Little story, big truth
Spider repair network
In a shabby temple there lived two spiders, one under the roof and one on the shrine. One day, the roof of the old temple collapsed. Fortunately, two spiders were not injured. They were still busy weaving spider webs on their own sites. Within a few days, the spider on the shrine found that his net was always broken. A small bird flies over, and a small breeze blows him up for a long time. He asked the spiders under the eaves: "Our silk does not make a difference, the place of work has not changed, why my net is always broken, and yours is all right?" The spider under the eaves smiles and says: "Do you Didn't find the roof on our head is gone?"
The truth: Repairing the network is naturally important, but understanding the causes of network disruption is more important. Companies often see managers who are rushing around, and the managers who act as firefighters in management are just like the busy spiders, not thinking about the root cause of the problem.
Frightened people
One person is slow to do anything and never seems to know what to call anxious.
One day, he walked alone on the road, this road is very remote, because there are almost no one to go. When this person still walked as usual, he followed two robbers who were ready to rob. Because there are no other people in the world, this person's actions are very slow and the robbers are ready to start. But the chronic son walking in front of him suddenly went faster and faster, not because he discovered the plot of the bad guys, but because he suddenly discovered that when he was walking on the road, there was always a dark shadow following him, and he squatted on the ground and walked on his own. One step left a footprint. So he was very scared in his heart. He took a few steps and looked backwards. A series of footprints had been connected to his feet. A shadow was attached to the footprints. He was terrified and bent on getting rid of this dark shadow and these footprints, he accelerated his pace. But he walked tightly, and his shadow followed the slow heel. He couldn't get rid of them. This made him upset and fearful. Because of fear, he began to run hard and tried to get rid of shadows and footprints. Of course, the faster he runs, the faster the shadow will follow. The more steps he takes, the more his footprints will be. So he ran harder and did not dare to stop for a moment. When he finally ran home, he found that the shadows and footprints had disappeared, which made him finally settle down. He completely did not think that it was because of the stupid fear of the shadows and footprints that he had got rid of the two robbers and escaped a disaster.
Reason: After reading this story, we first thought that this man is really stupid. As long as there is light there will be shadows, there is no need to have fear, but there is no need to get rid of it. Even if you do not want to see your own shadow and hate your own footprints, you only need to go to the shadows for a stop. It is impossible to get rid of shadows and footprints by running. But from another perspective, although the person in the story is stupid, the fear of shadows and footprints can make him run. The enlightenment that we get from it is that whether it is fear or satisfaction, it can greatly motivate the internal drive of employees and allow everyone to run quickly.
Do not let “General†be a “shoemakerâ€
A tourist came to heaven, and the beautiful view of heaven charmed him. He lingered and strolled, and before moving to a palace, he stepped involuntarily. He saw Saint Peter in the middle and a group of angels dressed in white clothes. When Saint Peter saw someone entering, he asked the tourists if there was anything.
"Can I meet with the greatest general who ever lived in the world?" asked the visitor. "Oh, this is this one." Saint Peter pointedly pointed to an angel standing by his side.
"However, the respected saint, he is not the greatest general, he is just an ordinary shoemaker in the world." Tourists recognise for a moment and say with certainty.
"Yes, you are right. But if he became a general at that time, he would be a great general," said Saint Peter, very sadly.
Theories: This story reminds us that we must pay attention to nurturing our creative abilities and allow ourselves to "break and miss", "what we think", "be different", "adventure", "challenge", etc., to break the conventional way of thinking; to inspire ourselves The inner potential, do not bury their own ability. In this way, employees who could have been "General" did not become "shoemakers." In the same way, as a business leader, build a development platform for your employees and let more "generals" emerge.
Mowing boy
A boy who is mowing the grass for a person calls a Mrs. Chen and says, "Do you need to cut grass?"
Mrs. Chen replied: "No, I already have a mower."
The boy added: "I will help you to remove the weeds from the flowers."
Mrs. Chen replied: "My lawn mower also did it."
The boy added: "I will help you to cut the grass and walk around."
Mrs. Chen said: "The person I hired has already done it. Thank you, I don't need a new mower."
The boy hung up and the boy’s roommate asked him, “Didn't you just mow Mrs. Chen to work? Why did you call this?â€
The boy said: "I just want to know how good I am!"
Theorem: Only by constantly inquiring about the customer's evaluation, can you know your strengths and weaknesses. Do not follow Cao's rules. Think about why you are doing what you want and ask why.
Two bears match honey
Black bears and brown bears like to eat honey and they all live on beekeeping. They each have a beehive and keep the same number of bees. One day, they decided to match to see who the bees had produced.
The black bear thinks that the production of honey depends on the "visits" of bees on flowers every day. So it bought an expensive performance management system that measures the amount of bee visits. In its opinion, the amount of flowers the bees are in contact with is the workload. After each quarter, the black bear announces the workload of each bee. At the same time, the black bear has established an award to reward the most visited bees. But it never tells bees that it is playing against brown bears, it just makes it's bee game traffic.
