Human-centered management is a tradition of governance in ancient China, where Guanzi’s human-centered management philosophy is undoubtedly a conscious practice of this tradition, that makes a full play of its own characteristics of the times. Guan Zi has a saying: “We know the etiquette in the real estate, and know the honor and disgrace if we live and eat.” It shows that Guan Zi has fully realized that human nature is composed of different levels of needs. Only when those basic needs are met first can the development of human nature be gradually revealed.
Guan Zi believes that the creation of a hegemony business must be people-oriented, implement human-oriented management, obey humanity, and respect humanity; it lies in managing people’s hearts, winning the support of the people, and doing what the people want. “People-oriented, the fundamental governance will solidify the country, and the original chaos will endanger the country.” “The prosperity of politics is in obedience to the people’s aspirations; the abolition of politics is against the aspirations of the people.”
Without the link of democratic awareness of “public opinion access”, macroeconomic management cannot form a virtuous circular operating system. It is especially emphasized that as a manager, one should have the ability to turn human weakness into a positive force, and a positive management ability to comply with the desires of the people.
Guan Zi proposed the “four nos” plan for being more specific in order to further gain the people’s support: the first, “do not do the unachievable, and measure the people’s strength;” refers to not doing futile things, and doing things according to the people’s strength. The second is “don’t ask for the unavailable, and don’t force the people to do what they hate;” it means don’t pursue the things that are impossible to get, and don’t force the people to do what they hate. The third is “Don’t steal a moment if you don’t stay for a long time;” Don’t put yourself in a position that can’t last, don’t covet temporary flukes and short-term effects. The fourth is “do not deceive the people who can’t do it, don’t deceive their people”; it means not to do what can’t be done, that is, not to deceive the people.
All in all, for managers, only by gaining popular support and implementing human-oriented management can management activities have significant results. That is to say, the people who are managed want to live a happy, rich, comfortable, and happy family and children, and the manager must find ways to satisfy him; the people don’t want to live in a state of suffering, poverty, bumps, and family rejection. Management Those who have to put themselves in place to eradicate. Therefore, in terms of policies, modern management must give priority to how to meet the basic needs of human nature.
Guan Zi advocates the use of legal measures to manage talents. Many contents reflect this idea and run through the whole process of talent selection, use, rewards and punishments. Qi State not only recruits talents in the country, but also seeks talents from other countries with important positions. For talented talents, Qi Huangong and Guan Zhong both choose them regardless of rank.
What is even more rare is that as the king of a country or the prime minister of a country, the most authoritative person in management, when selecting talents, he can always visit the scene in person, inquire in person, and go to the countryside to inquire one by one. With this kind of love, you can kiss each other. With the spirit of the sage and the supremacy of the wise, it is not accidental that Qi can dominate the nations.
So what is Guan Zi’s selection criteria? Guan Zi believes that the country should select virtuous people and give titles to them, not those who have no virtue, and select those who are talented as officials instead of those who are incompetent. And put morality above merit, do not bury talents because of age, and do not engage in seniority in arranging positions. Here, it is rare to focus on both ability and political integrity, regardless of the year.
At the same time, the “knowledge of self” and “knowledge of others” are fully utilized. The so-called knowing is to know how much one’s ability is, where are the strengths, and what are their strengths. At the same time, they also know where the strengths and strengths of others are, so as to be a confidant. Knowing people; the so-called Ming, is to judge where their respective positions should be based on the known information, and then arrange their respective suitable positions.
Guan Zi is also well aware of the truth that “there is no pure gold and no one is perfect”, and he believes that in the management of talents, we should use the strengths of the talents and allow for the shortcomings. Whether selecting, employing, or evaluating people, one cannot make a conclusion based on the short-term gains and losses. If you want to make a big business, you must learn to tolerate people’s mistakes, understand people deeply, and learn to look at problems from the perspective of others.
Guan Zi’s strict truth-seeking attitude, pragmatic thinking, and open and fair mind in selecting talents have important reference significance for the selection of real talents and the strengthening of talent management in today’s enterprises.