Flexible Management Is The Inevitable Trend Of Modern Enterprise Management.

Flexible management is a problem that modern enterprises and entrepreneurs have to face.

In essence, it is a new strategy for management of "stability and change".

The establishment of flexible management concept is based on the pformation from linear to non-linear.

The characteristics of linear thinking are diachronic, while the characteristics of nonlinear thinking are synchronic, that is, synchronous pformation.

From the complex phenomena of surface chaos, we can see the natural order of the development and evolution of things, understand the direction of the next step forward, identify potential unknown needs and open markets, and foresee changes and cope with changes automatically. This is the task of flexible management.

The task of achieving flexible management is undoubtedly

The organizational structure is complete.

The organizational structure under rigid management mostly adopts a linear, centralized and functional departmental management structure system, emphasizing unified command and clear division of labor.

The disadvantages of these organizational structures are slow information pmission, poor adaptability and difficult to adapt to the needs of organizational survival and development in information society.

Flexible management advocates the flattening of the organizational structure, the level system, the reduction of unnecessary intermediate links in the organization, the decentralization of decision-making power, the right of each organization member or subordinate unit to independently deal with the problems, the creativity of the members of the organization, and the organizational mechanism to give full play to the talents.

At the same time, through the flat organization structure, vertical management is compressed and horizontal management expands.

The further expansion of horizontal management to all-round information communication will form a network organization. Teams or working groups are nodes on the network. Most nodes are equal and non rigid, and information communication between nodes is convenient, fast and flexible.

In traditional rigid organizations, the decision-making level is

As well as command level, management decisions are carried out from top to bottom, and the members of the organization are the executors of decision making. Therefore, decisions often have strong high-level subjective colors.

The decision making layer in flexible management decision-making includes expert level and coordination level. Management decisions are formed on the basis of trust and respect for the members of the organization and extensive discussions.

At the same time, a large number of management rights are placed under the grass-roots level, and many management problems are solved by the grass-roots organizations themselves.

The second manifestation of flexibility in management decision is flexibility in decision making.

The choice of decision objectives in rigid management follows the principle of optimization and seeks the best solution under certain conditions.

Flexible management considers that due to the uncertainty of decision premises, it is impossible to make decisions based on optimization criteria. It is proposed that satisfactory criteria be used instead of optimization criteria to make management decisions more flexible.

The performance of flexible management in modern enterprises is reflected in all aspects.

In international competition, the zero sum game has turned into a "strategic alliance" relationship with complementary advantages, shared risks and mutual benefits. More and more multinational companies have developed their partnership into a "Super League".

In terms of production organization, it breaks through the limitations of mass production, and produces production modes such as JIT production, flexible manufacturing system, concurrent engineering, agile manufacturing, supply chain management, enterprise resource planning, customized production and so on, so that the individual needs of different consumers can be satisfied to the greatest extent.

In terms of enterprise organizational structure, it emphasizes adaptability, flexibility and efficiency, and no longer exists the best and unified organizational structure. Matrix, flat, virtualization, networking and other forms of organization coexist and play their respective advantages and functions.

As far as human resources management is concerned, a series of "flexible" elements are more prominent.

First, the flexibility of personnel flow mechanism.

To form new human resources circulation channels, personnel without distinction of nationality and diplomas, as long as suitable talents are introduced, abolish the permanent duty system and turn it into a two-way flow system, so that personnel can freely flow in and out, break the boundaries between functional departments, encourage employees to cross professional and inter departmental mobility, and combine them to meet the needs of innovation.

Two, flexible training and assessment methods.

We should establish a new training system for human resources, attach importance to multilingual awareness and cross-cultural ability education, encourage exchanges and learning between the upper and lower levels and horizontally, and create an environment conducive to learning.

The three is the flexibility of incentive mechanism.

We should establish a new incentive mechanism for human resources, and formulate a flexible incentive mechanism with rapid response, flexible change and various ways.

The four is the flexibility of corporate culture.

Flexible management should be the soul of flexible management. Flexible management is the inevitable trend of modern enterprise management.