用《周易》透析管理企业培训短板（Using Zhouyi to dialysis management enterprise training short board）

用《周易》透析管理企业 培训 焊锡培训资料ppt免费下载焊接培训教程 ppt 下载特设培训下载班长管理培训下载培训时间表下载 短板（Using Zhouyi to dialysis management enterprise training short board） 用《周易》透析管理企业培训短板(Using Zhouyi to dialysis management enterprise training short board) ??? managers will want to get "good luck" in the operation of enterprises, to seize the initiative in the market competition, the crisis in the transit crisis, which is the Confucian classic "Zhouyi" to "Epiphany". Today we are certainly not like the ancients to make decisions that divination absurd and helpless, but may be ironic, dialysis occurred in the management of the "short board", so as to turn bad into good, make it become the reference management tools. Cracking performance appraisal problems? Scientific management uses a reduction method to decompose the management unit to improve work efficiency. It worked very well in the early days. But when we apply this model to the whole system, we often expose the unexpected "short board"". The more prominent example is the failure of performance appraisal, for example, "performance ism" destroyed SONY, a famous Japanese enterprise. Since performance management is considered scientific, why is the rate of success not high? Thinking in Zhouyi helps to solve this difficult problem. ??? in the performance management is a typical management tool called the Balanced Scorecard as a strategic management system, the strategic goal of transformation company's performance evaluation index system, provides a framework for the management of managers. Interestingly, the Balanced Scorecard in finance, customer, internal processes, learning four indicators can be regarded as the orientation in the "four", corresponding to earthquake, ridge, away, against; again according to the target, plan, evaluation of four aspects of organization and implementation, just form a corresponding the "book of changes" in the gossip: ??? dry, Kun, Zhen, Xun, Kan, from Burgundy, against the Target planning, process evaluation, financial learning indicators, customer Gossip is an organic system that cannot be separated. The Sony Corp's former Managing Director Ron outer server in the "SONY" performance doctrine ruined the paper points out that a source of SONY's failure is from around 1995 began to implement the performance management, the company set up a special organization, making very detailed evaluation criteria, and determine the remuneration according to the evaluation of each person. This does not seem wrong, but when it spreads to the performance of the doctrine, according to the book of changes in the spirit, apparently ignored the forces between the gossip. Originally, combining with the middle concept which has always been emphasized in the book of changes, Bagua formed a group of figures: 4, 9, 2 Earthquake 3, 5 against 7 ??? 8 Gen Kan 1 dry 6 ??? in the groups, both from the horizontal direction, vertical direction and slant direction will add three numbers, and the 15. is this phenomenon we can abstract thinking on the significance of the system of quality. This tells us that when we decompose the whole into parts, we must be aware of the formation and retention of a systematic quality among the various parts, such as Zhu Geliang's nosy array. Although it is difficult to recover later Zhu Geliang's gossip, but one thing is clear, the gossip was amazing, because the enemy is no matter where a range into the array, will be equally strong (15) force of the blow. Understand? This is the reason why we can see why the performance doctrine destroyed SONY at that time, that is, it is similar in appearance and scattered when using the balanced scorecard. In the words of Mr. Ron outer server, "the group lost the passion, challenge spirit and team spirit". Then, the countermeasures to solve the problem of performance appraisal are to reform and maintain the resultant force of the Balanced Scorecard "Bagua" and show the charm of Taiji thinking. In addition to all aspects of a scientific ratio, we must prevent each link from each other, but also the owner once, the system quality at any time will not be impaired everywhere. It is believed that readers will produce more wonderful associations. Eliminate misunderstanding of thinking Managers often complain that their strategy has changed in the process of implementation, the introduction of management tools acclimatized, in the enterprise culture has formed a management short board. For example, Mr. Lang Xianping once called SONY's failure as a failure of corporate culture, resulting from differences in eastern and Western cultures and misunderstandings caused by differences in thinking. But when we are in the "book of changes" divination system in the range of insight into the thinking connotation, management can be found and no gap between different cultural backgrounds impassable. ??? any kind of management tools can be divided into two aspects, one is express out of the contents can be stacked to another is arranged in good order; implicit in the content behind the reference is the logical basis for the contents of the table is out of action, in the "book of changes" in the performance of the Party A is this. ??? we all know the gossip of spatial orientation clear, which originates from the recognition on the space position, but with the "riverside", "Luo Shu" in the form of a mystery. In "Zhouyi" suangua is absurd, but the ancients of divinatory symbol system arrangement is serious, always in accordance with the "riverside", "Luo Shu" in spatial interpretation. When the change of the symbols and the numeral operation to include, end of human things, is in fact the spatial gossip as thinking coordinates. In this Chinese culture no matter how evolved, not deviate from the. If the thinking coordinate in "Zhouyi" is across time and space, then it can resonate with western scientific thinking, and the mathematical logic contained in it can not be denied to the binary mechanism of computer. This tells us whether the cultural differences between different nationalities have much use, what kind of language, thinking can coordinate the mutual recognition of the heart, as different forms of longitude and latitude can achieve seamless conversion. And why, in management, do people feel cultural differences between different groups? In addition to communication, there are the following errors: one is "Deyuwangquan". For a management tool, like "Zhouyi" to fortune telling, no consideration of the "fortune telling" system is how to layout. Everyone's "life" is naturally different, but ignores the background of cognition