Human factors in management that a manager needs to know

The human factor in management in Japan

Although Japanese enterprises apply a lot of modern scientific and technological equipment, for them, the decisive factor for the prosperous and sustainable development of the unit is us.

The vast majority of Japanese companies have one thing in common about a business philosophy that focuses on investing and managing us, emphasizing 4 processes: Sharing/empathizing with employees (why we work)? Why do we live?; share the current situation of the unit with employees, clarify goals, assign roles; encourage employees with a high sense of independence; Appreciate highly conscious workers.

The view of Japanese managers is that the most important factor is "people". The element of persuasion must be understood as a motive, not a command. If a manager does it by himself, he cannot complete the work, but he must always have the support of his subordinates. But what a manager can do is share information, that is, decentralize and assign work so that employees can express their creativity and dedication in the highest way.

According to Japanese companies, information sharing achieves the desired results when it ensures three factors: a clear perspective, a clear role assignment, and a clear goal. Therefore, in Japanese companies, from employees to leaders, they are clear about their duties and roles. While the common explanation of subordinates in most Vietnamese enterprises when asked "what is the goal of the public?" are all "don't know, just receiving money is enough" but this phenomenon is very rare in Japanese companies.

Obviously, the strategy of focusing on training people in Japanese enterprises has brought them great success. This is an era that requires the unit to always take measures to change the consciousness of employees in the organization, so sharing information, benefits and responsibilities with employees is a wise policy. under agreement”.

The human element in management

Management and leadership are considered the same jobs. Although it is true that a good manager is almost certainly a good manager. As such, leadership is a fundamental function of leaders that encompasses more than leadership. As outlined in previous chapters, management involves carefully strategizing, setting up an organizational structure to help people complete the charts, and staffing the organization. organizational structure with people with the necessary competencies. You will see in part IV another important use in management and the evaluation and adjustment of activities through review. Even so, all management uses will not be done well if managers do not understand the human element in their jobs and do not understand how to lead people to achieve the results they need.

By a very basic definition, directing also means following, and we must see why we must obey. Basically, people tend to conform to someone they see in that person has the means to satisfy their own wants and needs. The role of managers is to encourage people to contribute productively to the attainment of the goals of the company, and to fulfill all their own wishes and desires in the process.

Leadership in management is designed as a process of influencing us to make them truly ready and enthusiastic to strive to accomplish the immediate results of the organization. In the explanation of this function this article shows that behavioral science is here to be of great help to management. When measuring the knowledge needed for management I will focus on people factors, motivation, leadership and communication.

Based on the ISO standard apparatus, human factors are classified into 3 groups:

Leadership factor

Refers to the leader's duties in the organization; leadership involvement in creating the foundation of the organization's culture and values; the role of leadership in change and promoting sharing; use knowledge in the organization effectively.

Element of our participation

This element highlights the difficulties of: working as a team, building networks and collaborating so that external resources can be used for the organization's activities; discipline, empowerment, accountability for employees and employee motivation; reward at the right time when achieving immediate results or completing a job well.

Ability factor

Emphasis on the recruitment process; education and training to improve the knowledge and skills of employees, and to raise awareness among employees about important aspects of the activities they are performing. At the same time, the ability to propose and implement creative and innovative solutions to challenging factors.

In short, want to survive and develop; it is impossible not to study our element in the quality management system; because we are the central factor determining the success of the company.

How to manage people?

“Scientific management of people is to establish the optimal harmony between the interests, aspirations and development of individuals and groups; and also to harmonize the requirements of individuals, groups and society with each other”.

Managing us is not an easy and complicated job, not everyone can do it. With the concept of the nature of our management as above; We can measure it through the following specific aspects:

People management must first set out the correct position of each person in the collective, in the social apparatus; clearly define their functions, powers and duties in society.

Managing people is training, fostering, guiding and assisting them in performing their social duties, functions, obligations and rights as work subjects in their position. them in the organizational system. Here, the task of the training is extremely important; top policy by countries.

Managing people is to create for all individuals (first of all in their activities and activities) the most favorable conditions for them to best perform their social tasks; align the interests of each person with the interests of the collective.

Managing us also means often checking that each individual is doing his or her duties correctly. To do that requires constant impact; shape and appreciate our performance.

Thus, in order to create favorable conditions for each person in the unit to perform well their role; recipients need to help them adjust; harmonize with the collective in order to create the individual's independence; smart and has a close connection with other members.