Bosses, Not To Blame, Please Leave Alone.

Like a company, there are decision-making level, management level and executive level.

Each level has its corresponding responsibilities and rights: the decision-making power is responsible for the business strategy, planning and production tasks of the enterprise; the management is responsible for plan management and organization production; the executive layer is responsible for the specific implementation operation.

If the boss of the enterprise can not correctly treat the objective facts existing in this management, it will inevitably appear in one or more of these problems in management.

On the surface, he is a very responsible leader, but in fact he violates the command principle of "no matter which job is, and an employee should accept the command of a leader". He has committed ultra vires command errors.

The attendance of employees is originally the management scope of the human resources department. The attitude of the administrative staff is the management scope of the administrative department of the company's office director. The task of the boss is to work out the business strategy and production plan of the enterprise, and the personnel he manages should be the person in charge of all the workshops and functional departments.

For employees, the boss will talk about the East for a while, but the director will not be unified. He will make many doors and cross duplication, so that they will not know what to do.

Management should have a hierarchy, and enterprise leaders should embody this level in management so as to avoid the phenomenon of "going to another place".

If the boss of an enterprise goes beyond the power and directs everything, everything is not at ease, from the business strategy of the enterprise to the production plan of the workshop, then to the tighten of the screw of the machine, and whether the office windows are clean or not, so it fits perfectly with the mental habits of those lazy people: they do not want to move their brains, do not want to think, just reach out, they can finish the work, and they are not responsible for any problems.

At the moment, the boss has everything to do. Who would not like such a "good" boss?

And when he was away from office, he went out for less than three days. Letters and phone calls that reflected the company's problems were endless, and they were all trivial matters within the company.

This made my boss have to finish the week's business activities ahead of schedule and rush back to deal with the trivial problems.

In terms of management effectiveness, this is a very bad situation.

Creativity can only be reflected in continuous practice, and the leadership of ultra power commanding just cut off the passageway to creativity, so that the behavior of employees and subordinates completely obey their personal command and command.

If they grow up, they will think that they want to think white. Everything is arranged for the boss. Even if there are good ideas, it is hard to see the day.

Personal creativity can not be reflected in the process of starting a company, and there is nothing positive about it. Slowly, people become machines. If something goes wrong, they cease to work. Only when the boss comes to repair, can they continue to operate without any initiative.

For those talented and capable subordinates or employees, they will be more eager to embody their values than ordinary people, but they can not be reflected everywhere in their work. Under such circumstances, there will inevitably be a sense of depression, long time, or they are going to work here.

The problem is that we should adopt the right way of management and discipline the right target. If we should take the ultra vires command as a temporary emergency measure in a very urgent situation, we must also inform the subordinates immediately after the division of labor, so as not to cause management disorder.