Please professional managers to helping take care of it, which is the enterprise development to a certain stage, many private family business owners are likely to generate ideas. With the continuous expansion of business scale and management structure, "ownership" and "management rights" continue to work two types of business owners and "royal" to assume the workload and difficulty have increased, the work of the "right to operate" We need to "subcontract" out. On the other hand, with the development of Western society culture and education, especially in the direction of the main training professional managers of the rise of professional managers the rapid development of MBA education, and gradually from a growing number of business owners and "royalty Guoqi "there" took over "the operation and management of which play an increasingly important role in the economic arena. But in between professional managers and business owners --- ownership "royal" will always put a lot of trust and intricate story wrong section of betrayal, contented and overwhelming and so on. Among these, professional managers and "royal" how to draw their competence? How to professional managers abide by their professional ethics? How the "royal" to reach a win-win outcome? Why managers frequently fall into the plight of the jungle? We can say that professional managers are wearing a "halo" was invited to the enterprise, they are shouldering the expectations and hopes of dealing with complex issues, but with the professional managers of "halo" fade, companies in the "royal" and professional managers will start breaking the wrist. Managers in the law of the jungle-style battle to win once in the prospects for the future, but if it fails to wait for the results can only be "to go into exile." Examine the history and roots of reality, within the organizational structure of private enterprises, professional managers and "royal" Why would contradiction? Factors restricting managers to display their skill What? One is the influence of traditional culture. Due to the long-term impact of natural economy, people and recognition of the family's home much more than recognition of the various types of other social organizations, family kinship potential for social organization rules, parents are home to obey authority, plus some other complex factors, makes the whole Chinese society presents cultural characteristics of low confidence. People are more likely to believe that the blood of its own people, who believe in the family circle, and family members have a natural rejection of professional managers. Obviously, if the external professional manager can not integrate into this culture, then the family members that he will be treated as an outsider. And professional managers, will feel excluded, while the lack of a sense of belonging in the enterprise. Based on the above understanding, for ordinary people, professional managers of professional ethics and professional conduct is, "let Chen Si Jun, Chen can not die" absolute loyalty, a servant to his master Gratitude absolute obedience. Any Disobedience on what significance, are seen as disobedience and betrayal, it is seen as outrageous. Second, a considerable number of private enterprises, there are different degrees of "human system" issues: the relevant management mechanisms within the enterprise is not perfect, large enterprises to major policies, specific to small daily management of many aspects not yet fully embarked on the "Legal" track. Many private enterprises within the family type, "royal" to find fault with the company's management, superior to professional managers. Manager's every move under their surveillance, the slightest mistake will lead to "cold dagger hidden weapon" and "spur shelling", there is no normal display to the stage. In addition, shareholders are often not fully trust professional managers. Hands are China and throughout Asia's traditional culture. On the one hand, in order to expand business, the shareholders were forced to respectfully invite professional managers; on the other hand, shareholders and professional managers skeptical, or just hand over some powers, or try to pack undercover monitoring, treatment or promises not honored, in short, many settings artificial barriers. In the part of the boss subconscious, tired, tired, and just find a reason to fire, big deal himself back into battle. In this layout, how professional managers to display their fists? Thirdly, macro-management mechanism senior management personnel far from perfect, senior management personnel exchanges by both supply and demand more or spontaneous, there are limits to "free love" to solve. Aspects of the comprehensive evaluation of the senior management personnel, the definition of professional ethics and restraint mechanisms necessary out of the industry to establish a sound management mechanism yet; micro, internal business managers lack of effective incentive and restraint mechanisms, Motivation, the structure is irrational: Compare focus on material incentives, neglect the needs of professional managers of this group of self-realization, not for the creation of a space for self-improvement and self-realization. In terms of constraints, internal constraint mechanism is not perfect, often just a few simple contract and articles of association, the lack of effective internal control, financial audit system, professional managers can easily avoid, binding is not strong. 99 ℃ effect: it is the last industrial revolution is not a wood, it does not appear capital and shareholders; no capital expansion and socialized production, there is no birth of professional managers. It is because between large shareholders and minority shareholders, equal legal status between shareholders and professional managers, but also because organic match between capital strength and management team strength integration, was created General Electric, Microsoft, Wal-Mart and a one located in the forefront of the world's top 500 large companies. Professional managers who must have something original enterprise managers do not have, they are generally valued by enterprise executives, and the promise of high salaries to bring in the. From business owners and those 'royal' point of view Professional managers is their "great master" and "Stand" troubled years of the issue can finally get them to help out to solve, but it is also possible they are known as Homo habilis liar, fair without foul. Professional managers and business owners handle the vital relationship between the "royal" and not focused too much on yourself, and do not sell yourself too much to grasp the sense of proportion, in order to cope handy --- professional managers must take Finally themselves as a fuel, the face of business owners and "royal", my heart must understand the truth: the capital is always right. Some professional managers to help companies get the market, technical, management and promotion of the great breakthrough, think of their own to save the nearly bankrupt company, toiled, those "royal" I rely on are alive. If this happens in danger: You know, before you come, companies already have, and there are a good many years, although this stage is relatively simple, but not so shabby not let you play, and your role in fact, "99 ℃ effect." In business owners, "royal", under the staff's role water has burned 99 ℃, you come, just add a handful of wood, the water boil, limited to this. Do not regard themselves as "savior": I did not, businesses on how to how ...... this is definitely a misunderstanding, professional managers is that the last one wood, no water in front of 99 ℃, what is this last one can play firewood effect? Suitable location is: professional managers and owners took a "royal" money, money that should make these value-added, do "capital nanny"
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, the establishment of chief executive officer (CEO) system, professional managers can also grant full power operation. Under CEO conditions, the Board of Directors to become small board of directors finalized the right business major business decisions are delegated to the CEO, the board becomes functional selection, assessment and develop to CEO as the representative of management's compensation system, making the chairman and CEO of functional division of labor. Of course, the CEO decision-making power can not be exercised arbitrarily, enterprises in the CEO system, often establish committees to support strategic decision and CEO of veto decisions. In the long run, professional managers in the mentality of flat, reasonable manner and "royal" get along at the same time, perhaps in his early will have their own day: you also become a shareholder of the company --- has under the equity incentive equity, even in the resources and people accumulate to a certain extent out of professional managers the scope of business to be the boss, this may be the pursuit of professional managers "phoenix" after. Author: Li Xuesong (Adfaith management consulting partner) Related articles:
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