diff --git a/src/content/posts/strategies-to-help-employees-adapt-to-new-technology/cover.png b/src/content/posts/history-of-management/cover.png similarity index 100% rename from src/content/posts/strategies-to-help-employees-adapt-to-new-technology/cover.png rename to src/content/posts/history-of-management/cover.png diff --git a/src/content/posts/history-of-management/index.md b/src/content/posts/history-of-management/index.md new file mode 100644 index 000000000..ef7179801 --- /dev/null +++ b/src/content/posts/history-of-management/index.md @@ -0,0 +1,83 @@ +--- +title: History of Management +published: 2024-07-21 +description: 'History of Management' +image: './cover.PNG' +tags: ["Management"] +category: 'Management' +draft: false +--- + +My background of Physics told me to truly master a concept, one cannot ignore its origin. If I teach you Maxwell +equations now you would end up with a blank mind. You need to start with "what is an electric charge", "what is a +field", and "how a moving charge could produce magnetic field" so on and so forth. At the end of the day, you will be +making a perfect sense of what Maxell equations mean. It it only through this way you can start applying Maxwell's +equations and solve real-worl problems. + +Management, and everything else in our live, goes like this. + +[Wikipedia](https://en.wikipedia.org/wiki/Management#History) +----------- + +The field of management originated in ancient China, including possibly the first highly centralized bureaucratic state, +and the earliest (by the second century BC) example of an administration based on merit through testing. Some theorists +have cited ancient military texts as providing lessons for civilian managers. For example, Chinese general Sun Tzu in +his 6th-century BC work The Art of War recommends[citation needed] (when re-phrased in modern terminology) being aware +of and acting on strengths and weaknesses of both a manager's organization and a foe's. + +:::note[《孙子兵法，孙膑兵法》下载] +[中华经典藏书.中华书局·电子书· PDF合集](https://zhuanlan.zhihu.com/p/386890361) +::: + +The writings of influential Chinese Legalist philosopher Shen Buhai (申子) may be considered to embody a rare premodern example +of abstract theory of administration. + +:::note[Key Takeaway] +[多读一读诸子百家的书籍](https://forum.freemdict.com/t/topic/24650/3)，发掘里面的管理学经验 +::: + +Various ancient and medieval civilizations produced +"[mirrors for princes](https://en.wikipedia.org/wiki/Mirrors_for_princes)" books, which aimed to advise new monarchs on +how to govern. Examples includes _The Prince_ by Italian author Niccolò Machiavelli + +[Reddit](https://www.reddit.com/r/AskHistorians/comments/3jk7uk/is_there_any_management_theory_literature_that_we/) +-------- + +in the De [Administrando Imperio](https://trello.com/c/cKS8d0bp) of Constantine Porphyrogenitus. Constantine had this +written/compiled as advice to his son, Romanus. It functions as a practical manual, with a heavy foreign policy +emphasis, on how to be a good emperor. Unlike some advice written by emperors and historians, this one is not a +panegyric or solely praise; rather, it is candid and informative policy. Furthermore, it is (mostly) secular and +research-based; though, the bit on the "obscene" and "blasphemous" Mohammed is obviously biased. + +R.J.H. Jenkins, in his introduction to the De Administrando Imperio, describes Constantine’s attempt at teaching +"practical wisdom" to his son by: + +:::important[Scrutiny of the historical documents] +writing or causing to be written histories of recent events and manuals of technical instruction on the various +departments of business and administration… Documents from the files of every branch of the administration, from the +foreign ministry, the treasury, the offices of ceremonial, were scrutinized and abstracted. +::: + +One of its key elements was a "summary of the recent internal history, politics, and organization within the borders of +the empire." Far from being a piece of rhetoric or self-absorbed thought, the document contains enormous, albeit +intermittently erroneous, research and careful analysis. This is “no partial document of propaganda… to impress domestic +or foreign circles." + +From Jenkins, + +> Provincial governors and imperial envoys wrote historical and topographical reports on the areas of their jurisdiction +> or assignment. Foreign ambassadors were diligently questioned as to the affairs of their respective countries. + +One of the interesting things to note about the Administrando was its secret nature, having been written as advice for +Constantine's son, Romanus; it acts as part succession letter, part compilation, and part "confidential" +advice/information. + +As the emperor puts it, + +:::tip[On "Knowing the difference between being-managed"] +it is not for those who wish to govern lawfully to copy and emulate what has been ill done by some out of ignorance or +arrogance, but rather to have the glorious deeds of those who have ruled lawfully and righteously as noble pictures set +up for an example to be copied, and after their pattern to strive himself also to direct all that he does... it may +greatly advantage you… [to know] the difference between other nations, their origins and customs and manner of life, and +the position and climate of the land they dwell in... +::: diff --git a/src/content/posts/strategies-to-help-employees-adapt-to-new-technology/index.md b/src/content/posts/strategies-to-help-employees-adapt-to-new-technology/index.md deleted file mode 100644 index be112aa0e..000000000 --- a/src/content/posts/strategies-to-help-employees-adapt-to-new-technology/index.md +++ /dev/null @@ -1,169 +0,0 @@ ---- -title: Strategies To Help Employees Adapt to New Technology in the Workplace -published: 2024-07-17 -description: 'Strategies To Help Employees Adapt to New Technology in the Workplace' -image: './cover.png' -tags: ["Leadership", "Technologies"] -category: 'Leadership' -draft: false ---- - -Companies should digitally transform themselves to thrive in today's rapidly-changing world. However, they may face -stiff resistance from employees when adopting new tech. - -There are many reasons workers resist new technology, including: - -- Feeling excluded from the decision-making process. -- Lack of communication from management. -- Failing to see the benefits. -- Resenting perceived interference from management. -- Lack of confidence around technology. -- Failing to see a use for it. -- Feeling threatened and unappreciated. - -Asking Employees for Their Input --------------------------------- - -Let's start by tackling the first reason workers resist new technology: feeling excluded from the decision-making -process. - -Before you rush out and buy new tech, you need to consult your employees. This doesn't have to be a formal interview. -For instance, you could: - -- **Send a questionnaire to employees** about the tech they currently use and what would make their job easier. Is their - solution the same as yours? Your idea of the best team task management software may not be the same as that of your - employees. Use software such as Qualtrics or SurveyMonkey to create easily accessible surveys that can be sent across - the company. By sending a questionnaire straight to employees' inboxes, you can quickly collect valuable feedback on - what software would benefit them most. -- **Optimize tech for each employee** - -Asking employees for their input not only increases the likelihood of them using the new tech but also shows that you -appreciate them. And employees who feel appreciated are more productive. - -Communicating the Benefits --------------------------- - -This strategy combats two causes of worker resistance: - -- Lack of communication from management. -- Failing to see the benefits of new technology. - -Transparency is vital when bringing in tech that affects how employees do their job. Open dialog is the best way to -promote transparency and ease the transition from old to new. - -Consider hosting a video meeting to communicate the benefits of the new technology and encourage questions and feedback -so you can deal with any issues that may arise. - -After the meeting, provide a place where employees can continue to ask questions and where you can provide updates. -Create a group on the instant messaging software you use in-house and send regular email updates to keep employees in -the loop. - -But many businesses are failing to promote transparency through open dialog. There's a big difference between companies -that outperform their rivals and those that don't. - -Employees are more likely to accept new tech if you answer the question, "What's in it for me?" So, if you think cloud -computing will make remote sales management easier, tell people! Explain how the new tech will benefit them, and do your -best to address their concerns. - -This is particularly important with less tech-savvy employees since they're the ones who'll feel the most unsettled. - -Recruiting Tech-Savvy Volunteers --------------------------------- - -Let's imagine you're looking to adopt software to help build your affiliate marketing sales funnel. Recruiting a few -volunteers from your marketing team to try out the software could answer questions like: - -- How easy is it to use the software? -- How will the software benefit the marketing team? -- What's the best way to sell it to the rest of the team? -- Will it create new challenges or address existing ones? - -Use these insights to shape how you go about the rest of your rollout. - -You can also use these tech-savvy volunteers to promote the new technology to their colleagues. Maybe they could be the -ones to host the video meeting to introduce the technology to the team. This will minimize any resentment employees feel -about your perceived