What are the classic cases of McGregor in management?

Is it a case related to the XY theory?

The content comes from the user: Niu Shaofei.

Case 1: A construction company, after decades of development, has become a well-known local construction leading enterprise. Summing up the successful experience of enterprises, many managers boil down to the time, place, and people, such as the sustainable development of the national economy, good relations with local enterprises and banks, fixed customers and good reputation formed for decades, good staff quality and so on. Encouraged by the prosperity of the 2008 Beijing Olympic Games, the company has established the vision and mission of breaking regional boundaries and becoming a well-known construction enterprise in the country and even in the world.

When the enterprise establishes such a vision and mission and works hard for it, it finds that the "time, place, and people" that were once used as advantages do not seem to be there. For example, not long ago, a Japanese construction company asked the company to give a project within two days when negotiating with the company. Since the company did not have personnel who were proficient in both architecture and Japanese, we were not able to ** in time, and unfortunately we were not able to seize the company's project.

Please analyze the internal and external environment of the company, and what measures should be taken.

1) Heaven, earth and man are a general description of the company's internal and external environment. From the case, it can be seen that the company's past success comes from the right time, place, and people, which constitutes the company's competitive advantage. When the company re-established "to become a construction enterprise in the country and even the world", it can be seen from the case that changes have taken place in terms of bank relations, geography, and personnel quality requirements, and the so-called heaven, earth, and people have no longer become advantages.

2) Therefore, the company should truly recognize the internal and external environment in which it is located, determine the company's mission and vision, and formulate corresponding measures around the sky, earth, people, etc. Specific measures should focus on cultivating the company's core competitiveness: having the skills to establish e-commerce networks and systems; the ability to bring new products to market quickly; Better after-sales service capabilities; skills in manufacturing high-quality products; Exploitation.

1.The process by which managers identify and solve problems and take advantage of opportunities is decision-making. It can be seen that the new factory director did not effectively use the opportunity to bring more development opportunities to the enterprise. Instead, it has taken the company from one predicament to another.

2.Clarify the business objectives of the enterprise - identify the environment in which the enterprise is located - determine the plan - select the plan - implement the plan.

A virtuous circle and a vicious circle.

The performance and profit of an enterprise are inseparable from the wages and work efficiency and status of its employees. In order to maximize the company's profits, companies must provide employees with a superior working environment and compensation. And if you want to improve your company's performance, you need competent employees.

How to treat employees so that both enterprises and employees can get the corresponding remuneration! This is not an easy task, and it requires visionary leadership and skillful management. When the enterprise cherishes and rewards its employees, so that the employees are also committed to gratitude and loyalty to the enterprise, the two sides have entered a virtuous circle.

Through their own performance, employees can get better paid for their work as a result of the business. Businesses can give employees higher compensation and benefits to attract and retain better talent. This virtuous cycle is actually the most important competitive advantage of a company – a strong and hard-to-replicate positive momentum and better and better performance.

The company is reluctant to take greater risks until the company gets a profit, and the employee salary and other aspects of the employee welfare structure are formed, so a vicious circle is formed.

So let's take a look at the virtuous cycle value chain.

Enterprises spend reasonable salaries and remuneration Find employees who are more suitable for working in this position Employees are in high mood at work Full of enthusiasm and high loyalty to the company Improve the efficiency of each link and link The performance of the company is higher The company's profits are improved Further reasonable increase in the work remuneration of employees Retain the company's most useful key personnel The final result is self-explanatory, that is, high efficiency and high profits.

But this question is like the chicken or the egg, each has its own opinion, whether it is the chicken or the egg, my humble opinion, or to improve the enthusiasm and loyalty of employees is the king.

THE QUESTION ... Is there really anyone who will continue to do it after being demoted, and does that person really have the strength? What a strange case. However,,, since I came, I would like to say a few words:

1. The reason for resignation is the inability to realize self-worth, according to Maslow's theory, people are pursuing higher self-awareness and self-satisfaction, and when they can't achieve it, they will change the status quo to pursue higher goals. In this case, because his ability could not be displayed, he did not match the needs of the enterprise, so he either chose to give up himself or choose another high position, and he obviously chose the latter. His departure is a new beginning for himself, and the past experience will become his enterprising capital.

And for the enterprise, there is no loss, it should be that when the enterprise is in the third business department, it already means that he does not need his expertise (business ability), so the company has lost an employee who is useless to himself, even if it was useful before, there is nothing to regret and lose now, so it will not have any impact.

2. I will not hesitate to approve the resignation request of an employee who is useless to the enterprise. The reason for the approval is that since the company no longer needs his ability, he himself does not want to do it in the enterprise, so why not do it.

What a strange case.

(1) Set up people because of the post, and allocate manpower according to the job requirements after the post analysis is completed, rather than selecting the post for the post.

2) No job analysis was conducted.

2. Explain clearly to the leader and adjust the position.

2.(1) Linear functional structure.

Is it that the question has not been raised, or is it that people must be good or that human nature is evil?!

What is this question, ask for answers.