What are the problems in team management, and the main problems you encounter in team management?

The main problem of class management is that the work efficiency can not be improved, many people have some lazy thoughts, these problems are very terrible, if the work efficiency is improved, the problem of these employees can only be solved from the ideology.

The main problems encountered in team management:

1. Management misalignment.

The basic functions of team management were not played. As the main body of team management - the squad leader, the lack of management concepts and management ideas should be possessed, which is manifested in the leading management concept of a model worker, and the work professionalism is commendable, but how to lead the whole class is a weakness.

Because some team leaders do not care about management, do things very arrogantly, so-so, team members do things are more to deal with, there are no details at all, team management is full of loopholes and problems, the consequence is to affect the overall situation.

2. Weakened execution.

Weakened understanding of institutions and requirements. At present, the management organization of the enterprise is very large, and the system formulated is very perfect. However, there are not many middle-level cadres who really understand the management intention and implementation methods, not to mention that the team leader is even more perfunctory, and it is difficult for the team leader to really implement the difficult system, resulting in a good enterprise decision-making at the grassroots level can not be effectively implemented and implemented.

3. Weak sense of teamwork.

There is no clear team mission. Many companies are not building core values among their employees. The core values of an enterprise are not really formed in the enterprise, and the management culture of the management cannot form an inherent value culture, and there is no inherent thing that does not matter what is internal.

4. Lack of self-improvement ability.

An enterprise's ability to improve and improve itself is the key factor that determines the viability of an enterprise. The self-improvement and self-improvement ability of the team is the internal driving force and source of the self-improvement and self-improvement ability of the enterprise. However, at present, the collective rejection at the team level is very serious, which seriously hinders the formation of self-improvement and self-improvement ability.

Team Management Note:

First, it is necessary to play an exemplary and leading role.

As the leader of the team, the team leader must have a good thinking, a positive style, a strong sense of responsibility, a skilled person, a good understanding of business, and a public personality, so as to win the trust of employees, improve the centripetal force and cohesion of the team, and lead the team members to complete various production tasks. In our work, we must set an example everywhere, give full play to the leading role in all aspects of work, and take the lead in setting an example in implementing the system.

Second, the work idea should be clear.

Thinking is the premise of the team's work, without a clear work idea, the team will be in a state of chaos, and it will become a team without competitiveness and vitality. Formulating a clear, scientific and clear work idea is the guarantee that the team will do a good job in each work, and the team leader is a magnet to unite everyone in the team to form a rope and twist into a force to bring the team in a good direction.

Third, the management of safety production should be strict.

In production management, the team leader should establish the concept of strictly abiding by the system, and use the system to restrain the will and action of each team member, which is the guarantee for the smooth progress of production work and the full completion of various tasks; In safety management, the team leader should do a good job of safety speech before the class, evaluate the safety factor, find out the potential safety hazards, and let each team member go to work with safety.

At present, the biggest obstacle to safety construction at the team level, or what you call safe production, is to reasonably handle the relationship between production progress and safety. While safety is often time-consuming and labor-intensive, some violations are superficially time-consuming.

Disadvantages:

1. The leaders of enterprises and workshops do not pay enough attention to safety work.

Individual leading cadres believe that safety management is only the work that should be grasped in the workshop, and the team only needs to complete the production tasks on time and with quality, and safety management is secondary.

2. The safety education and training of the team is not in place.

The safety education and training work of some enterprises is not in place, most of them are just according to the script, talk about the form, go through the motions, and the team members are still in the stage of using more and less training, and even some enterprises will send people to impersonate the training, perfunctory safety education and training for employees, and be willing to take the risk of violating rules and regulations, so that the quality of team members can not be substantially improved.

3. The incentive mechanism for team safety assessment is not perfect.

At present, the vast majority of enterprises have implemented the post salary system. In the distribution of the post salary system, the share of safety production is not specifically quantified, and there are few or no rewards for teams or individuals who do a good job in safety management. It is generally believed that there are more deductions and fewer awards.

4. The punishment for safety violations is insufficient.

There will be a very small number of employees who rely on the inextricable relationship with some leaders, do not act in accordance with the rules, and operate in violation of regulations, but when the enterprise deals with this phenomenon, there may often be discretionary situations, resulting in some team members being indifferent to countless advice, instructions, and persuasions, and dealing with them indifferently, which ultimately lays a hidden danger for safe production.

There are the following shortcomings:

1. It is difficult to manage the qualification information of team members, and the phenomenon of unlicensed work occurs from time to time.

1) The team workers are highly motivated, the transition is frequent, the workload of personnel admission qualification review is large, and the review is prone to omission.

2) Many new workers work without on-the-job skills training.

3) It is difficult to control the authenticity of all qualifications by relying on the safety supervision department to review the qualification certificate.

4) In the process of operation, it is difficult to eliminate the phenomenon of unlicensed work of relevant parties only by relying on on-site spot inspection and supervision by management personnel.

2. There is a lack of effective means for safety training, and the quality of the team is worrying.

1) Weak training and education.

The vast majority of migrant workers have not undergone systematic safety education and training before officially entering the construction site, and lack the most basic understanding of the safety risks and safety production knowledge on the construction site.

2) Poor motivation of participants in the training.

The team members of the enterprise are mainly composed of rural laborers, and their consciousness of taking the initiative to participate in training and learning is not high.

3) Poor safety training effect.

The general education level of the operation team is not high, and the ability to accept textual and didactic safety training is poor, and the learning interest is low, resulting in a lack of safety awareness and safety skills.

3. The foundation of team safety management is weak, and violations occur from time to time.

In the actual work of engineering construction, some construction teams often put the construction progress in the first place, and put safety in the second place or even a more secondary position, lack of a deep understanding of the importance of the basic policy of national and local and enterprise safety production, and do not firmly establish the idea of "safety first", resulting in their lack of enthusiasm and initiative to do a good job in team safety management in their work, so that the team safety management work can not effectively improve the safety level of the team.

It depends on how you want to solve the problem.

The first way, if you are more capable, you can directly explain it to the superior leader and transfer this girl out of your team. Of course, you must find the right time and good reason to make such a request.

The advantage of this is that this girl will no longer harass your work, and it can also give a warning to other members, which can be regarded as an example of killing chickens and monkeys. The disadvantage is that you may offend this girl to death, and there may also be a relationship with her in the team or unit, which will bring some trouble to your future work.

The second way is that you need to talk to the girl once, explain your views on her and your own work goals, and get her understanding and support.

It's a bit harder and you'll need to put in the time and effort, but the good thing is that once she agrees with you, she'll support your work, or at least won't disagree with you again.

In fact, no matter which method you do, you must first clarify the management system and goals, so that you can be famous and do things reasonably. Don't get yourself caught up in meaningless trivial disputes, it's a management taboo.

The main problem of team management is that the overall management is not standardized in place, so it is necessary to implement standardized management rectification in a targeted manner to be better.

In fact, there are many problems in team management, because people are the most difficult to manage, there may be communication barriers, or the orders issued cannot be implemented.

What's wrong with this? It depends on what kind of team you are? I think that the main problem in the general group is the problem of supervision, and in other cases, the problem of daily management.

There is the problem of uneven development of the team and the disharmony between the team members.

It depends on how your class is managed, and in general, the problem is that you can't make your own decisions.