The Effective Executive

Book Details...

Paperback: 208 pages
Publisher: HarperBusiness; Revised edition (January 3, 2006)
Language: English
ISBN-10: 0060833459
ISBN-13: 978-0060833459
Product Dimensions: 7.9 x 5.9 x 0.5 inches
Shipping Weight: 5.6 ounces


Celebrity Appraises...

"My core idea of the universal, is from Peter Drucker."
-- the former general electric CEO Jack Welch
"In all the management of books, the influence of Drucker's writings on my deepest."
-- Microsoft CEO Bill Gate
"Drucker is my hero. His works and thought is very clear, become an independent school in the modern ideological fanaticism of the crowd."
-- Intel chairman Andy Grof
"Forbes" cover article, said it "is still the most young minds".
"Business week" is the name for its "management thinkers contemporary the most enduring".
"If twentieth Century is the greatest invention management, then, Peter Drucker is undoubtedly the greatest inventor."
-- American Management Association


Book Description...

The basic idea of"The Effective Executive"
Responsible for the organization, can influence the organization  operating results,that is the Executive.
The Executive must be effective.
Effectivecould be learned.
So, a group of ordinary people,could extraordinary things.
In the book, Drucker discusses how managers can be a very fruitful.  This book is Drucker's most famous management works, devoted a great  deal of effort.
This book has been translated into 37 languages, selling the world more  than 130 countries, has become a manager must-read classic all over the  world!
Haier Group Zhang Ruimin reading by wisdom: "I became a fan of Drucker,  looking everywhere for his work. His book is a kind of enjoyment,  because it often makes people have the feeling of enlightened at once.
I love to read "The Effective Executive" very much.I do not know how  many times I have read it, I often read it for new idears.Especially in  the face of change unpredictably market and global competition is  confused, I always get new inspiration from the book."

About the author...

Peter Drucker (Peter F. Drucker): Master of modern management, the world of excellence, far-reaching, was hailed as a "guru", "the father of modern management".
In June 20, 2002, the United States President George W Bush declared Peter Drucker the "Presidential Medal of freedom" winner, this is the highest honor the United States citizens can obtain the.
"As long as the mention of Peter Drucker's name, in the corporate jungle will have innumerable double ears to hear." -- "Harvard Business Review". Us for having heard it many times the figure of fifth disciplines, both advocate Peter Philip Senge, the father of marketing Kotler, leadership expert John. Scott, or Intel President Andy grove, Microsoft chairman Bill Gates, Ge Corp CEO Jack Welch...... They were influenced by Peter in the aspects of management theory and management practice. Drucker's inspiration and influence.
Mr. Drucker is known as the master of masters, not only because he is the founder of the founder of modern management, target management, he in the market, innovation, innovation, strategy, knowledge management, in twenty-first Century the management challenges in areas such as high perspicacity, also let many management guru and successful entrepreneurs benefit from. One of the most respected is his principle concept and method, including: "the management to become a subject, target management and self control is the management philosophy, the purpose of the organization is to create and satisfy the customer, enterprise is the basic function of marketing and innovation, and senior managers in the enterprise strategy in the role, effectiveness ratio efficiency is more important, decentralization, privatization, knowledge workers, with the rise of knowledge and information based society."


Blogger Review 1...

