Management of the dog story (from Sina)

 Management of the dog story

so a career fable dog story, maybe some people read, but that's okay, really interesting. More importantly, the Inspiration and management philosophy contains contains the broad range of books to me with a deep sigh hates few when goes. I hope more people can see that this parable, can be enlightening. is only from the perspective of human resource management to talk about My plain view, please correct me.
story begins like this:
a rabbit out of the nest dogs, has been after him, chasing a long time still not caught. shepherd saw this scene, and laugh between the two dogs that you run a small but much faster. hound replied: You do not know, we are running two completely different! I just order a meal and run, he was running for their lives and Yeah!
target
words heard by hunters, hunters think: dogs are right ah, I want to get more prey, was to think of a positive solution. As a result, hunters and bought a few dogs, who can catch in hunting rabbits, you can get a few bones, can not catch no food to eat. This move really useful for dogs who have to work hard chasing rabbits, because no one wants to look at it for a bone eat, not eating their own.
so, after a period of time, the problem arose. big rabbit is very difficult to catch, good catch small rabbits, but the rewards are big rabbit caught and got caught a small rabbit bone almost, dogs are good at observation, discovered the trick, specially to catch the little rabbit. slowly, we have found this trick. hunter hounds, said: Recently, the rabbit you catch getting smaller and smaller, why? hounds say : not much difference anyway, why charge such force it to catch those big?
power
hunters after reflection, decided not to share with whether the number of bone hook caught the rabbit, but After a time using the statistical dogs caught a total weight of the rabbit. by weight to evaluate the dogs, the treatment decision for some time. So the number of dogs have caught the rabbit and the weight increased. hunters very happy. but after a period of time, hunters found that the number of dogs and rabbits were caught less, and the more experienced dogs, decrease the number of rabbits to catch more interest. So they ask the dog hunters. hounds that we are the best time dedicated to you, the owner, but we will grow old over time, when we catch a rabbit when you eat it will give us the bones?
long bones
power line of hunters do reward decisions. Analysis and summary of all the dogs caught the rabbit number and weight, provides that if a rabbit caught more than a certain number, even catching a rabbit, every meal can get a certain number of bones. dogs are very happy, we are all striving to achieve the required number of hunters. After some time, finally has some hound hunters reached the required number. At this time, including a hunting dog, said: We are so hard, only got a few bones, and we catch prey much more than this a few bones. Why can not we give their hunting rabbits? a result, some dogs left the hunters, their hunting rabbits go.
a combination of bone and flesh hunter awareness
the dogs are losing, and those who lost their dogs like dogs and the dogs usually grab the rabbit. the situation getting worse, hunters forced to lure a stray dog, stray dogs in the end asked him where stronger than the dog? wild dogs said: dogs eat bones, spits out the flesh ah! Then he said: not all dogs are Dun Dun has the meat, no bones, most of the last lick! otherwise you will not be tempted by you. So Hunter carried out reforms to make the addition to the basic bones of each dog, the availability of its total rabbit hunting n%, and with the service longer, larger contribution, the ratio can be increased and the right to share the Hunter The total rabbit meat m%. In this way, dogs have to work together with the hunters, the dogs are forced to suffer a great deal, return to dog teams have strong demand. the story continues.
only permanent interests, no permanent friends
the past one day at a time, winter, rabbits fewer and fewer hunters harvest even a single day than one day. and those long hours are too old to old dogs caught the rabbit, but still in the carefree enjoying self-righteous that they deserve a large portion of food. Then one day the hunter can no longer bear them out the door, because hunters need more able-bodied dog.
Birth of MicroBone Co.
be swept out of the old dogs have got a lot of money in compensation, so they set up MicroBone company. the way they used to recruit Franchise wild dogs, wild dogs are taught to rabbit hunting skills, they have the rabbit hunting as a management fee to extract part of the . When almost all the compensation for advertising, they finally have enough dogs to join, the company began to win profits. A year later, they acquired possessions hunter hh
Development of MicroBone Co.
MicroBone the company promised to join the wild dogs can get n% of the shares of the company, which is too tempting. These talents are the dogs themselves as they all believe they have found the Concert: finally did the company's master. no longer bear hunter dictated to by their unhappiness, no longer enough to catch rabbits and working so hard, they do not give the hunter begged helplessly with the bones of the play was both delicate and charming. All of these dogs, this more than good enough to eat two bones. So dogs are a family and I joined the MicroBone, studied under some of the young hunters started hunting dogs around the corner, many think he is wise or even practical stupid hunters also want to join. many of the same type established companies, such as springing, BoneEase, Bone.com, ChinaBonehh a time, the forest hilarious.
F4
hunter with the birth of the money onto the sale of the company walked the streets of the old dogs, the last untold hardships in talks with the MicroBone time, the old hound hunters agreed surprisingly well, sold the company to MicroBone hunters. old dogs are no longer run the company and began to write his autobiography, stories onto the screen, called only from the perspective of human resource management related to talk about my understanding, hope to initiate.
one based on human resource management: the need for power is to generate behavior, human resource managers should keep abreast of employee needs, and targeted response measures. Whenever professional conduct or management of human resources management system, learning or training professional should have contacted their counterparts in psychology or organizational behavior management course, the reason this course is to research organizations through the psychological and human behavior and its laws, to improve management of forecasting, lead and control the ability of human behavior to achieve the stated objectives of the scientific organization. which has a very well-known theory - Maslow's hierarchy of needs theory, which describes the needs of ordinary people level, and that human behavior is always driven to decide. Similarly, as a human resources manager, human resources staff, whether staff or line management, should be to our hunters learn to keep abreast of the reasonable needs of employees, The starting point for formulating policy. will be removed in the management of employees, the end result will only be behind closed doors, away from the policy with the actual situation, or do not meet.
