Organizational Execution is a key factor that affects organizational execution

There are too many factors that affect your ability to execute, and you should do these.

At present, the main factors affecting execution are the following ten aspects:

First, the communication is not in place, can not correctly understand the intention of the superior, good communication in the improvement of the execution of the influence.

Second, I don't know the shortcomings in my work.

Third, performance incentives are not in place.

Fourth, not doing things thoroughly, unwilling to pursue perfection, and not having enough work skills.

Fifth, the ability to integrate resources is insufficient, and the mobilization and propaganda work cannot be in place.

Sixth, the good news is not reported, and there is a lack of effective systems and follow-up measures to ensure implementation.

Seventh, the attitude of the implementation of instructions is negative, and the quality of employees does not meet the implementation requirements.

8. Unable to effectively combine the actual situation of the region, the department and the unit to implement the comparative machinery.

9. The information on the situation is unclear, the government decrees are not passed, and the communication channels are not smooth.

10. The general work ideas are not clear, and the problems in the implementation process cannot be corrected in a timely manner.

The definition of execution is very simple, that is, to complete the work task according to the quality and quantity. This is the simplest and most incisive explanation of execution. However, it is such a simple execution that many individuals, teams, and enterprises lack or are incomplete.

1. Personal execution.

Personal execution refers to the fact that each individual person turns the orders and ideas of his superiors into actions, and turns actions into results, without any excuse to complete the task with quality and quantity. Ability. Team execution refers to the satisfaction, accuracy, and speed with which a team continuously transforms strategic decisions into results.

A good employee never looks for any excuses when encountering difficulties, but strives to find a way to solve the problem and thus do a great job.

2. Abandon the blind implementation of the style of swallowing dates.

Accept the task, understand the task standards to be met by the superior, and work hard to complete it. Instead of dogmatic implementation, passive implementation, which cannot achieve the desired effect.

Third, the implementation needs to cultivate their own conscious habits and abandon inertia.

Ideas determine behavior, behavior forms habits, and habits determine our success or failure. A common situation at work is: in the face of a certain job, I am not in a hurry anyway, I will delay it first, and wait until it is necessary to do it or even the leader will do it.

Once the habit becomes natural, it becomes a procrastination work style, which is actually a manifestation of poor execution. The improvement of execution requires us to change our mentality, form habits, change the passive mentality of waiting into an active mentality, and turn the execution into spontaneous and conscious action in the face of any work.

Fourth, the implementation needs to strengthen process control, to follow up, follow up, and follow up.

Sometimes the completion of a task will be loose before or tight, which is mainly caused by the uncontrolled work process. The effective method is to formulate a schedule for each work, clarify what work needs to be completed on which day, and when there will be phased or breakthrough work results, and at the same time check the progress of the implementation of the plan yourself, and over time, the execution will be effectively improved.

Fifth, the implementation of more team spirit.

Everyone has heard the story of three monks drinking water: when there was a monk in the temple, he made his own decisions and carried water to drink; When there are two monks in the temple, they can consciously carry out the division of labor and cooperate through consultation, carrying water and drinking; But when the third monk came to the temple, the problem arose, no one was convinced, no one was willing to do it, and the result was that everyone had no water to drink. This parable reminds us of the importance of unity, and that when it comes to completing a task, the result of a lack of teamwork is failure.

Everyone is not an island, and when doing work, they need to cooperate with each other, help each other, and remind each other, so that they can constantly improve their ability to complete tasks.

Organizational execution includes ().

a.The generation of strategies, decision-making strategies and consensus capabilities.

b.The ability of the team to learn and progress.

c.Establish a system to ensure the strength of the lead in the skin.

d.Transparency and fairness of organizational rules and processes.

Normal flame resistance is good for the answer: ABCD

Key factors that determine execution: leadership, organizational culture, talent management, information technology, resource allocation.

1. Leadership.

Leadership is one of the core factors of enterprise execution. Leaders need to have a high level of intelligence, judgment, and decision-making skills, and be able to develop the right strategies and plans, and make informed decisions in the implementation process. At the same time, leaders also need to have good communication skills and leadership skills, and be able to effectively motivate employees and actively participate in the implementation of the enterprise.

2. Organizational culture.

Organizational culture is another key factor in a company's ability to execute. Organizational culture is the inflection of values and codes of conduct within the enterprise, which plays an important role in guiding the decision-making and actions of the enterprise. If the organizational culture of the enterprise is healthy, positive, and innovative, then the execution of the enterprise will also be better.

3. Talent management.

Talent management is an important guarantee for the execution of an enterprise. Enterprises need to recruit, cultivate and retain excellent talents to provide strong support for the development of enterprises. At the same time, enterprises also need to establish a sound performance evaluation and incentive mechanism to motivate employees to actively participate in the implementation process of the enterprise and improve the execution of the enterprise.

4. Information technology.

Information technology is an important support for enterprise execution. With the rapid development of information technology, Qiyingfan industry can use a variety of information technology means to improve execution. For example, enterprises can optimize production and logistics through information technology to improve production efficiency and quality; It can also realize the optimization of customer relationship management and sales management through information technology, and improve the market competitiveness of enterprises.

5. Resource allocation.

Resource allocation is an important guarantee for enterprise execution. Enterprises need to allocate resources, including human, material and financial resources, to support the implementation of their strategies and plans. If the resource allocation of the enterprise is not reasonable, then the execution of the enterprise will be affected.

Execution is the foundation of everything, the basis for the realization of the organization's strategic goals, and the basis for the realization of all goals. Organizational execution refers to the ability of an organization to efficiently achieve organizational goals, including formulating executable strategies, establishing an effective work plan system, building a reasonable organizational structure, establishing a talent guarantee system, effectively controlling the process of executive search, and cultivating the organization's executive culture. Execution is the bridge between the strategic goals of the organization and the achievement of the goals, and it is the process of achieving the strategic goals of the organization through various efforts.