Core Insights - The article emphasizes the importance of small operational units in enhancing organizational agility and responsiveness to market changes, drawing parallels between historical military strategies and modern business practices [2][20][22] Historical Context - During the Jiajing period, the Ming Dynasty faced frequent invasions by Japanese pirates, which highlighted the inefficiencies of large military formations. General Qi Jiguang developed the "Yuan Yang Formation," which divided troops into smaller units to maximize command efficiency [1][2][3] Organizational Structure - The concept of dividing large groups into smaller, flexible units is not only applicable in military contexts but also in modern business. Companies can benefit from adopting similar strategies to maintain competitiveness and adaptability [2][4][20] - The "Yuan Yang Formation" allowed for quick adjustments in tactics based on battlefield conditions, which can be mirrored in business by creating cross-functional teams that can respond rapidly to market demands [3][9] Talent Management - Effective talent allocation is crucial. Companies can learn from Qi Jiguang's approach of placing individuals in roles that match their strengths, which aligns with contemporary talent management practices [3][10] - A company in Guangxi has implemented a classification system for employees, categorizing them into three types (A, B, C) to optimize their contributions based on their skills [3][10] Modern Applications - The article discusses how companies like Huawei and KaiGe Precision Machinery have successfully implemented small unit strategies, enhancing decision-making speed and project delivery times [7][18] - Huawei's "Iron Triangle" model exemplifies how empowering frontline teams with decision-making authority can lead to improved customer responsiveness and satisfaction [7][9] Challenges and Solutions - While the small unit approach offers numerous advantages, it also presents challenges such as balancing power delegation and maintaining oversight. Companies can adopt leadership roles similar to military captains to ensure effective coordination [17][18] - The need for a well-designed incentive system is highlighted, as seen in KaiGe Precision Machinery's diverse reward mechanisms that foster employee engagement and innovation [18] Strategic Alignment - The success of small operational units hinges on the alignment of strategy, organization, and culture. Historical examples demonstrate that organizations must adapt their structures and collaboration methods to meet external demands [20][22] - The article concludes that organizations should embrace a hybrid approach, combining the discipline of traditional structures with the flexibility of small units to thrive in a rapidly changing business environment [20][22]

Core Insights - The article emphasizes the importance of small operational units in organizations to enhance agility and responsiveness to market changes [2][4][14] - It draws parallels between military strategies, particularly the "Yuan Yang Formation" created by General Qi Jiguang, and modern business practices, advocating for a shift from centralized decision-making to empowered, decentralized teams [3][10][15] Decision-Making and Organizational Structure - Many medium-sized enterprises exhibit decision-making processes similar to large corporations, leading to slow responses to market dynamics [2][4] - The concept of dividing larger teams into smaller, flexible units is proposed as a solution to restore agility and competitiveness [2][5] Historical Context and Military Strategy - The "Yuan Yang Formation" was designed to enhance command efficiency by creating small combat units that could adapt to battlefield conditions [3][5] - Historical military strategies, such as those employed by the Chinese Communist Party and during the Korean War, demonstrate the effectiveness of small, agile units in achieving operational success [5][14] Talent Management and Team Dynamics - The article highlights the importance of placing the right individuals in suitable roles, akin to Qi Jiguang's recruitment strategies, which align with modern talent management practices [3][8] - A case study from a Guangxi company illustrates a classification system for talent that maximizes individual strengths and contributions [3][8] Implementation in Modern Enterprises - Companies like Huawei and KaiGe Precision Machinery have adopted similar small unit strategies, enhancing decision-making speed and project success rates [6][7][14] - The "Iron Triangle" model at Huawei exemplifies how cross-functional teams can improve customer responsiveness and project delivery times [6][7] Cultural and Strategic Alignment - The success of small operational units relies on the alignment of strategy, organization, and culture, allowing for flexibility and responsiveness in a rapidly changing business environment [14][16] - The article argues that organizations should prioritize establishing clear core objectives and empowering frontline teams to make decisions based on localized market conditions [10][14] Challenges and Solutions - Implementing small operational units presents challenges, particularly in balancing decentralization with oversight [12][13] - Effective communication and support systems, as demonstrated by Huawei's model, are essential for maintaining coordination while empowering teams [13][14]

决策链条过长，小企业患上大企业病，唯有划小经营单元，才能让组织重焕活力。由此，笔者联想到明 代名将戚继光所创的鸳鸯阵——一种将大型兵团划分为12人作战单元的革命性军事编制。这一阵法在浙 闽山地成功抵御了倭寇的侵袭，其蕴含的组织管理智慧，对当今企业仍有启示意义。 嘉靖年间，倭寇频繁侵扰东南沿海，其机动灵活的战术，让明朝传统大兵团屡吃败仗。戚继光洞察到了 问题本质：在复杂地形下，大规模兵团行动迟缓、协调困难。于是，他创立"鸳鸯阵"，以12人为一个基 本作战单位。队伍最前为队长，其后两人分别执长牌与藤牌，再两人为狼筅手，接着是四名长枪手，最 后是使用短刀的短兵手。 鸳鸯阵的精妙之处在于，通过划小作战单元，实现了指挥效率的最大化。每个小单元可根据战场情况灵 活变换阵型，从纵队变为横队，或从一阵变为左右两小阵，甚至左中右三小阵。 戚继光在选人用兵方面同样独具匠心。他招募与倭寇有血海深仇者入伍，并根据士兵特长分配岗位，如 让臂力过人者担任狼筅手，反应敏捷者担当牌手。这种"把合适的人放在合适位置"的思路，与现代企业 的人才管理理念不谋而合。 广西一家企业就借鉴了鸳鸯阵的选人用兵思路，将人才划分为ABC三类：A类为高精尖人才 ...