interference in how they work. These volunteers can also help with the next strategy: providing -adequate training. - -Providing Adequate Training ---------------------------- - -Training boosts employees' confidence around unfamiliar tech and makes them more likely to accept it. You should -schedule training sessions both during and after the introduction of the new tech to help everyone get familiar with it. -But remember - when it comes to learning, there's no such thing as one-size-fits-all - -Here are some more training tips to think about: - -- **Make training fun**. Employees will retain more information if the training is enjoyable. They're also more likely - to attend! -- **Split training up**. Don't give employees all the training in one go. Splitting training into shorter chunks will - help keep them engaged. Consider using microlearning software as employees can learn and test their knowledge in small - bite-size chunks. -- **Create an SOP**. Create a standard operating procedure document that employees can refer to if they forget any of - the training. - -If in doubt, think about what helps you learn. And then do that. - -Use Guided Learning -------------------- - -Don't sit employees down and talk at them for two hours. Hold workshops that combine training with doing. For example, -instructors could give employees bite-sized chunks of information. Then employees could try it out for themselves. This -kind of guided learning helps employees remember what to do because they've actually done it. - -Tailor workshops by individual, so employees only learn what they need for their job, not everyone else's. - -You should also bear in mind that some employees are less tech-savvy than others. If your company is adopting a cloud -communications platform, some employees will know all about it, while others will be wondering, "what is cloud -communications"? - -This is a good time to bring in your tech-savvy volunteers. Pair them with colleagues who are less confident with -technology so they can help their colleagues get up to speed. - -Let Employees Learn on Their Own --------------------------------- - -Some employees need hand-holding at every stage during training. Others learn best on their own. In fact, more and more -workers in all age groups want fully independent learning. - -So it's important to facilitate self-guided learning. You can do this by: - -- Creating playground environment -- **Providing online resources** for employees to work through if they need a refresher. Try to provide a mixture of - resources, like step-by-step guides, infographics, audio recordings, and videos. All of these could be managed through - a learning management system (LMS) which will help keep track of all training and enable you to identify any areas - where you can improve. - -Giving Employees a Reason to Use It ------------------------------------ - -Sometimes employees may still need convincing of the need to use new technology. Ongoing training can help with this, -but so can applying the principles of A/B testing ideas (comparing one version of an asset with another) to your -rollout. You might try: - -- **Holding a workshop** where everyone tries out the new tech and compares it to the old. A virtual classroom is a - useful option. It provides an engaging environment for learners to develop their skills and enables you to gather - vital data on how successful the training is. -- **Having a friendly competition** where one team uses the old tech and one team uses the new tech to see which is - better. Use training software with integrated gamification with leaderboards and reward badges for encouraging - employees to participate. - -Providing incentives for people to use the new tech can also help. A small bonus or even an office trophy could be all -it takes to encourage people to try it out. And keeping up a dialog will help you quickly address any concerns or -issues. - -Celebrating Success -------------------- - -Just as your company should have a customer-centric culture, it should also have an employee-centric culture. This means -celebrating success, no matter how small. If an employee does something in record time because of the new tech, make -sure everyone knows about it! Your marketing department can promote your business to employees as well as customers. - -It's also important to reward employees for their contributions. Employees who make the best use of the new tech should -be paid accordingly, especially if they boost the business's revenue. - -If employees know you reward success, they'll be more motivated to adopt the new tech. They'll also be more likely to -adopt new tech in the future. - -Employees resist new technology for all sorts of reasons. Understanding those reasons is the first step to helping them -adapt to new technology. The next step is using the tried-and-tested strategies outlined in this post