As amiba operates as a self-accounting, self-employed group and introduces external market competition mechanisms to achieve internal transactions and competition, each amiba member is responsible for the efficiency of his or her organization, so each individual is self-sufficient and involved in efforts to improve organizational effectiveness, and each small organization can improve its accounting by increasing sales, reducing costs and reducing time。
In order to build an amiba business model suitable for their own business, enterprises need to do so on the basis of a full understanding of the core concept of amiba, the integrity system, rather than simply imitating theoretical concepts。
So what are the four core concepts of amiba, and what are the systems in which amiba operates
Amiba manages four core concepts
01 people-centred
The amiba business model is based on trust in employees. Trust in the competencies of the staff and building on mutual trust are the most basic prerequisites for achieving amiba。
The amiba business model is based on trust in the workforce and is designed to fully exploit the wisdom and competence of the workforce as a “person”. Employees are not machines, not mere tools used, but members of the amiba community. In such a climate of business, employees must be respectful and devote their life's wisdom and heart to their own cause。
Another important feature of the amiba model is the “empowerment management model”, which, in our well-known words, is “full empowerment”. Why is it that we have heard it so many times that we have not always done well? Actually, there's not enough trust in staff. "i don't believe he'll get things right," that's the general mentality。
In the amiba model, the ultimate purpose of full empowerment is to develop amiba leaders, to stimulate entrepreneurship among every employee and to tap into the entrepreneurial spirit of the employee. “i was born to be useful”, and every employee must have a job that was best suited to him, just to see if you put him in that position。
Within a large company, there will always be only a few positions of leadership, and there is little chance that an employee will be able to do so. But in the amiba model, you have a lot of opportunities to be the leader of a small organization, and on this stage you can use your wisdom。
02 is first
There is a saying in china – “the greatness of the world” – that can also be seen in the amiba model, which uses “what is right” as a benchmark for judging everything。
In fact, why is it difficult to solve many problems at work? In fact, it is because we have not returned to the source of the problem, and more consideration is given to factors other than many that make it too difficult to resolve the problem。
If the “corporate health development” is the biggest rationale within the organization, then, in resolving the problem, if we are not able to argue, it would be useful to move on to look at it, and then to judge from the underlying logic, and to put things back to the simplest and most primitive state, the problem is often found。
In an organization that usually suffers from major business diseases, everyone simply stares at his or her “one acre of land” and burys his or her own job, thus losing the overall view and forgetting the “healthful development of the company” is the best thing we can do. It is therefore necessary to look up and look up and see the whole picture at times in the middle of the day in order to make itself more aware of its place and role。
Home-based 03
Highly transparent, with full participation. This is another important feature of amiba. But the vast majority of business operators are of the view that important information leaks from enterprises can be detrimental to companies and transparent to employees
We can sometimes find interesting signs that a car, if used as a bus, would be high, whether for maintenance or for costs, but that if it were an employee's own car, it would be like a baby. Such examples are numerous, and the difference is that employees do not see the organization as their “home”。
It is not easy to let employees “work for themselves”, but the amiba model requires such “familyism”. In such a large family, we are not a matter of respect for employees, but of being one in itself, and respect for staff is respect for themselves。
When employees do not know, they feel alienated. Imagine who in a family would not know what was happening in his family. If you keep it a secret, you always feel “outside”. The “unit-time accounting” mechanism in the amiba model, which is also carried out in the same way as household accounts, is simple enough to make people feel close to being at home。
Every amiba is like a family, and businesses are like a bigger family. In such a family context, who will not work diligently。
04 is based on dreams
In the amiba model, the most that was said was “excusable”. Such passion often comes from “respect, decentralization, independent thinking”. Only when staff devote themselves fully to amiba as their own cause can they unleash infinity and strive to realize their dreams。
Many enterprises tend to suffer from the problem of travel cost control. But there's a phenomenon that makes people wonder how you'd spend it if you did it yourself。
When you really want to do something, the power that comes out is infinite. Work should be entrusted to a truly interested employee. If we are to succeed, we must first have passion, and only those with passion can succeed. The core of amiba’s business model is to inspire entrepreneurial passion and entrepreneurship in every employee。
Under the amiba business model, amiba's leaders have absolute ownership and cannot wait for instructions from their superiors to make their own decisions quickly. In such a model, every amiba has an entrepreneurial character。
The amiba business model is designed to maximize the creativity of employees, bringing together the size of large companies and the benefits of small ones, at a time when many of our businesses are being hampered by a series of big business diseases and bureaucratic problems. But if we do not have a deep sense of the four core forces mentioned above, the mere introduction of “methods” may still wait for us to become more serious “big business diseases”。
Amiba runs eight major systems
Philosophy system 01
The philosophy system, which is the highest command of amiba, is the fundamental source of decision-making for all business operations, and it directly reflects the direction and destiny of business operations。
In the 1980s, kyo china, with its huge cash in hand, was persuaded by many banks to invest in the high-return real estate sector, which was flatly rejected by rice and husband. Subsequently, the economic bubble broke down and many large businesses went bankrupt, lost their profits and lost their credibility, while rice-rich and husband-in-law businesses were left untouched and were still growing steadily。
