People-management philosophy and the use of seminars in China's enterprises

Summary: people-management philosophy of understanding and use of business development in China today is very important, the current time when China's economic restructuring and industrial upgrading critical period, a more comprehensive understanding of the formation process of the management of people, grasp its essence, to respect and to protect the human rights of employees as the foundation to help employees enhance self-management, in the current work status as the focal point of attention to the role of business leaders, who attach importance to the traditional culture of the role of the management concept from the above four aspects, and strengthen human The management concept in China's enterprises use.

Keywords: people-management philosophy, formation, use

Management philosophy is an enterprise in the course of business in accordance with business ideas, values, codes of conduct, etc., it is the various activities of the business premise and foundation. The people-management philosophy is based on the traditional management concepts and further development and extension, which emphasizes human rights and human development emphasis.

1 The formation of this management concept
The early 1980s, represented by Tom Peters • the management of "irrationalism" ideas, the first to advocate science and reason to the impact of traditional management initiated and led a management scholars to "return point" the theme of the management revolution .20 in the late 1980s early 1990s, but also a "revolutionary forces" are also targeting the strict division of labor and machinery to the bureaucracy as a symbol of traditional management theory, which is based on Michael • Hanmer and James • Ciampi as the representative of "recycling revolution" .1990, Michael • Hanmer in <<Harvard Business Review>> published an article entitled "Reengineering: not automatic, but the re-start" the article, first proposed re-thinking enterprise, causing a strong reaction .1993, he and James Champy co • a <<recycling business - business revolution in the Declaration>>, a book that re-development of the principle, clearly the reengineering concept. Hanmer, and Ciampi that reengineering is not established now for something superficial reform or adjustment for repair, but must fundamentally rethink the fundamental beliefs have been formed, such as division of labor, ideology, hierarchy , scale, standardized production and bureaucracy, etc., and that the reengineering process from start to be reborn on the process of radical transformation, "in order to present the key measure of performance, such as cost, quality, service, and speed to obtain a dramatic improvement. "
1990s, a contemporary organization and management to better reflect the significance of the management of the new theory, attracted worldwide attention, which is represented by Peter Senge • "learning organization" theory .1990 • Peter Senge published in a <<The Fifth Discipline - the art of learning organization and Practice, "a book in the book, Senge system to explain the basic characteristics of a learning organization and that the enterprise learning organizations to achieve the changes to be the Fifth Discipline: self-transcendence (Personal Mastery, to change the mental models (Improving Mental Models, to establish a common vision (Building Shared Vision), team learning (Team Learning, Systems Thinking (System Thinking and so on. "learning organization" reflects both contemporary of the "authoritative organization," the helpless and the future vision of the ideal organization, and also reflects the lives of contemporary people in the organization or management of people's deep concern, as Peter • Senge said, "The real learning involving one reason why the man in this sense the core through the study, we re-create themselves through learning, we can do from the failure to do things, new understanding of the world and our relationship is saying, and expanded create the future of energy in fact you and I are deeply heart of this real desire to learn and this is the essence of a learning organization. "
For the West since the 1980s, emerged in the field of management of these "revolutionary" theory, contains a new, revolutionary management philosophy, which is "people-oriented" management philosophy. Represented by Tom Peters • management of "irrationalism" ideas, though they do not fully reveal the human reality, complete nature, but he has to people's emotional or rational side, based on the supremacy of the traditional rational management launched impact, and intended to re-focus management attention back to "people" this point up to Michael Hammer and James • • Ciampi as the representative of "reengineering theory", albeit from the "business process" to start the traditional "heavy division, light integration" of a critical business processes and reengineering or restructuring proposed new ideas. "new idea" why has the revolution is significant in that it aims to completely change the "people to adapt to the division of labor to adapt to the process, "the material of the management thinking, re-laying" processes or operations to adapt to people, "" Management at the service of "the people-management philosophy," learning organization ", although not as traditional as the organization gives a clear or operational organizational structure, organizational boundaries and competence of the organization, but it is in this "seemingly abstract or difficult to operate," the new organization, but contains the human ideals, vision and future of a "let everyone in by the work of the organization to live out the meaning of life "people-centered concept of organization .20 since the 1980s, the field of management in the West, the emergence of these new management theory, is labeled" management revolution ", is not the It is a complete system or content, but rather it is a profound concept of these management theories really have gone beyond the traditional management theory on "how to manage, how to manage" the operational aspects of the research, and extension of the tentacles of the study to "What is the management, why management" in management in the seemingly "self-evident," the conceptual level, and make long been a scientific, rational and efficient obscured by the "people-oriented" management philosophy to emerge.