Brown bears and black bears think differently. It believes that how much honey the bees can produce depends on how much nectar they collect each day—the more honey they have, the more honey they make. So it straightforwardly told the public bees: It is playing with the black bear to see who produced more honey. It spent a small amount of money to buy a performance management system, measuring the amount of honey collected by each bee each day and the amount of honey produced by the entire beehive every day, and announced the results of the survey. It also set up a reward system to honour the honeybees who collected the most nectar in the month. If the total production of bees in a month is higher than that in the previous month, all bees will receive different levels of rewards.
One year passed, and two bears watched the result of the game. The black bear's honey was less than half that of the brown bear.
Black Bear's assessment system is accurate, but its assessment of performance is not directly related to the final performance. The black bear's bees do not collect as much nectar as possible in order to increase the number of visits, because the more nectar they take, the slower they fly, and the fewer visitors per day. In addition, the black bear was originally designed to allow the bees to collect more information to make them compete. Since the reward scope is too small, the competition for collecting more information becomes mutual blockade information. The competition between bees is too stressful. Even if a bee has valuable information, such as a huge eucalyptus forest somewhere, it is not willing to share this information with other bees.
The brown bear's bee is not the same, because it is not limited to rewarding a bee. In order to collect more nectar, the bees cooperate with each other, and the sensitive, fast-smelling bees are responsible for exploring where the flowers are best, and then come back to tell the strength. Big bees gather there to collect nectar, and the remaining bees are responsible for storing the collected nectar and making it into honey. Although most of the nectar collected can get the most rewards, other bees can also get some benefits, so the bees are far from the point where everyone is in danger of disintegrating each other.
Theorem: Incentives are a means to motivate competition among employees, but in contrast, the team spirit that inspires all employees is particularly prominent. Performance appraisal is focused on activities, or on the final results, managers must consider carefully. Just as the commander of the band can command different abilities, the band will respond differently: either playing in a disorderly manner or showing passion and talent.
Balance management
H Computer Corporation is a technology application company. When the company was founded, the board of directors had hired excellent employee A from the real estate company's computer service department as the company's manager. The reasons are: A has a high level of technical skills in computer application and intelligent engineering implementation and is an expert. A took office for three months, worked actively and diligently, and led employees to study technical business assiduously. However, he does not know how to operate and manage, and the company's operations are in a state of stagnation. The board of directors decided to remove it, but improper handling would dampen A and negatively affect all aspects.
How to balance, the directors proposed their own ideas. Director C's opinion: he was elected to the board of directors and then served as the company's technical director. Director Z’s opinion: Let him be the deputy manager of the branch of technology and enjoy the treatment of the manager. Director Y’s opinion: What we need is a manager who understands management and can lead employees to expand their business scale and create benefits. Since he is not able to do so, he will be dismissed to let him specialize in business. Isn't that all right? The current business-to-people management does not need to worry too much. Director S’s opinion: Bring him back, give him a bonus of 3,000 yuan, and open a farewell party to leave for a meal.
The view of Chairman H (the authority of the leadership): 1.A is an excellent employee with technology and is the wealth of the enterprise. We did not give him a good position. This is our mistake. 2.A is what the company needs most. The professional talents, the company is relying on the development of such top technology, and the transfer of him will affect the company's technical work. 3. At present, our selected manager J has business management experience, but the technical business is not very familiar and needs A help. It is not appropriate to add A to the board of directors. If he is the director and the general manager of the technology instead of the new manager of the director, he will have difficulty in the leadership work. 4. If A is simply replaced, it will have a big negative impact. This issue should not be simplistic; 5. My opinion is to set up a general manager and I will serve concurrently. Set up two general manager assistants, the proposed manager J is the assistant to the general manager responsible for the company's daily operation and management, A is the assistant to the general manager and the manager of the technical department, and we should actively cultivate young outstanding employees A (24 years old). The policy, through passing, helping, and bringing, has enabled him to maintain a high level of business while achieving breakthroughs in business management. Through a period of time, when it is appropriate, I will withdraw. At that time, I must establish a stable and capable leadership team.
H’s opinion was implemented immediately after the passage of the company’s operating conditions and A’s continued diligence. Six months later, H retired, J was the general manager, and A was the deputy general manager in charge of the technology. The company worked well.
Theorem: Management is a work that requires more brain work. When considering issues, we need to be comprehensive. We must not only make decisions by seeing only one aspect of the matter. All should take the enterprise's development, the reasonable use of the staff as the goal, consider thoroughly, can make the more perfect decision.Joint Rehabilitation Tape
I. Description
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The specification of the tape consists of two layers, adhesive layer and film backing
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Resistant to UV
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Cold applied
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