The main reason is that there is no effective investigation before the decision-making, and the decision-making lacks pertinence and feasibility. It is often changed because of "acclimatization" and the guidance is weakened.
However, in the process of implementation, some comrades in grass-roots units and government departments did not publicize the specific work in place, resulting in inconsistent understanding and affecting implementation; Some comrades make overall plans and have insufficient scientific methods, and some problems that have plagued the grassroots for a long time have not been solved in time, which has increased the difficulty of grassroots implementation; Some comrades can't grasp the dialectical relationship between system and efficiency, implementation and service, innovation and implementation, enthusiasm and strictness, and can't grasp the balance between them, which reduces the effectiveness of implementation.
2. The persistence of implementation is not enough.
In the implementation process of grass-roots units and government departments, some work is well implemented for a period of time, but it will be out of shape after a long time, and there are cases where the system is not implemented and supervision is not in place.
As soon as some work encounters resistance in implementation, everyone begins to ponder and doubt the decision of the superior, and will not implement the decision-making requirements, typify everything, and unify the requirements of the superior with the actual implementation. Work is stagnant or even full of complaints, lacking the courage, confidence and ability to follow the goal until it is realized, which affects the progress of work.
3. Implementation is not in place.
At present, the words that appear most frequently among middle managers are "heavy tasks, many things and great pressure".
Needless to say, in recent years, with the continuous development of enterprises and the continuous improvement of various management systems, the number of employees in enterprises has decreased, the workload has increased and the pace has accelerated.
However, some comrades are not psychologically prepared for this and actively respond. They have no desire to actively implement it in their work. When they have no time to do it, they begin to get impatient. Dealing with problems at first, which leads to poor organization and management, poor implementation mechanism, failure to implement assessment and supervision, and passive and hectic work.
4. The implementation system is not perfect, and the phenomenon of "kicking the ball" occurs from time to time.
The most prominent problems in the process of implementing decision-making at the grass-roots level are that there is no goal, the relevant system is not perfect, and the responsibility is not completely decomposed into individuals, which is greatly influenced by human factors.
It is precisely because the responsibilities are not clear enough that some departments and individuals sometimes shirk and "kick the ball" on the work assigned by their superiors, and some work is far from meeting the scientific and meticulous requirements.
Second, the cause analysis of the problem has many reasons that affect the effective implementation. To sum up, there are three main points: 1. The internal driving force of execution is declining.
On the one hand, the weakening of professionalism makes the role misplaced.
The superior thinks that there is a problem with the execution of the lower level, and the lower level thinks that the decision of the superior is unrealistic, and the responsibility is passed on to each other, which makes the execution efficiency decline.
On the other hand, the deviation of assessment orientation makes the incentive ineffective.
Faced with a good assessment mechanism, some grass-roots units and functional departments dare not be serious and dare not organize scientifically. The choice of assessment content is often for the convenience of one's own assessment, rather than from the perspective of promoting work, which naturally leads to more points for those who do more work, which is not conducive to mobilizing the enthusiasm of personnel.
2. Passivation of driving force is performed.
Some grass-roots units, departments and individuals have not set work objectives, and their work autonomy is not strong, and they are not aware of the contradiction between autonomy and implementation, or they only know how to implement mechanically and passively, but are not good at innovation; Or just like looking for problems and not paying attention to solving them.
The ability to execute business is not strong, lacking the overall situation and forward-looking business insight, eclectic breakthrough thinking, firm attitude and resolute execution style, which can not meet the requirements of carrying capacity and refinement in completing work under the new situation.
3. weaken cohesion.
Communication is so weak that it is impossible to form a joint force.
The communication opportunities between superiors and subordinates, departments and offices are single, monotonous and poor, which makes individual abilities offset each other in the team and the advantages of team fighting cannot be brought into play.
Three, how to strengthen the construction of executive culture, improve the executive power, do not need any reasons and excuses.
If there are reasons and excuses, it will inevitably become an obstacle to implementation.
Execution is a discipline, which must meet five conditions.
Therefore, how to further strengthen the execution of grass-roots units and government departments should do the following: 1. Improve various systems and promote the improvement of execution.