Management community at home and abroad are the "people-oriented" management philosophy has shown a high degree of recognition, but in such a high degree of identity but contains in it under a different understanding, according to Fudan University, Professor Ming-Jie Rui view of the current people understanding of people management can be divided into two levels of understanding. The first level that "the human factor as the management of the primary factors in the fact and nature of factors. ... ... that the first people in the management process to establish the dominant position, and then mobilize the enterprise around the people's initiative, enthusiasm and creativity to expand the business of all management activities. "The second level that is" people-oriented businesses through management activities and to practice as much output to exercise people's will, mental, intellectual and physical, through competitive production and business activities, to improve the people's will and character, to improve human intelligence, to enhance people's physical, people get entangled in the life beyond the needs of a more comprehensive free development. "Ming-Jie Rui Professor clear that the real people-oriented management is not the first level of understanding, but the second level of understanding." Right now many people are not the management companies, many people understand the 'people-centered' management theory and methods, it seems that people management is a concept that attention, and concern for people, it seems that people management is a good man's ideological work, to mobilize their labor enthusiasm for good interpersonal coordination, it seems that people management is the development of human resources , the importance and use of human capital if the 'people management' is so understood, then the enterprise is to achieve people-management business, but a means of utilitarian goals only, not any significant breakthrough, because the actual behavioral sciences part of the answer has been given our understanding of human management is seeking the comprehensive, free development of the ultimate purpose of management. "and some scholars who summarized the administration" 3P "management, that of the people ( the most important resource is its people, by the people (business people rely on production and business activities, for the people (business is to meet human needs exist.

Scientific management through a "great mental revolution" established by the people "believe that the subjective experience and personal will" to "I believe the objective law and science," the concept of scientific management or efficiency of management concepts, people management through a "great mental revolution "to be established to allow people from the" one-sided believe in reason, science, and by human reason, the efficiency of science accessible "to" believe that man is the master of management, science and efficiency is only human self-realization and development means "people-oriented management philosophy.

Links to free download http://www.hi138.com 2 people-management concepts in business management in China's use of
There are different because the nature of China's enterprises, and enterprises of all types of development and management level are not exactly the same, therefore, on people-management philosophy in our business use of the main measures, only a certain level in the management of targeted ideas a few suggestions, hoping to use people for our business management concept to provide reference and reference.

(1 in China's enterprise management actively promote people-management philosophy, continuous improvement and protection of human rights of employees. People-management philosophy of the foundation and the premise is to fully protect the rights of employees of Human Rights is that everyone can enjoy equal without causing conflict between the rights and human rights as opposed to a privilege, it is only a few people in a particular space and time can enjoy, if everyone can enjoy the privilege, would inevitably lead to contradictions and conflicts. To sum up human rights have the right to life, personal inviolability, privacy, visual freedom, freedom of thought, freedom of expression and the right to private property ownership, and so the Constitution is obviously standing position on human rights developed. China's criminal law is to protect human rights stand and punish human rights violations on the position of this end, our companies want bigger and stronger, sustainable development, we must first be able to respect human rights.

(2 to help employees understand the "present" the meaning of experience "now" working condition. Seize the essence of life exist in the present moment, to achieve a happy, efficient and creative work as employees subject to their own mode of thinking and inertia, with pressure, many of the problems, all kinds of chaotic scenes work of thinking, attention is often not on the current work, but the employees identify with their thinking, also recognized his work performance, or that this is a normal phenomenon , which is working if we can make workers understand the nature of life can only exist in the present moment, present moment there is only one form of life, at this moment the moment is that everyone can have everything to lose the moment, the moment will be lost, everything would have been impossible. to make employees understand the importance of the moment to enter To encourage their employees to actively experience the "now" working condition when the employee is in "right now" working condition, staff will beyond thinking, and thinking there will be the moment of life services, not restrict, control and influence the existence of the moment this time, affect the working status of employees unhappy and struggling all will disappear, staff will be full of joy, ease and easy, then, also entered the calm, efficient and creative work of the present state employees will use their creative thinking in work, thinking of the body will be linked together with the staff, not thinking virtual all the implications and constraints, the staff began to use their own creative thinking, when employees need an answer, a solution or an idea, the staff's attention with their current strength of unity, when the mind becomes fresh and has a creativity and experience the current state of the method, we recommend that the staff have more contact with nature, qualified enterprises, organizations, employees may use vacation to some beautiful scenic areas to travel when the employee to a beautiful, picturesque place, will automatically stay away from thinking, employees will feel the joy, happiness, comfortable and relaxed, while this state is the current status of employees in the work, if there is such a state, we call into the current working state employees.

(3 to help people achieve self-management and services due to current work status is employee self-realization, there is one with the nature of life needs while on business management is to improve employee productivity and creativity needs to play, both essentially the same between the target and therefore, in order to further increase the work of employees into the current state of efforts, we not only have to set up a special employee counseling department, this is not simply a special counseling department of psychological counseling for employees, to employees about state that the significance of the moment, or to help employees experience the present state, we also need to create a current state employee measurement indicators, the indicator system by the staff of the health status, emotional state, efficiency, creativity, job satisfaction, constitute a harmonious team performance, etc. This indicator system for business managers and employees are very important to the reference value, current state employees more if the target value is low, that is, work not in the current state, indicating that appear in business management issues, corporate management in protecting the interests of employees on the need to improve and protect the place, if the current state of a small number of workers have low index values, which employees work a certain extent, explain the present work is not in the state, subject to the constraints of thinking, attention not focused to present the work so you can better help and guide people into the current state, and steady work in the present state of the other hand we want the essence of China's traditional culture of the employees of the profound impact to attention. China's traditional culture, the impact on people is very far-reaching, said the inaction and everything, the concept of Heaven, the Confucian concept of people-have a deep impact on people, so I traditional culture in the enterprise the widespread, self-management employees, beyond the constraints of thinking into the current working state of great help. Links to free download http://www.hi138.com