Rereading the 1980s recently published a book "The world's greatest management principle" Author of Mischel Laibeifu (MichaelLeboeuf). Title is saying, known as the world's greatest management principle, it seems a bit of an exaggeration. However, we must say that the book described the importance of management principles, Perhaps this will lead to the private entrepreneurs. Next, we look at these "important management principle." Many people have seen the circus performances, circus there are many interesting and lovely animal actors. With a program called "puppy do arithmetic." Whenever the coaches raised a number of brands, we can accurately puppies to him just a few more words. At this time, the coaches will be out of pocket were a sugar Bridge puppy mouth, to show appreciation and encouragement. puppies are also pleased to shake the tail. Next coaches let it count, they can always give correct answers. Big Bear performances bicyclists, each riding a coach begins its two sugar stuff their faces. Coaches may have a lack of sugar, it is only to the mouth of a Cypriot. Big Bear this immediately from the bicycle down a butt sitting on the floor is not up, threw the coaches have no approach. The above examples illustrate, animals, including higher animal humanity itself. a nature "They will be rewarded to do things." That is exactly what we are referring to the most important management principle. Why is this so? In human resources management theory, the recruitment, training and incentives are three important aspects. Encouraging this issue, many private bosses would say, is nothing more than reward incentive advanced brain, Award a greater contribution to enterprise workers, and how hard? In fact, quite a number of enterprises, especially private enterprises, its development is the biggest obstacle to what we hope our behavior and rewarding acts of a major distance. This issue was brought up, that is, "What industries should be rewarded? "Laibeifu book, This issue is known as "miraculous", we can see the importance. In layman's terms, most entrepreneurs know that incentives should be, but often is not clear what incentives should act and how to reward, even tend to reward those mistakes should not reward practices, This gives enterprises have serious or even fatal damage. So entrepreneurs in the award issue which frequently committed mistakes? Why do these mistakes would seriously harm the business of survival and development? No. 1, only short-term incentives, ignore the fundamental solution to the issue of long-term behavior. Is a private enterprise for two Depot, equipment from state-owned enterprises were bought second-hand goods, has produced a number of years. Machines often make mistakes, can barely maintain production. However, their products in the market bestseller. Under such circumstances, a branch of the director should be made as soon as possible to conduct a thorough transformation of equipment, way to ensure product quality and increase production. Plant B is the director of the boss that the use of the existing equipment, overtime, produce more products on the market, To make more profits. If machines can be taken lingering problems persist, which the bad amendments which, while retaining first repeat. This view was boss appreciation. , B plant output, thus increase sales. Boss is very happy to another branch director in handsome. Six months later, as product quality has serious problems, users have requested goods, the enterprises would suffer. A branch and the director this time, laid on the existing equipment modified, the boss very reluctantly allocate limited capital improvement. During the transformation, and retain a limited production. But after transformation, product quality and productivity have greatly improved. When B Depot customers have requested return, a branch of the quality products produced solution is urgent needs of the company. At this time only to wake up the boss, he was supported and rewarded B branch director made a little mistake, almost ruined their own business, which is typical only of the short-term incentives, and ignore the fundamental solution to the issue of long-term behavior of examples. No. 2, only rewards obedience obedient staff ignored those determined and creative staff. Have a gas water heater production and sales results have been unsatisfactory. Bosses think the price is set too high, the prices of 20% of decided, therefore sales staff to convene a meeting to announce this decision, Sales concurred with the majority of the boss's decision. Only one person said that the problem did not arise from the prices but from the after-sales service network distribution and unreasonable attitude is not good enough. After hearing disagree with the boss, still stick to their decision and the announcement that sales for sales personnel dividends. In about one month after the prices of time, the sales increase as expected, the personnel has been substantial dividends incentives. But then sales will plummet, why is after-sales service lags behind, users have complaints, even wrote to newspapers and television. Their competitors, it has introduced new products and services are extensive networks and commitment to the products sold and, if so, Maintenance staff within 24 hours to resolve the scene. The result is the company's market share, lost most of our competitors. Visibility is the boss only reward those obedient obedient employees, and neglect those insights and hold different views of staff, brought to the harm, it may sometimes be fatal. The above examples also show that people will take active steps to be rewarded for things. But sales of more incentives to business arising from the greater the damage. So the bosses of private enterprises must not reward as a trivial issue. In this sense, the correct incentives as the most important management principle, is not excessive. No. 3, on the surface only reward the hard work of the staff, who ignored efficiency of the staff. Enterprises in the office and workshops often can see some of the staff and they often go to work half an hour early, and from work for more than an hour, they appear to still work there. The