Leadership Secrets
one
After graduating from University, John worked in a software company, when the two programmers. One day, his project manager left, recommended him to the company took over the project. The reason is very simple, as a small project, the development group a total of only 5 people, John is a veteran, performance good, familiar with all aspects of the project. John is the logical thing.
The world breaks, let John give then. On the surface of John does not say, the heart is very happy, the brother called, rub a hot pot, is celebrating go to take office.
John this will dry up leadership. Since it is the leadership, should be different, always be tube, now to the tube. John thought the music.
However, the leadership has never done, how to start? Is it right? You want to change a set of clothes, or to assault your eloquence?
John in the head, quickly recall former various style of leadership, the heart more think more no spectrum. His mind suddenly a strange idea: if leaders do not usually work in person, he always seems to make the work of others!
Thought of here, John heart thumped, suddenly some nervous. To tell you the truth, he felt led the command others work behavior, is it right? Some be devoid of any sense of shame?
Two weeks after taking office, John encountered some problems. He remembered his friend Tom. Tom had led for many years. Otherwise, go ask him? What he said.
Two.
John asked Tom: "you say, how should I manage people?"
Tom said: "correct you a statement. To become a qualified managers, not thinking about how to manage others, but think how to manage their. The first to recognize that their time is spent in what aspects."
John said: "what you want to say?"
Tom said: "well, I asked you a few questions, you'll understand. You tell me, when the programmer, how is your time arrangement."
John said: "ah you know it: get the development task analysis, design, coding, modified bug according to the needs, assessment, meeting and so on, are daily work. It should be said, the day the most important job is to code. Busy, often work overtime. Get up earlier than chicken, doing better than the donkey tired. Workers are also known as IT."
Tom said: "that you how the quality of the finished project?"
John said: "it can be."
Tom said: "from the business point of view, there is no problem too big. For you, there are some problems."
John said: "yes ah, sometimes like a countersunk head pull grinding donkey, only know the work. Occasionally some idea of it, too tired, even if."
Tom said: "you have observed you project manager usually does work?"
John said: "he seems very easy: every Monday meeting arrangement, then, then, as if nothing else, either out of the meeting, or phone, read a book or off in his office. Check email, talk about MSN. Henshuang oh."
Tom said: "Oh, that day, you yearn for?"
John said: "to be honest, can make more money, who are yearning for. But there is little to feel insecure, a bit empty."
Tom said: "all you see is the appearance. It is not about what leadership in the stem, the stem what. Do technology, and management, responsibilities of different."
John said: "you mean: I don't understand leadership?"
Tom smiled: "didn't mean that. In fact, everyone is their own leadership. Want to be leaders, not necessarily how many soldiers, you yourself are your own head and arms. You are capable of independent thinking, self-control and requirements, to their own arrangements for work, can reasonably allocate your time, to strict self-discipline. Your nature is to lead."
John said: "so simple?"
Tom said: "it is simple."
John said: "when you have leadership, you usually do, say, how do you find the time?"
Tom said: "everyone has their own habits. Your heart will know. I usually by a week of one such cycle to control and use of time. I know what time is the working time, what time is your own. Is work time, later said. I first talk about the time of her own."
"Time is a kind of assets. You want to spend it, more than. If you cherish it, good everfount. Generally speaking, time has two principles: one is to hurry things, the use of chunks of time; two is the system time, used to make the continuous accumulation, such as: 30 minutes of exercise a day, reading 15 minutes. To do things, but does not require fast, every day, many a little make a mickle. That is a habit. If you are busy working, working time and the time of her own confusion together, that of his own body and families, no good. Work while you work, when the life."
"In your company is not playing a time and money exchange game, but a kind of investment way. If you have a day job, you find yourself not to earn money, also did not learn skills, make their own value-added. So, to be sure, you can't blame the company's relentless, you also have the responsibility to."
John said: "my time can control. But now as the leadership, that time is not enough, he called to a meeting, to deal with the problem, busy run round in circles. Also don't know what more busy."
Tom said: "why don't you work less?"
John said: "you do not know, a lot of things, they don't understand..."
Tom said: "you can teach them, then, let them go and have a try."
John said: "they are always on their request is not high, the core part, still want me to do."
Tom said: "no wonder you are so busy, so tired. You only when athletes, and when the coach. Did you ever stop to think: if you leave, the project team will how?"
John said: "this year, who did leave, the earth turns."
Tom said: "you can understand. This is a truth. The more you know your position and value, you should be more open. The job of the manager, not to prove their work are pluripotent, but learn to allocate human and things reasonably. You need to allocate a system, a whole. You need to learn is how to reasonable use of resources."
"The system is efficient, can create value. So, you as a manager is a good manager."
"Management things said it is also simple, is to: determine the key business, the right people in the right place. Plan, implement and check, continuous improvement, organization behavior good fixed."
"The task of management is to set goals, effective focus, attention to results."
John said: "you mean, I henceforth, the best are no longer code?"
Tom said: "you can slowly change. Find a person gradually replace your work. If you intend to project management development, you have to learn to be relegated to second-line directly from the battlefield surgeon. I can understand that, sometimes, it is difficult to a technical staff. To say is, you abandoned you think martial arts masterpiece. Code, let people have a strong sense of achievement, and full control of energy."
"In the future you will understand, as a manager, to realize their own comparative advantages, need more broad mind, more patient communication, more confidence to understand the environment and change, more open and share achievements. Need to know what to do, is their greatest value. When making the final decision, to be brave when the boss."
"To jump out from the previous role, to think about their tasks with a management thinking. What kind of results you want, how can you get it, you need to what kind of people can do it, if not, what would you do. Once you start thinking, working method and order everything, is self-evident."
"Management is not other people, first of all is to manage their own. First of all let ourselves from thought to action, must have a thoroughly to remould oneself understanding. Aren't you was canonized as the leadership, you really led. Two different matters.
John said: "look, I have a lot to learn. Is it right? Need to listen to what management lectures, participate in training."
Tom said: "you can. For example, there is a people listened to the lecture of Yu Shiwei, and Gao Jianhua. All good. Do basic management, did not spend any time, some effect. However, obedient listening, must not copy, nor hear too much. I'll book you recommend, is Drucker's "very fruitful management", was a thin book, there is a new feeling to read. Today we talk about part, this book also involved."
John says: "this book about what?"
Tom said: "how to manage their own. How to speak in the organization management thinking, authorization, how to give priority to, how to make decisions, how to control and coordination organization,
In fact, this of course can be extended to many aspects. For example, the management of their living and learning, apply."
John said: "look, this book has great influence on you?!"
Tom said: "yes. This book is a guide to managing my, remind me: do not need to become more perfect, and good people to work together. Any outstanding position with IQ, no relationship, but you make a promise, you work quality, you come to others and the attitude of the world. Know thy time, trust your friends, believe in yourself."