and identity. The results can only be updated constantly in the "fish" level, lost the cognitive ability of "Quan". The two is mechanically. Although know "fish" is "and" fishing ", and" just got used to catch fish, "and" forget actually like a basket like what can be installed. The thinking coordinate behind the eight diagrams is actually a basket, which can be flexibly matched, and any level of things can be regarded as such a system. Three, different interests. Although understand reference management tools behind, but because of different interest orientation, they have been in place, it is not surprising at. Adhere to the "orientation oriented", in the implementation or introduction of a management tool, not only to make you know it, but also to know its reason, but also to maintain the consistency of the interests of the orientation. The only way to spread and baguazhen identity of the enterprise, the team. Of course, managers need to adhere to the orientation of management in scientific management thinking. If managers can take this step, the so-called "cultural differences" will not exist at the operational level. And constantly activate the sense of urgency The "short board" in management, which affects the improvement of the management level, may bring about a devastating blow to the enterprise, which is a "fierce elephant" in the book of changes". Management is committed to make up the "short board" undoubtedly began on this "fierce as" the hardship, and the ancients tried to use the "book of changes" and the original intention is the same for. If managers can make use of the philosophy contained in the book of changes, and constantly activate the sense of urgency, of course, help to "complete" short board. In the book of change, the short board has two meanings: one is custom made short board, and the other is the defect in operation. Custom short board has only a different division of labor, even if the different planks are different, also has its own advantages: "Heaven health, gentlemen to self-improvement": "terrain Kun.". A gentleman with social commitment". Everyone has his own advantages. The use of one thing in an organization is not the same as that of the cask theory, For short boards, neither discrimination nor self abandonment. But the defects appeared in the operation and the barrel theory "in the" short board "is the same, but it is not the size calculation, refers to the gap between the ideal and reality, which did not reach the" due to the effect of a ", manifested as loss or loss. In the case of loss, even the longest piece may become a "short board", which is equally noteworthy. On the basis of this understanding, the vitality of Zhouyi is to arouse people's awareness of suffering, and thus to correct the loss of the short board. Managers according to their own management "gossip" organizational layout, the plates are equipped with simultaneous expectations. But they have lost in the actual operation, one hand is likely his sense of loss, forget, deregulation; on the other hand may be related to the lack of awareness of the plate. Managers take the book of changes, saying that itself is the awakening or reminder of the sense of hardship. According to the test of "Zhouyi" into a book in the Shang Dynasty, the king of Zhou decay Zhaotu new change, can be regarded as for arousing the consciousness of suffering came into being. The content contains the meaning of "fear alert, so the speech is dangerous". "" easy "Misery" everywhere, the actual use is to make the parties "access to givers, make known fear, and knowing the suffering and reason", did not dare to slack off. ??? of course, "Zhouyi" suffering much out of fear of the gods, but today we except to the unfinished business of the suffering is not forgotten, also includes the social justice justice has long arms that, to adhere to the "gentleman loves money, have in business activities". First of all, in business activities, adhere to sustainable development, and never endanger consumers, pollute the environment, and maintain "harmony between man and nature"". Secondly, adhere to the road of innovation in enterprise development. The loss of each sector of the enterprise is manifested by "losing", that is, performing the duty under the new circumstances, like archery, has no "winning bid"". In order to adapt to the new situation, is not rigid, must continue to innovate, otherwise there will be dangerous". Again, as the concrete plate, if the operation objective becomes the "short board", it can only reflect and try to find the cause. This is not only to review their efforts to reflect and try to find the cause of more to overcome the system, deliberately drilling policy to speculative luck. Because "the bandit is a mistake," so, "not for". This is not an armchair problem, it needs institutional guarantee. A system like "Zhouyi" as "week", to take account of various circumstances may arise; on the other hand, like "Zhouyi", no matter how changes are "effective", rewards and punishments, consistent with. Performance (Performance) What is performance? The word "performance" comes from management, and different people have different understanding of performance. Some people think that performance refers to the efficiency and effectiveness of work; some people think that the performance is that after work behavior, assessment methods and results; more people think the performance refers to the employee's work results is reached with benefit, with contribution of corporate goals in the management of the enterprise is often in the evaluation of human resources. Performance is the effective output of organizations at different levels in order to achieve their goals. To sum up: performance is the combination of achievement and effectiveness, and is the objective behavior of work behavior, mode, result and the objective effect in a certain period. In an enterprise, employees' performance is embodied in quantity, quality, cost, and other contribution to the enterprise. Characteristics of performance It has many factors, such as multi dimension, multi dimension and dynamic. 1, multifactorial Because of the impact of that is a person's performance depends on many factors, including the external environment, opportunities, personal IQ, EQ and it has the skills and knowledge structure, and enterprise incentive factors. 2, multidimensional Multidimensional is to say that a person's performance should be analyzed from several aspects and perspectives. In order to obtain more reasonable, objective and easy to accept results. 3, dynamic Dynamic, that is, the performance of a person varies with time and position.