According to Marx's theory, laws are all about human behavior, so legal rights (perhaps this is worth exploring the relationship between rights and laws. My current understanding is limited to analytical jurisprudence, and I think that rights are recognized by law, or that the rights I am discussing are rights stipulated by law) must also be understood from the perspective of behavior. At the same time, I think that because the law is static after all, when stipulating rights, the law only tells the subject of rights the qualification of an act, rather than directly pointing to the factual act itself. Nowadays, many people find that the concept of right in civil law does not distinguish between behavior itself and a kind of behavior qualification. For example, ownership, I think that as long as the subject has the qualification of direct control, it is enough to establish ownership, and it is not necessary to personally control the property and authorize others to control their own interests. Therefore, it is not necessary to invent the concepts of direct possession and indirect possession. This is one of my views.
Second, rights, as a kind of thing that people need, certainly contain the content of interests, and any behavior that does not produce interests is not rights. This is also a yelling German interest theory. I have no doubt about it. They are also the foothold to distinguish rights from power and even other concepts.
But when I think that rights include interests, I feel puzzled. What are the realistic forms of rights and interests? Take property rights as an example. For an apple, the owner can obviously quench his thirst by eating it himself, which is also an objective fact. But when everyone sells apples to others, what is his interest performance? Some people may say that it is money, but the ultimate acquisition of money in modern society is often based on the creditor's rights system. So we can say that money is the interest connotation of creditor's rights, so what are the benefits of selling apple's property rights in return?
The power source of leaders
1, legal rights: refers to the inherent legal and legal rights of leaders in the organization;
2. Mandatory rights: refers to the power that leaders have to force subordinates to obey;
3. Reward right: refers to the leader's right to provide bonus, salary increase, promotion, praise, ideal work arrangement and any other right that can make people happy;
4. Professional rights: refers to the rights of leaders formed by personal special skills or certain professional knowledge;
5. Reference right: refers to the right related to the leader's personal quality, charm, qualifications and background.
How to understand the power of leaders
It is a fact that leaders are often regarded as powerful people. But as a leader, I must understand the power structure in my own hands, otherwise there will be a phenomenon that I cannot treat power correctly. Management science tells us that the power of leadership includes at least three kinds of power, namely, the right of position, the right of prestige and the right of expertise. In short, it is the power given to me and my own power. Among them, the position right is the power given to me by the organization because it trusts you and gives you the power, while the prestige right and expertise right belong to you. How to establish prestige among the police and the parties, how to learn and improve constantly in business, and truly become a knowledge-based leader depends on your own practice.
Command subordinates with spirit
People always have a little spirit. It is hard to imagine the mental state of a leader of any unit without a spirit worthy of admiration from his subordinates. The leader of a unit should be the most powerful engine and spiritual pillar of a unit. Generally speaking, a famous leader has strong professionalism and enterprising spirit. Some cadres have dedication at critical moments, but others are far from it. This is reflected in the fact that they have not studied their business, and they like to point fingers. They are often angry, reprimanded and have a bad attitude, which hurts their subordinates to some extent. Some energy is spent getting rich, doing business for myself and my relatives and friends, so busy that I forget my work. Once criticized, they will find objective reasons, saying that they are short of manpower, busy with work, under great pressure, and their subordinates are ineffective. I really didn't know that you had left your subordinates, and the phenomenon of centrifugal separation from Germany occurred from time to time; Some give up the principle, that is, the existing laws, policies and internal regulations, and emphasize unprincipled unity and flexibility, which is manifested in detouring when encountering difficulties, replacing the comrades' relationship at work with buddies, not accepting criticism when problems arise, and not daring to point out problems with management objects. Without an effective spiritual concept, the work of this department will only continue to decline, and the team will be loose and unable to keep up with the pace of the "three basics" project construction. If you keep insisting, then you will.
Guide people with thoughts
In reality, there are always some cadres who think that "leadership is to assign tasks and finally check the completion of tasks". As for the intermediate process, it can be ignored, that is, "the end of the pipe is not in the middle." Without thought, it is like a person without a skeleton. There can be no car without road, no bridge without beam and no passive water. Leaders are designers and mentors of subordinates. He should be able to guide his subordinates to take clear actions, arrange work, teach methods, manage at both ends and follow the process. Specifically, in vigorously promoting the "three basics" project activities, it is impossible to convey the plan of the superiors verbatim, nor can it make unrealistic and formalistic plans. It is necessary to combine the characteristics of the police and the actual situation of the department, grasp several key links, and carry out the work with good quality and quantity. Only in this way can we ensure the realization of our goals.
Restrain people with system
System is the "rules of the game" to lead subordinates to perform various tasks. Everyone knows that games without rules are boring. Units with good discipline, high efficiency, people's satisfaction and internal harmony have conscientiously implemented internal regulations. On the contrary, the system is not implemented. Who did this? The answer is definitely cadres. Because only if you do it, the subordinates dare to do it; Only if you don't carry out the system will your subordinates dare to violate it. You acted as an umbrella, and of course you paid the bill in the end. In practical work, cadres who can't make "rules of the game" still exist and should be exercised.
People who meet the needs of motivation
According to the famous theory, there are three levels of human needs, namely, survival needs, enjoyment needs and development needs. Everything should be principled and reasonable. It is a crime to rob a bank to meet the needs, which violates the principle. It is unjust and irrational to fight for the needs of others. Satisfying him reasonably according to law can arouse his enthusiasm. There are many ways to motivate. Simply engaging in spiritual encouragement is to fool subordinates, and it is one-off to just shout slogans and not work hard. Just engaging in material incentives is harming subordinates. To make an inappropriate analogy, the purpose of people blindly feeding their animals is to eat their meat or watch them with their skins. The more they eat, the happier the breeder will be. Therefore, in reality, we should organically combine the two incentive mechanisms to maximize efficiency. In addition to the above two incentives, what we can do with a little effort can make people feel useful. Cadres do well, and subordinates will naturally learn to do it. What is emphasized now is the exemplary role of cadres; Emotional motivation makes people feel warm, and crisis motivation makes people be prepared for danger in times of peace. As the saying goes, "knowing each other is more important, and knowing each other is more important than knowing each other."
Learn to be a leader.
As the old saying goes, "Only those who are good at managing people can manage themselves and be good at being their own people", that is to say, those who can manage can manage themselves first, and those who can lead others can be led by others. Because of the different division of labor, people also have the position of being led. The best leader is the best led. The best leader includes several aspects, which are embodied in carrying out the instructions of superiors, being clear-headed and not resisting; Act quickly and don't delay; Talk about things, don't make superficial remarks.
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