Sanjia a training seminar was how to retain employees, it was suggested high rate of employee turnover problem of how to do, consulting with colleagues who had done a bit emotional exposition of several major modules starting from the personnel to do some work in earnest instructions, the words too well; moved the rest, the heart next to, such and such is good, If we can do that, the whole level of management should be concerned are able to achieve a higher level. Because employee retention is indeed a very systematic work related to human resources management and all aspects of management practice. In the long run, the real Department of Human Resources Management to do, so the higher standards that can solve the problem of maintaining the stability of the staff, but requires time, energy and exploration. short-term effective method I think it was investigating the reasons for departure or exit interviews to understand the real reason for employee turnover, employee turnover because there are all kinds of opportunity cost will be considered only if the employee failed to meet a demand or after long-term efforts have not reached the time , so that employees will have left away from the intended result. brings together the findings of the month or months, I believe the real reason will be resolved, which is the principal contradiction, the first concentrated efforts to resolve major conflicts, raise employee confidence in the management of human resources, thereby a series of work, I think the success rate of human resource management will be higher.
the same time, from the story should also be seen in different stages, the demand for dogs is not the same, just as Ma as Slovenia's hierarchy of needs theory. from the original hope that the wishes of elderly frail bones when eating bones to eat, then eat rabbit meat is hope, and finally formed his own company, the solution slowly from the beginning to the subsequent physiological needs hope to self-realization, if the human resources management ignored these demands, and ultimately can only lead to the loss of hunting dogs, so that more competitors, more.
course, the application of the theory of demand the company will be better or at the end of employee satisfaction survey conducted in early, this is a heavy task of the project, is relatively necessary work. Only in this way, a more accurate understanding of the needs of most employees to review the past work of the shortcomings, we see the so-called The policy is consistent with public opinion, and only let the real aspects of human resource management of human resources is accepted accepted, will have a more far-reaching effects.
Second, proper assessment, allocation and incentives.
the development of the whole story can also be institutional change is a small microcosm of the initial allocation is based on quantity, short on quality, that is, the size of the rabbit is also divided, and work with different difficulty. totally based on the number of distribution, like eating a big pot, a kind of Ganhaoganhuai seriously affected the enthusiasm of the staff, resulting in fewer and fewer big rabbit; then reform, according to the number of rabbits for some time and quality assessment to determine the distribution of the amount of the next stage. for distribution only to consider the short-term benefits, ignoring the long-term interests of rabbits, causing dissatisfaction. However, given the long-term interests of the rabbit, linked directly with the game, but affect the interests of hunters, so the interests of employers and employees into conflict of interest. in the end how the short-term benefits and long-term interests of the combined Without prejudice to the interests of employers under the premise of the artisans hard to stay in long-term services? But behind the story tells us that there is a way which is comparatively long ago naughty fiercely ESOP allocation method, called a distribution system major undertaking, do no harm to the employer's immediate interests, but also stimulate the enthusiasm of the staff, but also play a long-term effectiveness of employees, one three, why not?
purpose of the assessment there are many, many cases will be linked to evaluation and compensation, that compensation be adjusted according to test results, making the test results of the effectiveness of larger, more play. as a result of such examination and immediate link, therefore, assessment criteria, assessment the surface waiting to be fair and impartial nature of the discussion of human resource workers and practice. In short, the assessment is placed in every human resources management in front of a rather technical workers and see the intellectual challenge of the beholder.
distribution should be combination of incentives, therefore we have raised the pay of experts and scholars should be designed to achieve internal and external equity, external competitiveness is likely to find a more appropriate staff. of course, pay and other incentives, and not just the visible things, on the one hand above talked about the needs of employees should be combined with the other hand, to combine the material and spiritual, we can really achieve the purpose of motivation.
Third, human resource management should also establish career design. as predicted in the Speaking of old dogs despite being swept out in the end come to be the story of the development is not to lament the old dogs to hunt rabbits and old hunters and dedicated his life experience, actually end up struggling; old hunter did not condemn without any human morality, actually In this way the old hunting dog dare out the door. because it is a reality being accepted by all standards, enterprise management from the small workshop of human management has slowly toward institutionalization and humanity, the result of market-oriented and the survival of the fittest is the most reasonable rules. or the development of the story you finally attracted smiled, but also a meaningful smile, as the last glory of the old hound may have been subject to business model for entrepreneurs, but also workplace managers a relatively good way.
back to our discussion of Maslow's hierarchy of needs theory, a long time ago, when the demand for lower level employees are bound to go after the higher level to meet the needs of the pursuit, and the current structure from the employees point of view, has been slow slow to diversify, SOHU family, Gone with the Wind family, work is no longer necessary means of livelihood, there is growing emphasis on the spiritual enjoyment and self-realization, embodied in the work or other aspects of self and life satisfaction. So new issues arise In the face of human resource managers, how to staff or to their career planning, what kind of vision or motivate yourself then?
old beagle dogs during routine work, it must also silently practice their skills, what skills into the theory, there was a general manager, after reading this fable, sighed and said: change is constant, emphasizing the importance of awareness of innovation; weapons do not last long, long article. this sentence are more philosophical, because there are so an introduction to the story: always get less work, and get to work, are not much more. think about the fact that if indeed this is.
Although it is absurd story However, there is very philosophical.
every successful manager if the words do not attach importance to this,
perhaps one day will be your dogs have acquired.
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