Blogger Review 2...

There is an analogy has appeared in a lot of training, should be put the cup filled with water to empty, to once again to pour inside. Probably afraid of prejudices, hinder the effectiveness of the training. The empty-headed people are always the most easy to convince, but this effect, but not effective, the problem still exists, even to listen to people who have to accept. Not much experience, but "with the problem to see", seems to be a more effective method, at least one "can be verified" approach, we can study or training is completed, we take a list, have a look what is solved, which attained enlightenment, which or "have not been successful, still need to state". So, I stubbornly maintained their "Prejudice", is not willing to empty the mind, but with a lot of problems, to read a book, a reputation, which is "the classic works of proven" management. Not only book not only, what can be harvested many, want to see the book in the extent to which I answered.
This book a great reputation, called the "very fruitful management", in addition to spectacular title, author is a renowned master level figures ---------Peter.Drucker. From sixty years in the generation now, by the continuing pursuit of books and ideas, almost certainly must be able to stand the test of high perspicacity, the remaining issues, is to explore how much I.
With his experience, is to be 5W1H is actually a very good summary. Don't talk about the work of others, but my own work problems, most of them can be focused into the summary, which is especially important in What and How. Channel selling success as an immense number of books in the world of books, but not really can help people succeed, I am most interested in is not Concept or Idea, but What and How, is the "what" and "how to do" problems. This was for many years the Polytechnic thinking brand - effective conclusion must be tested in the same way, you should arrive at the same result; in addition to the problem, not worthy of discussion, but our limited time, can only be placed in a secondary position.
So I read the book is the direct target of What and How. Since the content of the book is to introduce the "very fruitful" manager, so at least I should obtain the corresponding information: what is the effect, how to measure and define? What kind of action is effective, or beneficial effects, contrary to what? Through what operations can achieve good results. About management science or sociology master see here have been sniff at, for example this is similar to the kind advice: "simplified if effective management work can be so successful, so it is easy, the world is not imagined so simple". Although not expect can get a ABCD operating manual, but if one is thought to be the work of good management, only some of show Idea without any actionable things, in my opinion, it is hard to avoid the suspicion of two classes: either it is not for me to see such a rookie only master people, or this is a outwardly strong but inwardly weak legend. In the field of natural science such examples are relatively less, but social science is full of examples of this.
With such doubt and suspicion, I started reading course. Generally, the following will follow the pattern: first introduces the content, then some points I'm interested or have questions, finally is discussed for my What and How. Due to the understanding and experience points, by personal knowledge, experience and various level of restrictions, so do not guarantee accurate.
The first chapter very fruitful can be learned
Removing and elaboration, personally feel that this chapter of the main several topics as follows:
What is the manager, this role is not limited to the company management layer of the traditional concept of any person, but as long as the organization for operation will influence.
Clear the word "success". Especially the difference that effectiveness and knowledge level, capability, the latter does not guarantee "effective".
Back to the title, validity can be learned.
First of all, probably because the author is a high-end management guru, for are the top talent's sake, that something was used directly as a background, for example, I did not see "how to define the validity of the solution, for example, rely on" efficiency, output or any other. Perhaps the problem, in later chapters will be discussed?
But some very good Concept is worthy of note (note also my previous statement, I concept "not cold") definition for managers. Very interesting, the author took long to state "organization" concept, there exist factors of cultural background (Western culture heavy personal and group of East Asian cultural differences). In fact, in our society, collective is heavy to is no need to emphasize the point, but people were deliberately ignored.

The second chapter on your own time
Strongly agree with this from the first time management on the way. As the authors noted, "rent time does not fall, can't borrow, not buy, can not use other means to obtain, without flexibility, can not be adjusted, not storage, no substitute". This is a top priority of resources. But the current situation is, people are not good at managing their time (this on my own, especially alert).
Time on the management pressure
After the work is no longer their own, but others, especially for managers. Often a lot to deal with the entanglement, after the processing time is consumed. In addition to managers must work, organization more people into the relationship between consumption, processing time is more. In particular, a view agree with the author's: processing the whole time intentnesses, is efficient! Gasp in admiration, I question added: how can we get this time?
How to diagnose their own time
A record can be analyzed, so the first step is the most basic: record the consumption of time (very good, there was How.). According to our practical work, the various working table /TimaeCard actually can be regarded as the auxiliary tool in this area (the reality is, time table are seen as more attendance equipment).