Institutional guarantee is fundamental, and efforts should be made to improve the decision-making system and implementation system.
With the system guarantee, we can be targeted.
At the same time, improve the decision-making mechanism of the leading group to consider and solicit employees' opinions, refine the decision-making objectives and improve the implementation effect.
The author believes that execution is the embodiment of executive power and the system is the guarantee. Only by establishing and perfecting various systems of implementation can implementation become a normal state.
2. Make correct decision-making objectives to ensure the completion of perfect execution.
"The essence of execution is leadership.
"At present, enterprises still rely on the leadership ability of enterprise leaders to a great extent (or' strong leadership' is more appropriate).
The strategic decisions of enterprises are mostly decided by enterprise leaders (including grassroots leaders and department leaders), and the correct decision determines the correct implementation direction; On the contrary, the stronger the execution, the better the execution, and the farther away from the goal, the "opposite direction."
Therefore, "leadership" often determines the role of "execution".
3. Do a good job in basic work and build enterprise execution.
The first is to strengthen the construction of the responsibility system.
If the responsibility is not clear, it cannot be implemented.
It is necessary to form a responsibility system with clear rights and responsibilities and lay a responsibility foundation for implementation.
Second, it is necessary to strengthen the cultivation and development of subordinates' abilities and solve the problems of insufficient "head" and "waist".
Third, do a good job of motivation. While doing a good job in economic welfare incentives, we will provide employees with room for growth. Respecting employees and giving timely encouragement and praise can make employees feel more belonging.
Because, regardless of the position, people like to listen to good words and be recognized, employees get satisfaction from the encouragement of leaders, and the affinity and cohesion of leaders also pervade the whole company, so perfect execution will naturally be reflected in employees.
4. Improve the ability of process control and continuous improvement.
As the person in charge of grass-roots units and departments, after the task arrangement, the main energy should be put on supervising the implementation, tracking the progress, checking the quality of completion and understanding the new situation, so as to facilitate the early discovery and solution of problems.
We should be good at sorting out complicated tasks, focusing on major issues and major contradictions, learning to "play the piano", grasping the "bull's nose", achieving key breakthroughs and promoting overall progress.
It is necessary to monitor the implementation of the work in a timely manner, fully grasp the progress of the work, track the efficiency, and urge the backwardness.
It is necessary to comprehensively process and analyze the information collected from various channels, find out the reasons for poor implementation, and take timely measures to solve them to ensure that the implementation is in place.
5. Improve learning ability.
Learning ability is the most core, essential and necessary ability of grass-roots leaders, and the strength of learning ability directly determines and affects the level of execution.
Grass-roots cadres should have a strong sense of professionalism and responsibility, and be enterprising and enterprising, so as to enhance their motivation for learning.
Grass-roots cadres must constantly improve their cultural knowledge level through various channels? Their abilities of understanding, thinking, observing, analyzing and synthesizing provide intellectual support for improving their execution.
6. Cultivate a team with strong execution.
After all, execution depends on people, and people with different abilities have different execution and will also appear in a team. The execution of the whole team often depends on whether the execution of managers is qualified and in place.
If the manager's execution is strong, it will affect everyone in the team and even the employees of the whole enterprise. If the manager's execution is hesitant, it means that the manager's execution is blocked, so that the team's execution is weakened.
Whether the team's execution is strong or not lies not only in the cultivation of its own execution, but also in the cultivation of the whole team's execution by managers. It is necessary to form an execution training system, improve the execution of the team and the whole enterprise, teach scientific methods to implement execution, and establish a correct attitude towards execution.
The construction of enterprise execution culture should take "execution" as the highest criterion and ultimate goal of all behaviors.
All factors that are conducive to implementation are fully and scientifically utilized, and all factors that are not conducive to implementation are eliminated immediately.
With strong supervision measures and reward and punishment system, urge every employee to devote himself wholeheartedly to his work and change his behavior from the heart.
Finally, the team will form a practical, clear-cut, concise and efficient, strong supervision, unity and tension, serious and lively execution culture.