and salary increase, pointing out that money can't motivate people! Then he listed some inspiring factors; Roughly as follows:

1, challenging work.

2. Interesting job.

3. Diversified jobs.

4. Freedom of movement.

5. responsibility.

6. A sense of accomplishment.

7. Personal growth and development.

8. Honor.

9. Happy cooperation.

10, excellent working conditions.

1 1, salary. The salary comes last, which is amazing. From then on, Steve no longer cared about the limit of salary increase. One week after the seminar, he evaluated an excellent employee who had just finished his first anniversary. Steve first emphasized his contribution and especially praised his work achievements in the past year. Then it discusses how to enrich its work in the future and make it more interesting and challenging. In the future, the work in the next few months has set the goal and the way to achieve it, as well as the corresponding evaluation criteria. Finally, when talking about the amount of salary increase, employees were extremely dissatisfied and angry: "What? Only 5%! You'd better leave those beautiful words to others-compliments are not to be eaten! "

Question:

(1) What do you know about the two-factor theory? Under what circumstances and for what kind of people? When does it expire? Can you make some changes to it?

(2) Do you think Steve did something wrong? Is there something wrong with its management art? Or is the theory wrong?

(3) If you were Steve, how would you evaluate the employee? So that employees can continue to work hard in the future.

Case study of enterprise management

Business strategy of star company

Star Company is a small private enterprise that produces and sells electronic products. Founded in Zhongguancun, Beijing, 1996. At the beginning, it had only three employees and assets of less than 20,000 yuan.

After six years of painstaking efforts, it has developed into a group company with 16 subsidiaries, 300 employees and assets of nearly 200 million.

The company's business scope covers more than ten fields such as communication, security and network application, and operates more than 500 kinds of products.

The rapid development of the company depends on the pragmatic and efficient strategic choice and the ability to operate and grasp the enterprise strategy.

In the long-term market practice, star companies have found a shortcut suitable for their own development, that is, seeking stable large enterprises as their relatively fixed partners.

They believe that small enterprises should not only produce special products that others can't compete with you, but also find one or several large enterprises as their relatively fixed partners to supply their products for a long time.

In this way, our products will have a stable market and the output will remain relatively stable.

In 2000, four years after its establishment, the company found a big foreign buyer. Every year, the company bought a series of supporting products of about $8 million from Interstellar, which made the company's products have a relatively fixed export route, and at the same time, the company's popularity was improved unprecedentedly.

Analysis:

1. What business strategy did the star company adopt? Briefly introduce the strategy.

A: Star companies have adopted the strategy of relying on business.

The so-called "attachment" means that the production, operation and development of this enterprise are relatively fixed or grafted on a large enterprise or enterprise group, which becomes an integral part of the serial production of this enterprise.

For small enterprises, "attachment" is an effective way to realize enterprise collectivization on the basis of specialization.

For example, Star Company has found a big foreign buyer, and a series of supporting products with an annual cost of about 8 million US dollars have made its products have a fixed market, thus reducing business risks.

2. What business strategies do you think star companies can adopt as small enterprises?

A: As a small enterprise, a star company can also adopt regional-oriented business strategy, industrial structure-oriented business strategy, "crevice" development business strategy and joint competitive business strategy.