The second step, to record as the basis, by cutting out the superfluous to eliminate interference. Here the author has not mentioned, but in my experience, a kind of method should be considered to be very good: the list of things to do, given in the two scales evaluation, importance and urgency. The important things we often have to deal with the urgent but not see, but ignore the long run much more important subject. As far as I'm concerned, lifting a visible method, is in accordance with the following priority processing: important and urgent, important but not urgent; urgent but not important, finally is neither important nor urgent. The authors proposed a "eliminate" principle in here, it is to these "is not important and not urgent" things ready, a good "HowTo": if a thing, do you think what to do and what not to do not have much different, that means you can give up.
The second problem, replacement time can. Time does not change, but people can change. Methods actually use and a similar, if do it another person can also, of course choose lower cost people to do.
Third, wasting people's time. Interesting, wasting their time may be alarming, but few managers aware of wasting other people's time. Here, the author gave a lot of examples, but did not give HowTo. As for the "authorization" consciousness, a very important concept, but in Asian culture which is very weak, but this is not a short duration of time can change.
Eliminate waste practice activities
1, we should first find out the waste of time. A very important point appears for the first time in this book: the same crisis, out of second, should not be third times. To repeat things, becomes routine, then the liberation of experts, but ordinary people can also handle. This is too important, in fact as a IT field, especially the development background, it should be well understood. Despite the organization and management factors, for individual development, find the Pattern implies reuse, means that you can have more work to do and without the need of their own processing. The Pattern is suitable for a wide range of. As a good thing, it should be fixed process, application; the same bad things, we should establish a mechanism to deal with, but don't always have the fire.
2, waste too much time. This is not a fresh topic, people consume the most basic communication time, along with the tissue growth, exponential growth. Software engineering masters, is also an early gives high perspicacity: increase the human, help to shorten the development cycle, and sometimes it would exacerbate the extension. The author gives a relatively simple solution, is directly determine the proportion of ordinary communication time is occupied, as long as make a warning level (e.g. 10%), it can judge whether to control human. In our work, basically should be through the establishment of organizational structure, the number of contacts a person, is controlled in a certain range, such as a TL, should to several of PG's (such as 3~8) is responsible for, the above PM/PL, then add some administrative support staff. Such a structure, should be able to set the number of control.
3, too many meetings. This is definitely a nightmare, not only for managers. A person's management experience, although most of the time the meeting is very necessary, but I still almost addiction generally avoid meeting. As long as a simple calculation can know the cost. For example, a manager with a small team of 7 developers, one hour meeting, 1/8 * 8, exactly one day there will be no, but an hour of the meeting is quite simple and fast. Here, the author Li Chen disadvantages too many meetings, but no given recipe, how to compress or avoid unnecessary meetings or inefficient meetings?
4, information failure resulting in duplication of work. Very good, very familiar, reason - management software exists that is IT is to maximize solve this problem. But to tell you the truth, our work, this point do not too good. Is the most simple, employee information (such as ability) have not been effectively used, the existence of a large number of repeated labor time information and attendance work, knowledge management system of the company has not yet been established leading to repeated learning.
Arrange free time
The author first example is to my appetite. A president for meeting arrangement, not only one time, no trouble, and clearly pointed out: the meeting is concluded, if not immediately make next meeting agenda. In a high performance behavior if every meeting I participation can be so good (I can't remember how many times could not help but remind, what is the issue? What is the last conclusion?).
The author gives a very interesting statistics, which managers can be free to dominate the time, in fact, only about 1/4. How can the fragmentary time, integrated into the whole time? The author gives many examples, many are similar to the "disk defragmentation" - like algorithm (Windows). But thank one's stars, I understand that "priority of the important and urgent" discriminant method, finally appeared (applause), although is a variant.
In this chapter, I Suo trivial broken wrote a lot, because its subject moved me, a person's time is not renewable resources, more than anything, spend more energy, or say, spend more time to planning, time management, is absolutely can not lose.
One sentence summary of this chapter: time management! Do less waste of time.