It began to be said how great and predictable the rice and husband were, which was not as amazing to him as he himself, but he was insisting on making a day-to-day decision in accordance with his business philosophy。
Rice and husband believe that only the gains from sweat are the real gains, and this philosophical judgement directly affects his business decisions。
Whether a corporate philosophy is in keeping with the general norm and whether the business philosophy of the company's top leaders can be implemented in the day-to-day activities of the enterprise can be said to be fundamentally responsible for its success or failure。
02 cultural system
Cultural systems affect enterprises as much as the atmosphere on earth, and other systems of the amiba business system are constantly in the grip of cultural systems. Employees experience business culture every moment in the company, just as people keep breathing in the air。
If employees feel unhappy here, cannot recognize high-level conduct or feel that they are not, the productivity of the enterprise will be compromised。
Culture is the business of which employees are aware on a daily basis and do not need to be regulated through the system, just as the chinese, regardless of where they are, think about eating scorpions at noon, miss their loved ones at mid-autumn festival, and join their families at spring festival, all of which are spontaneous actions that are deeply rooted in the human mind。
03 strategy/organization system
The ameba system is the system of how to construct, divide and design the ameba business unit, and the organization must be based on the right business strategy of the company。
The various amiba modules have different operational and working relationships and different missions. The division of the amiba organization must be based on operational realities。
If the separated amiba impedes the implementation of the corporate approach and divides the coordination mechanisms within the company, it will not be able to fulfil the company's mission or become independent amiba。
04 amiba operational
Much remains to be done after the division of enterprises and the establishment of the amiba system。
Depending on the operating environment and market changes, amiba needs to be flexible and responsive to maintain the best organization at all times consistent with the circumstances。
With this system, the birth, separation, consolidation and revocation of the lower amiba unit will need to follow the advice and operational strategy of the higher amiba unit。
Failure to comply with business guidelines, such as favouritism, may occur in the absence of an operating system, such as the appointment of a flat length for an amiba unit, or the arbitrary division of the amiba unit。
The operating system guarantees a series of rules that are required for the proper functioning of the amiba business system。
05 binary hr system
In his view, in the human resources system, the key is not to put in place good rules and regulations, which are then easily followed, but rather to focus on the management of the business and to adjust its personnel by focusing on its own employees in their daily work。
The real performance appraisal is the perception of the working state of each employee on the ground as an operator. It is a human resource system with a human face, which addresses complex personnel issues such as promotion and downgrading of employees, inability to rise and placement of older workers。
The idea of binary hr is a good inspiration for chinese companies, and we need to build a human rights system that is compatible with the actual business。
06 cycle improvement system
The essence of amiba's business is not about how employees are doing today, but about how they can do better tomorrow。
In terms of circular improvements, amiba also follows the principles of “tributiveism”: the field, the present, the present. On-site, i. E., site, workplace; on-site, i. E., objects and resources such as bad goods, tools, equipment, manpower, etc.; on-site, i. E., physical conditions, need to be understood and effective policies confirmed。
Businesses continue to rise in an endless cycle of improvement, which is the end and starting point of amiba's operation。
07 racing platform system
Following the completion of the personnel appointments, the amiba business system was perfectly integrated with the business accounting system, resulting in a critical system that affected the efficient functioning of the enterprise, namely, the horse racing platform system。
In terms of human use, it is difficult for many enterprises to escape the curse of “beloved, then a thousand horses” and only those who receive the appreciation of their superiors may be labelled as “brain talent”。
In this regard, amiba's horse-racing platform has decentralized specific methodological tools to staff, using factual data to achieve an objective assessment of talent capacity, through the delegation of authority based on the amiba system, using the quantification tool of the operational accounting system。
“it is mules and horses that pull out,” the horse-racing platform system has set up a fair, fair and open competition for its entire staff, creating conditions for the best of its abilities and providing the best guarantee that the true thousand horses will not be buried。
08 it system
The it system is the nerve of the enterprise and a key technological link that fully integrates the eight major systems operated by amiba。
It is primarily responsible for the transmission of information within the enterprise and the calculation of data, which allows for the coordinated operation of the enterprise's entire system. It is with the continuous advancement of it technology that enterprises have been able to achieve a comprehensive interface between their operations and information systems, and amiba has been able to achieve a more precise division. In this era of instantaneous information about operations, speed is becoming one of the core elements of competition, and the it system has become an essential pillar of modern enterprises。
Many of the businesses that learn to operate in amiba tend to pile up the eight above-mentioned systems on a piece-by-part basis like bricks, making it difficult to form a sense of integration. In reality, most enterprises have more or less the content of the modules in the eight main systems mentioned above, but “concepts and systems”, “qualitatives and quantities” are often two skins, like schizophrenia, which is now the most difficult point for our business to run in amiba。
As long as the enterprise has in place the systematic thinking of what the husband calls a “return to origin”, it will be possible to find the true story of the business。
Since september 2023
Comprehensive upgrading of the amiba programme class
" business model based on an increased and reduced base "
Focus on income reduction, help solve business problems
It's open in the north
Zenium
