Whether state-owned enterprises or private enterprises, as members of the leading group, the principals and deputies have different responsibilities, rights and obligations due to different positions. The principal is responsible for work and law, and the deputy is only responsible for work. They have a strong correlation and complementarity in their working relationship and interests. The most difficult thing to take on is the deputy, which is a big mystery. Deputy is the backbone of all kinds of organizations, with the dual identity of leader and subordinate.
In the sandwich environment of "pushing up and pressing down", how to create a good working environment and make yourself comfortable and stand out at critical moments is a subject that every "second-in-command" must face. Therefore, as a deputy, we must be aware of the mystery of the "second-in-command" and beware of the crisis. Of course, we must not lose the opportunity for promotion. Compared with full-time work, the "second in command" should be careful everywhere. To master the "secret" of being a deputy, you must study hard. How to study? Where to study?
"Sun Tzu's art of war. "Seeking Merit" said: "Those who want to be the same win." This means that if we are United, have a common desire and perform our duties, we will be more effective and will win every battle. Sun Tzu's art of war is like this, so is enterprise management.
Deputy position in state-owned small and medium-sized enterprises is a difficult position. In view of the situation of the deputy, there are so few words that the image shows helplessness and embarrassment. "Nothing, not enough meaning. Too much work. What do you mean? Do less, meaning. " In the actual work process, it can't be said that 100% of the deputies are in such a dilemma, but there are certainly many, so it can be seen that the deputy problem has already become a prominent problem. So what kind of problem is the deputy issue? In order to understand this problem, we need to look at the state of the deputy.
1, the responsibility is uncertain.
Mainly refers to two aspects. First, there is no clear stipulation on how the deputy should be positioned, how much authority he has and how much responsibility he has, or there is no clear and systematic stipulation. This provides legal space for the top leaders to exercise their discretion. Although organizationally, deputy cadres are sometimes included in the assessment, they are all red-headed documents, which can be said to have no practical significance.
2. Low energy
Low energy and high positions in state-owned enterprises are nothing new. In fact, even in private enterprises, it is inevitable that this will happen. The reason why people with low energy can become executives lies in China's unique culture and system. If further analysis is nothing more than deep background, special friendship with high-level, old qualifications and many thorns. In fact, it can be summarized in one sentence, and everything is for harmony.
3. Difficult to do
Recently, I read a book about health, in which there was a passage to the effect that the second-in-command always wanted to do something, but his thoughts were always choked by the first-in-command so he was wronged and ill for a long time. How pathetic you say this second-in-command is. The difficulties of deputies are not entirely due to the pressure of the top leaders, but also because of their unique living environment. So many deputy officers are brave, they will consciously safeguard the "privilege" and let you retreat.
What experience can advanced enterprises learn from in the establishment of deputy positions? It is said that Wall Street bosses have a standard for their deputies: "You have to stand taller than him, but you have to bend over and act so that others can't see that you are taller than him." The management structure of foreign enterprises is relatively standardized and clear, and there are few deputies under the department heads, and each manager is only responsible to the superiors. Even if they are nominally deputy directors, such as "Deputy General Manager", they are actually only the responsibility bearers of a certain functional department or a certain business, not the "deputy" person in charge as a whole. Some foreign companies set up deputy directors to cultivate and reserve talents.
From the organizational form of general enterprises, it can be basically divided into three types: functional organizational structure, projectized organization organizational structure and matrix organizational structure. Different organizational forms have their own advantages and disadvantages, but one thing is common, that is, there are clear responsible persons, and there will be no two responsibility people. Therefore, enterprises should set up as few deputies as possible. The deputy of a foreign company has an obvious feature-the real position, and the deputy needs to bear the performance target independently. Teacher Tan Xiaofang suggested that there should be no deputy in the middle and grass-roots level of enterprises, and the organizational structure should be flat, which is conducive to rapid decision-making and can maintain a high degree of consistency in implementing and executing decisions.
Is there such a trend in enterprise management? So I did some surveys: at present, some growth enterprises need rapid response and decision-making, and the pressure of survival is great, so the organizational form is simple and there are almost no deputies. However, with the growth of the company, the organization is constantly "bloated", large enterprises are sick and bureaucratic, and deputy positions are gradually increasing.
According to a survey, nearly two-thirds of the world's top 500 companies in the 1970s have now disappeared from the list. 200 1 Harvard University investigated hundreds of American companies, hoping to find out the root cause of the failure of star enterprises. It is found that management inertia is the most important reason for the failure of these enterprises, including the organizational form of the company. Therefore, enterprises must constantly change their management processes and organizational forms in time to adapt to the needs and changes of the market, and the reduction of deputy positions is also the demand under this situation. However, the reduction of deputies to the National People's Congress was not achieved in a day. Then, as a deputy manager, how to do a good job as a deputy, and strive to become a full member or be promoted? What kind of deputy is popular? In many enterprises, deputy positions are always more than full-time positions. What problems should we pay special attention to when being a good NPC deputy?
1, improve the ability of strategic foresight and development
Strategic foresight is also called the foresight ability of strategic thinking. The ability of foresight includes foresight consciousness, foresight method, foresight knowledge and foresight experience. To improve strategic thinking ability, it is important to master forward-looking methods. There are many forecasting methods, each of which has its own function and needs to be used flexibly according to different situations. A key factor to improve the deputy's strategic foresight ability is to grasp the uncertainty. The future is the unity of certainty and uncertainty, and uncertainty in the social system is an important reason for the complicated situation. If you have a strong grasp of uncertainty, it will be of great help to strategic vision.
2, scientific decision-making ability
One of the main responsibilities of leading cadres at all levels, including deputy leaders, is decision-making. Whether the decision is correct or not plays a vital role in the construction and development of a unit. Therefore, constantly improving the scientific decision-making level and ability of leading cadres at all levels is the fundamental problem to strengthen the construction of cadres. For the deputy, if you want to make a correct decision, you must make your own subjectivity correctly reflect the objective reality and its regularity, so as to achieve the consistency between subjective and objective. This requires us to proceed from reality, correctly understand and master the regularity of objective things through scientific investigation and study, and make policies and work plans on this basis; The mistakes in leadership decision-making not only waste financial resources, manpower and material resources, but also greatly dampen the enthusiasm of the masses. This requires leading cadres to act cautiously when making decisions.
3. Organization and coordination ability
The ability of organization and coordination is an essential basic ability for leading cadres, especially deputy leaders. Organize and coordinate all departments, employees and activities that affect a unit. Without organization and coordination, the relationship between them will be tense, which will cause great waste of manpower, financial resources, material resources and time. Therefore, in order to unify the thinking of subordinate departments and the broad masses of workers and realize the common goal, the deputy must be a good "commander" and do a good job in coordination, which should mainly be done by the deputy. Teacher Tan Xiaofang believes that organization and coordination is a specific process in which deputy leaders use different methods and means to coordinate various forces and paces, achieve mutual cooperation, form the maximum resultant force, and achieve the expected results. It is mainly the coordination between leading subjects, including the coordination between leading subjects and leading objects.