The third chapter, I can contribute.
The author emphasized the contribution and simply gives the measure of some aspect of the. As far as I understand it, in short two words: output! Don't talk about "no credit also have Gulao, no elbow grease is fatigue", no output is all in vain.
Management commitment
The author first requires managers to ask "can I contribute?" , the author gives three aspects for reference: direct results, values, talents. The direct result is certainly the most direct the most basic, also basically can be regarded as the most important contribution, but must be clear, what is the result of. Here the author not deep tan.
Next is the discussion on the values, the thing in the home is called "enterprise culture". To tell you the truth, I don't want to mention this word, because it has already been frivoled no appearance, even dry pyramid are beginning to say the enterprise culture, a good Concept became rotten Street leftovers (Chinese spoiling things ability is really a must). Aside from the social environment in the business environment is not healthy, and focus on the author's statement, the feeling is still very useful. From the "white Li rule" example spread out, actually can think, effective, good Concept, you will have a positive effect on execution, contribute to the organization's output and persistent, which is selected. Similarly, bad Concept will destroy the vitality of the organization, organization and self out through injury! But a good Concept will not automatically appear, here is that managers can make a contribution to.
Skip the personnel subject (the author only in the example relates to the talent that), the author stated directly change "" concept, to further deepen the just issue: to make contribution to Idea is not enough, Idea also "on-demand", only "contribution" to the target.
How to make professional work very fruitful
Through the "scientists and layman" as an example, the author has pointed out, effective communication (in fact, I prefer to call it an effective marketing), is an essential quality of work with any managers and others. Although the author cites many examples and ignore the basic method of exposition, but this project is no stranger to us. Too many people complain, IT personnel especially developers, not good at communication. This is really a big "What", but "How" in where? For it seems we have to continue to look for communication.
The correct relationships
There is a sentence struck me: the major task of working environment, if there is no achievement, that is harmonious with time, can have what meaning? On the other hand, work very fruitful, occasionally look fierce and talk boisterously should.
Well, this is my case. Because of the weak social aspect, I am inclined to everyone is affable, but most of the time, it will become a stumbling block to work.
The author gives four points to discuss.
1 communicate with each other. For the effect of communication, the author points out the one we all know but not willing to prick the fact: top-down inculcating communication without effect, more will trigger a rebound. On one hand, this is the nature of man, on the other hand is decided to head butt, different levels, different needs, things, the conclusion that different is, of course. But the author did not give "How".
The 2 team. From the examples given in the paper as well as the line, can put his abstract ideas for a typical IT Vocabulary: input and output interface definition. If this is not clearly defined, simply by virtue of the capability of the organization, is not sufficient to establish effective cooperation. The question remains whether "How"? Software development experience tells us, the most difficult is to confirm the demand, people do not know what they need, what is also provide? Team communication, should take the principle of "contribution" to think, perhaps this is the author emphasize. This is a Concept, but I need more HowTo.
3 self development and 4 developing others. Very simple exposition, actually is hiding the very important subject. If the individual cannot obtain the effective development, do not contribute to the organization. There are a lot of things work, managers that are great resistance, the problem is not clear at this point. Self for self planning on the one hand, on the other hand (especially for managers), is to inspire and help others to do the planning and development of similar. Ibid., HowTo?
Effective meetings
For this topic, the author has expounded in front. Basically is similar to such a chain: a clear theme / object -- 'strictly around the target discussion --' effective conclusion. In addition, coupled with the "make oneself an example", the managers can not ask others to closely around the theme but I wander.
Although this topic the author's description is material, but I have a question: I have a Idea topic, it appears that the author things very clearly, I don't have a Idea topic, you can not find HowTo. May I read far enough? Or am I too with the existing experience and affect the understanding of the book and the absorption? Is the author of many ideas already through other ways to spread and has affected me? For this problem, the following reading, I need to pay attention to and verification of proper.
One sentence summary of this chapter: the output to measure the angles of view and method of the theory of everything.

