richard yao

    In these two days, I had a training about the improvement of the administration power. The time of two days’ training is too short for mastering how to manage employees and how to become a good administrator. But I knew about some theories about administration.

    1. In the past, people usually like to study real management cases, which is called case study. But now, people point out we should become simulation which is participant-centered.

    2. The four elements of the organization include goal, members, structure and value. The best function of the organization is that having reduced internal bargaining cost and improved external bargaining cost. So, flat management mode should make an enterprise’s internal border bargaining cost weak. The second effect of the organization is depersonalized, which means make people become members in the organization instead of in the society.

    3. The development of the administration science come through three phases, which is classical administration, deed administration and contingent administration. Classical administration seeks efficiency. Deed administration seeks humanity. Contingent administration seeks both efficiency and humanity, which is determined by some parameters.

    4. Clear goal will stimulate employees’ enthusiasm. And not only this, a good administrator should wake up employees’ motivation of achievement to lead them keeping on seeking different goals.

    5. There are three study theories about administrators’ style. In the past people like to study great or successful persons’ common characteristics. And then people turn to study the administrators’ trend about task and humanity. And then, people think administrators should take different means according to many parameters, such as employees’ ability and enthusiasm, enterprise’s development phases. But this kind theory is too complicated to be used effectively.

    6. Tasks conflict is connected with inhuman relations conflict. If conflicts don’t be transacted well, they will change each other. The good teams don’t think conflicts are not good things. But on the contrary, bad teams always avoid conflicts.  Abilene paradox is the famous case to illustrate this theory.

    7. For avoiding mass thought, an administrator should not indicate his standpoint as the first person.

    8. A good administrator should be a good listener.

    9. A good administrator should not take sides any employee.