boss see this really pleased with the quick, therefore, a higher job vacancies, priority will be promoted these employees. But if you carefully look at what these employees work in tension is not the time to work, not the boss, reading the newspaper, chatting and even private affairs is not uncommon. Once the boss there, they immediately appear to work in all seriousness. In some enterprises have already formed a trend. And some other workers generally are always on time from work, but work together high efficiency, on the one hand, concentrate, on the one hand, work ingeniously. therefore better able to complete the task. But because they always leave this class, and look down upon those who always work overtime to staff. Often working hours to visit the boss, they have gone. Then the boss can only see those who are still in the post work. In contrast, has been taking the right people dissatisfied with the natural heart, so of course they let alone reward them. This phenomenon should be private bosses of sobering. One expert said : "If you can not work in the eight-hour time to complete your work, Then you are assigned is not too much work, but your ability enough. "We often say that the efficiency of its life, Can you imagine a land full of nails, mirrors the working atmosphere will bring vitality of enterprises? In this way to give the employees brought progress? Many enterprises seem staff active, but the inefficiencies. The employers should not reflect on themselves and incentives to upgrade a number of what kind of staff. Have to ask ourselves what the magic of "what actions should be rewarded? "Do not read this small matter, If it's not done right, the loss of efficiency of the enterprises, will lose their lives. 4. Why would encourage defection? In general the bosses do not like their own employees are apt to jump ship. But has it ever occurred to you, you may encourage staff to quit. Some companies are often from outside Walai to the very high salaries, rather than from internal talents were promoted, even within the company aware of the talents, in order to obtain better treatment from elsewhere should first be better treatment, then threatened to leave. Only this time the bosses found out that the staff of the company is very important, he had to pay. But after doing so, the staff sure the knots, feeling the bosses were forced to pay for their own. future, a higher salary, will choose to leave. There is a business setbacks, the need to reduce expenditures. Human resources manager immediately proposed layoffs, employers are very supportive of doing so. Results sudden layoffs of 15%, wage expenditure savings. These are the Human Resources Manager has been a boss incentive bonuses. But the consequences of doing so is that other staff haunt everyone, there is no sense of security, I do not know what time will be dismissed. Therefore, a suitable opportunity will switch to other companies, the first to the bosses of squid. Resulted in the loss of more than half the company backbone wrangling. Some companies, however, encounter difficulties when the company needs to save costs, employers will first start elsewhere. really need to reduce payroll, it is time to take a pay cut, or staff rotation, reduce the number of days worked, and so on, then the boss usually also take the lead by reducing their income. This will enable the company to weather the crisis and avoid layoffs, thus retaining the staff's hearts, increased staff loyalty and a sense of belonging. Only in this way when the company encountered difficulties, the staff will be and the bosses from a common front of struggle through the difficult times. Bath fire company reborn. Therefore, Private employers should carefully keep thinking about quantity, why sometimes they will commit inadvertently encourage the wrong switch. This time that you may wish to ask the magic question : "What actions should be rewarded? "5. To combat. or to the team spirit? The characteristics of the market economy is competition, and therefore many of the bosses of private enterprises in their own businesses within the introduction of competition This was originally not in the wrong. However, the introduction of competition is very demanding on the. A full-scale private enterprises in major cities throughout the country has established a regional sales. Sales boss decided that the point between sales contests, which ranks the district sales job which branch managers. The race was heated and winning the district manager, it really was an impressive bonus incentives, but soon Other area complained that the winner of the cross-border district manager sent in the Rafah area other clients, a violation of other local interests. These and other districts have been deprived of a customer service area, have complaints, substantially affected the sales of other areas. Enterprises have a two night classes production. The boss asked two shifts day and night between races, which yield higher classes, which classes are rewarded. Contest results far beyond what the boss's expectations, two classes of both the production decline. It turned out that two classes of employees in order to gain the bonus, the use of machinery manufacturing fault with possession of tools and other means to make things difficult for each other, The result is a lose-lose. These two examples show that the bosses of private enterprises in the design of the incentive system, often only emphasize competition neglect of the importance of teamwork. More enterprise in a highly competitive situation, the more we must emphasize teamwork. Employers must not reward those who do not have a team spirit, we only thought to put on airs, and looting performance bonuses for the people. Even if such a person can temporarily enable enterprises to benefit from the long run enterprises is very harmful. Such people often improve themselves and attacking others. In companions encountered difficulties, will not help and may even provoke between employers and employees, between employees and staff relations. So we said, is the same old problem, the boss would like to think that another magical question : "What behavior should be rewarded? "