The fourth chapter how to play to the strengths of others
Give full play to the strengths, is the only objective existence, this sentence to my taste. God has no need of organization, because it has unlimited time and infinite capacity. Because of our time, resources, ability is limited, more productive than the individual organization. If not with the director, simple accumulation more productive organization even better personal (everyone knows the word the meaning).
To use director
The seemingly simple word, great knowledge. The author first with an example: don't try to avoid the disadvantages, but to focus on the advantages of. This is not difficult to understand, without the shortcomings of the people also may also lack the advantages (mediocre person). Two experts in different fields, its effect is better than two! The enlightenment is a common mistakes - in our work are so strong trend, each developer must be proficient in Japanese? I deeply know that behind the cost pressure, joining the intermediate link of language support, will increase the cost in two aspects of manpower and time, and may lead to distortion of information transmission. But these years of development experience, a more profound taught me one thing: - is a source of trouble, experts to solve the problem is the source of productivity. It is a sentence I love words: managers should ask is a member of what can be done? Not if we hit it off, or do nothing.
How to use director? In addition to the "right people", the author proposes a can be operation method: at the request of job performance. In fact, this is equivalent to the standard, to establish, then people will naturally be screened in this standard. For example, the requirement set high a level appraisal standards, so not technology people left to members of their own, is to improve the technical level of the language; for same. This makes me to think of the problems mentioned above, how do we measure for language staff development requirements and technical importance?
Then, the author emphasizes, to offset the people through the organization's ability to play the weaknesses, strengths. The following is a very interesting topic: how to avoid weaknesses? Why even "for people" encountered difficulties, not "set" people? This is quite much, in fact, is not difficult to understand, for the organization, "people do not."! So simple. As for the author to talk about "the cronies and faction", although it is a very important problem, but it should not be discussed here (Application of meetings: issues! This chapter's subject is "with the director.").
Then I like content, the role of HowTo.
1 job design, must be reached, if more than one person in this position failure, position must be redesigned.
The growth of the 2 position. Author of "extensive" and "fine" language easy to put people astray. In fact, describes the position, is a dead end, still can get growth experience, can measure and measure the position of self.
3, although the "people" do not, but should first consider the people can do, after considering the things need someone. This can be found in the "other" suitable work for man, and not confined to now. It has and "set" because of different. Here the author appropriate mentioned evaluation, in order to structural integrity, I put him down a little behind.
4, tolerance. This is come down in one continuous line with long not short. But the author also emphasizes, incompetent people should stoutly out, no matter what the reason is in the way of. There is a potential for something, is not clear, that is: the ability to make decisions more big, can be competent the greater the responsibility. A lot of things, in fact, is not whether we can see how to do better, but more important is whether we determined to implement.
Then the evaluation of HowTo, simply put, is to find a person to "do good", "grow", "culture", at the same time asking "if you truly believe your work or management is effective and fair"? The first few good understanding, finally one of my personal understanding is: Despite the influence of various factors, asking themselves until the bottom line, then gives the evaluation, is the real evaluation, rather than out of politeness or taboo words given to cope with.
How to manage your boss
A very interesting chapter. The author elaborated in fact is the core, since the boss is also ordinary people, so for him it will be more effective. Here I am slightly extended, and superiors, feeling is the key to a "interface" problem, the example is the exchange type (readers and listeners type). Want to let your boss, may in turn thought, how will he not? If a job to the boss to hand out again, he need to get what they want, it becomes invalid typical. On the one hand, similar work was again and again it is the cost, in addition the result of thought and your first presentation to the intended meaning may be biased, this will cause the communication more time-consuming. So, let the boss really effective, its core is to understand the boss of the fields and habits of communication. This idea is also effective for customers.
Give full play to their strengths
The author mentions two comparison reference value. One is: problems how to do? Find a way to find opportunities, only this will produce real results rather than lead to talk and complain. Second: to find his own way of doing things. It is a commonplace talk of an old scholar means, but if combined with the first point is high perspicacity. Instead of complaining about your strengths or good way not to use, not to find or create it can apply the opportunity to.
One sentence summary of this chapter: with the director, is not a simple concept, but also must practice to decisively.

