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Collaborative management incentives to promote innovation
In the operational management team, the traditional incentive mechanisms are: incentive pay system, staff as the economy, pay its objectives is the demand function, reflects the personal staff of the work-oriented goals and motives of the source, along with enterprises Organization of the team, organization and decision-making authority of the flat of the emergence of the traditional pay system has shown a variety of defects; objectives of incentive, that is, to "work for the center" and "human-centered" with one hand, The work of trade unions to mobilize enthusiasm and found their own values to meet the needs of self-realization, on the other organizational goals are to achieve a result; encourage enterprise culture, corporate culture is the team's survival in the external environment, it is good or bad for team Members of the incentives have an important impact. A good corporate culture can inspire the team members of the enthusiasm and creativity of the establishment of relations of trust, strengthen communication which formed a strong team to maintain the vitality and competitiveness.
As we all know, one of the key tasks of management, is to inspire and arouse the enthusiasm of the team. To achieve this goal, incentive pay, incentive goals, such as incentive mechanism, the implementation of performance appraisal is a basic requirement, but the management system is only a requirement of the company operating guidelines and described a written document workflow, rather than the management of their own . When those words in the language of the people and truly played a role in binding and in strict accordance with the provisions of the process prior to the operation, management is to achieve the objective.
NPC Visiting Professor of Business Administration Training Centre, Beijing started president of software Marco said: "We generally used to the 'post Suanzhang' type of performance appraisal thinking, is simply not up to our expectations. For example, almost all of the sales department , In the implementation of a high degree of quantitative and fair business performance evaluation commission, but to let the sales team go all out to light a business commission is not enough. "Caused by the existence of the reasons for this phenomenon: First, every person There is inertia. We often think that gives a reasonable target and incentive, the staff will work hard, but this is not the case. Second, people generally tend to think that they do more, get less, businesses will be inclined to think that unfair distribution and unreasonable. Therefore, if the enterprise has taken to quantify just and fair performance appraisal system, the team still did not solve the incentive of a number of key issues. The new software to start the "X3 precisely coordinated management system" as an example, which proposed a "comprehensive incentive," the idea that a comprehensive, full, immediate incentives, in the process of the establishment, the environment and incentives to meet the staff Incentive psychological needs and give full play to "score board" effect of strengthening incentives and team competition.
X3 accurate ERP software and collaborative management of the key difference is: first, core ideas different. ERP is a "product-oriented, focusing production," the era of core enterprise management software, and precise coordination management system is "customer-oriented, focusing operations" as the basic characteristics of the modern enterprise management software, the core of the second, different management objectives. ERP management goal is to minimize costs, and collaborative management system is operating at the same time to maximize performance and minimize operating costs for the goal of the third, the management of different objects. ERP key management personnel in production, X3 management of all relevant personnel carriers, including business personnel, service personnel, technicians and management personnel; Fourth, the different elements of concern. ERP only concerned with materials, production and costs, and X3 concerned about the team, activities, performance, business synergy and knowledge. Thus, ERP stressed that the "productive resources" lean management, collaborative software that is the "operational activities" of all relevant elements of lean management.
Thus, "a comprehensive incentive" is the ultimate realization of the need to rely on software applications to achieve synergies, such as: precision collaborative business management software, it can provide the most important performance appraisal based on the fact that, "managers at all levels in real time, a clear understanding of Monitoring and related business areas within the jurisdiction of every day, every person and every activity and task, and specific implementation of the process. So that managers can work on business conditions, the performance of subordinates to make comprehensive, in-depth and meticulous monitoring, analysis And management. "