Reproduced below for reference
Basic managers, also known as first-line managers, specifically refers to the factory team leader, team leader and so on. Their main responsibility is to convey the superior plan, instructions, direct allocation of each member of the production tasks or work tasks, at any time to coordinate the activities of subordinates, control the progress of work, answer the questions raised by the subordinates, reflecting the requirements of subordinates. The good or bad of their work is directly related to whether the organizational plan can be implemented and whether the goal can be achieved, so the grassroots managers have a very important role in the organization. The grass-roots managers of the technical ability to operate and manage the ability to require a higher, but does not require the ability to have the overall situation.
Grass-roots managers should have the ability to "captain" generally have a very strong organizational skills, by the technical high or respected team members. Grass-roots managers and like the nodes on the tree, the roots of the tree nutrients decomposition, transfer to the small branches, so the role of grass-roots managers can be summarized as "decomposition, transfer". Since the grass-roots managers play the role of the captain, then the corresponding should have some of these capabilities: excellent business skills because the grass-roots managers are different from the middle managers, do not need to carry out too much planning for the development of the department, but only need to complete the small departments responsible for the work function. Grass-roots managers that is, managers, but also shouldered the specific work and affairs, so the individual's strong business skills and qualities is in the organization, "let the people convinced" of the premise. At the same time, the enterprise's various business training is generally carried out through the grass-roots managers, so the business ability of the grass-roots managers is very critical. Affinity since the grass-roots managers, you must mingle with the masses. You can not reject people because you are a small head. So, for grassroots managers, affinity does not simply mean talking and laughing with colleagues. In order to let the "under" the officer is happy, but also happy to obey the "discipline", must have the following kinds of "heart": 1) respect for the heart: grass-roots managers must respect their own organization in the Each employee. The so-called "think how people treat themselves should be how to treat people", respect is to win the premise of sincerity. Although in the organization, each employee's background, family may be different, but to treat everyone with an equal heart, in order to seek a harmonious atmosphere. 2) Concerned about the heart: grass-roots managers are in direct contact with the front-line staff, and therefore, their "plight", "voices "Grass-roots managers know best. Care in order to show their heart of love. 3) compassionate heart: since there is a concern, they should be in their personal problems, compassionate them. At the same time, learn to think differently, the so-called "do not do unto others as you would not have them do unto you". Team building ability layer managers in addition to have excellent business skills, then reflect the charm and value of managers is the ability to build the team. A person's performance may be very good, but only focus on personal performance and ignore the team, at best, only a business elite. The greatest joy of a manager is if the team plays a great role in effectiveness. Leadership grassroots managers are "managers", but because of their role, they need to utilize their leadership rather than administratively bestowed managerial skills. The difference between them is that: 1) Managers are generally appointed, and their influence comes from the formal authority conferred on them by their position. Leaders can be appointed or emerge from a group, and their influence comes mainly from non-positional power. 2) Management can use its authority to force people to do a certain job, while leaders rely on personal charisma to influence others. 3) Managers rely on systems and management tools to achieve their goals, while leaders rely on vision and incentives to achieve their goals. The ability to get along with supervisorThe supervisor is the one who authorizes the basic level manager, so keeping good communication with the supervisor is the key to get further promotion. There are many grass-roots managers can win the respect of subordinates, business ability is also very good, but can not get further promotion to meet their own greater pursuit, the reason is that often ignored the communication with the supervisor. 1) Let the supervisor know what you are doing every day. This is very critical, the first is respect, the second to avoid breeding too many ideas, such as wanting to seize the position, in the dark mess, contempt, etc. 2) Consult the supervisor to obtain support. Sometimes it is clear that you can take a shortcut, but because of the neglect of communication with the supervisor, and take a detour. So there is nothing wrong with listening to your supervisor's opinion on some issues. On the field, the "captain" exquisite ball skills, as well as strong organization, control ability, amazing. Then for the young people who just entered the society not long ago, without much work experience and become a manager, by the leadership, is indeed a rare opportunity. In order to become a "one call for a hundred responses" to the captain, in addition to rapidly improve their business ability, but also in the daily work of the continuous development of their own work skills. Production workshop team leader duties
1. seriously implement the company's policies, take the lead in complying with the company's rules and regulations.
2. Implement the production safety responsibility system, and make good management of safety and civilized production.
3. Reasonable arrangements, quality and quantity to complete the company or the department under the production tasks.
4. Improve on-site management and promote the "5S" process.
5. Workshop labor discipline assessment and management.
6. Responsible for the workshop's production statistics.
7. According to the production plan to put forward the material demand plan to the supply department.
8. Assist the Enterprise Management Department to do inventory work.
9. To assess the completion of the indicators of each production team.
10. seriously complete other temporary work arranged by the company or the department. Team leader in the growth of the company plays a very key role in the process, they are in direct contact with the front-line staff, and the majority of front-line staff is the basis for the survival of the company, the team leader can drive and manage the staff, first of all, it is necessary to select the team leader, mobilize the enthusiasm, enthusiasm from the material, spiritual, treatment, development of space to give inclination, at the same time, to establish rules and regulations consistent with the development of the enterprise, and different enterprises to go according to different corporate culture, and at the same time. Enterprises should be based on different corporate culture to explore! Overview of the world's top 500 companies, none of them do not pay attention to the front-line employees, but many companies have neglected this point at the top.
Basic management
To fool decades of management experience, to do a convincing grass-roots managers must have the following five elements: 1, strong ability, prestige. 2, good moral character, happy to help people. 3, can suffer, to be a role model. 4, there is a hardcore (backbone), can be echoed. 5, good communication, mutual trust.
Of course, there are regular grassroots management essentials: 1), do things fairly. Doing things fairly is easy to say, but it is very difficult to do. Our country due to the past long affected by the traditional small peasant economy and planned economy, fairness is often mistaken for egalitarianism, so the need for grass-roots managers in the distribution of work to do justice, rewards and penalties are clear, the distribution of benefits should also be fair, only then can convince the public. 2), care for the ministry. Lack of care and understanding of employees in work and life, employees will naturally be dissatisfied with you. 3), clear goals. The goal is clear is to do the leadership of one of the most important and the minimum premise. As a grassroots manager, the goal should also be very clear, otherwise it is purely a confused official. 4), accurately issue orders. As a front-line commander, the degree of accuracy of issuing orders should be as accurate as the controller on the airport to the pilot to issue orders, otherwise it is prone to ambiguity, in the process of dissemination of the order will inevitably occur one way or another mistakes, resulting in accidents at work. 5) Timely guidance. At work, subordinates always hope that they can get timely guidance from their supervisors from time to time, because the supervisor's timely guidance is the attention and training of subordinates. 6), the need for honor. As a grass-roots managers should also do a very generous share of honor and bonuses, the more model workers in your department, the better you can do your job. Comments (1)|2