The fifth chapter to give priority to
Well, the important methodology, and finally to an independent chapter to focus on the.
Key words: human energy is limited, so try to do only one thing at a time, and do it well. In fact, this view has been proved our practical work many times, as a function of the ten are all wrong, results are not presented, then the output is zero, even if only a function but can do a good job submission, output of at least one.
Get rid of yesterday
There is a term called "sunk cost", that is already lost, but because the invested a lot, because of reluctant those early input into water, had to defend to the failure, and even additional investment. The so-called escape from yesterday, the most basic meaning lies in this, Viper Lactobacillus hand decide promptly and opportunely, or continue to put into words will become a "sunk cost", no matter how much will sink together. In addition, the author also emphasizes on the other side of the coin: the failure of the past can give up, also want to pay attention to the success of the past, will also become a hindrance. To append a business? Well, first have a look whether the past business should delete a! Otherwise the organization will continue to expand. This approach is very useful! This is actually in force us to make a comparison between new and old business, from a quality. If the new better, of course, the old comes; and if the old is better, why blind additional? Bring forth the new through the old saying is the truth.
In order to consider
"Postponed to not do" and "don't driven by pressures, the author throws a series of" wise remark of an experienced person, how to determine priority, given the reference:
Pay attention to the future than the past (echo off yesterday), pay attention to get the better of difficulties, do not blindly follow the direction of their (the two call application, the last section), high goals not conservative. These points are actually come down in one continuous line, and I think there is a potential guideline author not clear but in previous paper has repeatedly stressed: to success as the guiding principle. Success is the goal, otherwise, why don't we just keep some safer?
One sentence summary of this chapter: to give priority to, be determined to give up some things.
Chapter sixth elements of decision
This chapter discusses the effective decision relates to what factors.
Decision making based on case
AT&T's decision as well as the General Company's Sloan decision.
The five elements of decision
1 truly understand the nature of the problem. Regular rules need to be established to solve the problem.
2 to find the boundary conditions of the problem.
3 to find the necessary solution conditions, as well as the possible compromise.
The 4 decision scheme execution.
5 through the feedback to verify the effectiveness of decision making.
Then the author aimed at each point to elaborate.
On the first point, the most important problem is how to determine the current events and happenings, author of a large number of examples, and then gives the suggestion is: first assume as a regular event, and then to explore. The corresponding strategies for recurrent events, the author's suggestion is quite clear, that is the "scientific method" - the reality - 'hypothesis' validation' theory. If can effectively verify a fact, hypothesis can be transformed into a theory, or is the wrong hypothesis must be corrected. Through such a cycle, it doesn't take a genius to the myth of magical theory, any rational operation ability can approach the truth gradually. The establishment of a molding of Pattern to manipulate the really important, it can also solve many problems. Pattern and practices are clearly, ordinary people can do the work of an expert liberates the human; the problem occurs again do not have to repeat the analysis time is saved; a clear standard to make the evaluation, feedback and improvement possible, enhance the decision-making effectiveness.
For the second point, the so-called boundary conditions, simple to say what is the lowest target and condition? I understand this is clear "What" process. If you don't make clear their goals, and have what cards, for the next play will certainly feel confused.
For the third point, for example the best described in the words "is to determine what is right, and then you can go to compromise". This has been guiding our work, decision time cannot consider "difficult", "human" and other vague variables (built on the premise of one thing, must itself be ambiguous), but must first clear "what" is the ideal state is completely reasonable thing, then in the clear conclusion, to change. Specific examples, better than the work plan. Don't plan implementation difficulties, first developed, and then discuss, what are the difficulties. In this way, between the ideal and reality gap, where? What is the problem? In order to quickly apparent, can be solved.
The fourth point is about the relationship between decision and action. In addition to "can perform this very clear index", the author emphasized the "plan and specific measures, as well as the corresponding human". This is all I care about "What" and "How" problem. The decision itself, should contain the "implementation method," or just "intention". And I have this concept agree without prior without previous consultation, Concept is again good (belonging to the Why and part of What), must have What and How to implement (may also include other Who and When etc.)! Do not need to verify that Concept is the most inexpensive things.
Finally, through the feedback to verify the effectiveness of decision-making, this and the first point is echoed in the. The hypothesis is true, the effectiveness of decision-making, to verify - the author emphasizes the "personally verified". Through the decision - 'validation' improvement, such a virtuous cycle, we can establish effective mechanism, not every decision in the head.
One sentence summary of this chapter: from problems to decision until the description of the whole process decision feedback.

The seventh chapter effective decision making
The relationship between personal opinions and decisions
The author here, although very eloquent, but there I cannot agree on the part, I may be too much of the natural science reading background caused. Yes, because everyone has opinions, collect it is inevitably influenced by their own limitations, and screening and biased unconsciously. Starting from the experience or their own point of view, in fact, everyone can collect a "sufficient" examples to support their views - otherwise, the idea is formed how? This inevitably leads to, more experienced people, more likely to make biased judgment, because he used his experience to screen out too many adverse facts! Yes, "if do not have the debate, but need to verify". But we should not ignore the facts, or make a biased assumptions, results are sign or not, this is a waste of time, directly affect the effectiveness of. There is a lot of "objective" "not subject to the will of the people affected" by the facts, can't we assume prior to ignore it, no matter what kind of experience!
The authors advocate agitate managers take the initiative to guide and inspire "different views", this is good, but compared with the objective fact, it is more like a dependency management ability measures. This method and the gathering of facts, should not be contradictory, but should also get attention. In fact, agitate the different views, the author intends to make further elaboration.
By using the opposite opinion
Three value the author gives the opposite opinion:
Avoid decision makers are organized prisoner, provide other scheme can reference, stimulate the imagination. In fact I think far from that, before the decision is verified, no one can predict which decision is correct. In other words, we just pick a relatively "good" one from a lot of opinions, implementation of priority. From this point of view, opposition is not opposition candidate solutions, only one, of course we on the "effectiveness, feasibility" expectations, may not be the recommended scheme is so high. At this point, the author reminds goes: decision is not a "yes" or "no" judgment, not stubborn dispute. A world where to find that distinguish right from wrong decisions, so easy to see where people will have a headache? In this sense, and only one occasion, is the most dangerous - the author likened it to gambling.
Then the author reminds us one thing: the decision of opinion is not decision, we should how to judge? The author gives very good HowTo: the return and risk to judge, the expected return should do; to do or not to do, one of two don't hesitate to compromise.
Decision and computer
Computer is a tool, provide information and convenience, replace the human brain. They do not discuss, if you pull it a bit further, management experience by author too much in his eyes: the human essence is the computer, but the current development of science and technology can not develop so advanced, but this is the way.
One sentence summary of this chapter: methodology.
The eighth chapter is the conclusion: managers must be very fruitful
Basically this is a summary chapter. Let's review key, these are the author's own pick out.
1 time management, including the use of time recording and analysis time record.
The 2 managers should contribute to the goal.
3 with the director.
4 to give priority to, and the corresponding time management.
5 effective decision-making and its method.
We can use these to do a comb:
First, there must be a clear goal achievement of this goal, must then be given a clear standard.
Then in view of our work, the input is a pile of things to deal with, the output item evaluation criterion is the above established "effect". The logic of our own should do. The first is time, time on their own, others, how to planning and management in order to obtain more "time"; then is the human, not only to find the right people must use their strengths, this is the result of human. Then some key links, the pursuit of "decision effectiveness". There is no clear list but I think is also very important, the establishment of organizational structure to enhance human performance, the establishment of Pattern to deal with the common case (also belongs to the time, manpower and decision making).
The authors continue to emphasize: very fruitful can be learned, but also must learn. In addition he does not emphasize "proved very fruitful" why can be natural as the target (in Chapter actually addresses). In fact, we can exclude the complex discussed briefly reviews: don't care very fruitful people, can not read a book. Will read a book is very fruitful as the goal or have similar goals.
In this context, "how to" very fruitful, in fact, is the author of the key, also is I have repeatedly sought "HowTo". It should be said that the author in the two aspects of Concept and Method are given a lot of high perspicacity. Personal impression, to part of the Concept than the Method, may be a major point of view based on author: managers should in fact is based on the notion that find a suitable method -- at least I understand his meaning. Admittedly, I think the HowTo portion of some shortcomings, but overall, or very important - if I didn't misread the meaning of words.

