Not to let humanized reintegration personalization.doc

 PAGE \* MERGEFORMAT 4 Not to let ‘humanized’ reintegration ‘personalization’ Nowadays, ‘humanity’ became a buzzword. For a time, the medical ‘humanity’, education ‘humanity’, the traffic ‘humanity’, justice ‘humanized’ frequently appear in newspapers. In google, type ‘human’, but also can search the 589,000 number of query results. We should say that ‘humanity’ has become ‘fashionable things’ is the awakening of humanity and social progress, beyond reproach. Now, however, there are a number of managers caught in a ‘human’ Misunderstandings. I recently saw a report that is a boss in the company to implement a ‘humane’ management, to work without clocking in, the workload size is determined by employees themselves determined CEOs regularly with staff chatted with each other, eat drink and so on, the results of a period of time down, the staff was late and leave early and discipline of a sudden increase in company performance dropped significantly. CEOs have puzzled, and began to ‘humanized’ management has been questioned. In my opinion, the so-called ‘humane’ is a strict management system, under the premise of the ‘human’. It is emphasized that reflected in the management of ‘human touch’, so that management is no longer ‘cold’. The boss is the one who mentioned earlier, set aside management system as ‘humane’ and ‘humanization’ of and therefore I have also not surprising that the management failure. From the management system of the so-called ‘humane’, in fact downright ‘personalization’. For thousands of years, ‘personalization’ popular in China. Looking at Chinese dynasties, imperial supremacy of the emperor autocratic, ‘the world’s last Shijie summary’, ‘ritual conquest from the emperor out of’. Due to historical and business maturity of reasons, many enterprises in China are still in ‘personalization’ stage. In these enterprises, or simply no systematic management system, or there exist in name only, ‘the boss will’ is the business ‘highest standard’. E