Blogger Review 3...

Classic watch it again is not enough
Needless to say, the management guru Drucker classic. Although some of the views in the book we may see in many management books, but think about it in the sixty's to put these modern management point of view, it is not easy. Extension of the concept such as managers, clearly express the knowledge workers and laborers working mode, management mode of the different. Broadly speaking, in fact, management concepts to our life and work in all aspects, regardless of whether the organization formally appointed management positions, in practical work, there will always be a part of the work needs scientific management guidance. The whole management of the enterprise, small to a customer, a project management, and then to self management, permeates the importance of scientific management. Time management point of view now for us is no longer strange, various devoted a lot of time management training and books, this book describes the method of how to manage the time in a very concise and practical way, summed up the essence of time management. In fact, for first-line managers (here called the first-line management refers to management scale in the twenty, and cannot be completely separated from the direct production activity management), in terms of time management, but also should not be a very big problem, after all, have to deal with the non - productive administrative affairs not too many. Personal opinion, difficulty and focus of first-line managers is to grasp and change the role, but in different tissue culture, has the very big difference for a line manager's expectations and positioning. Some organizations need to first-line managers as able to lead subordinates work roles, such as the military or production enterprises, platoon monitor in combat should be rushed in front, the combat capability of the strongest people; and some organizations are the first-line managers define management and coordination functions stronger character, such as government organ. So from the employee to the first-line managers, and then to the senior management, the correct understanding of the role change, grasp the focus and core of different position and work should say is the key. While the core role change in values, organization for the expectations of managers is to lead the team, to create a healthy working environment and working atmosphere, creating effective profit or value, but if the person is still in excellent employee values to evaluate work performance, will appear the psychological gap, find no sense of achievement, feel the work has no value is embodied in this state. So in a sense, first-line managers for the occupation development, is an opportunity, is also a kind of risk, correctly grasp the role conversion, handle the relationship between work and personal development, you can transition smoothly to senior managers, but if not properly grasp the opportunity, but may cause high no, not low. Especially the work units change, job attitude is very difficult to deal with. In fact, my point is not to say that the post of senior management must be personal and professional goals, expert technology is a road to development that is good, but no matter how the relationship between development, grasp their own goals and organizational expectations, is the key person in the tissues of healthy and happy work.
To give priority to, also is the separation of task priorities, in fact it should be said is a topic and time management are closely related to. Can decompose screening from numerous tasks, through licensing or other means from this thing to work, managers must have the ability to show and a good. The management level is higher, the task of more and more heavy, more importance show this ability. If you see a managers look every day by subordinate surrounded, so either the authorization is not good, or is the work of subordinate ability of poor.
What can I contribute, should be every professionals often need to think about, you is it right? Really want to be developed in the organization, or just work for a living. If assigned to every job you can think of to assign the job intention and efforts to make its work beyond his expectation, then you can get a good living space and growth opportunities.
This book is a classic, many of the ideas mentioned in the book are very practical and worthy of our consideration, one of the two book that this book is Drucker himself recommended.