Enterprise Management: How Can A Manager Issue An Order?

Issuing orders is one of the daily tasks of managers, and is also an important skill for managers to manage effectively.

It is like a manager's power to embody his authority and ability, effectively manage his subordinates, and realize his duties and powers.

Many of the managers' work is done by issuing orders to their subordinates. After leaving the order, the manager will either do nothing or do everything personally, and these two situations all bear the responsibility of the manager.

Issuing orders is also a problem often neglected by managers. It is a weak link of managers' ability. It even hinders the growth of managers and weakens the influence of managers.

This is a popular saying in management consulting circles. "When you are new to a strange enterprise, you don't need to ask your boss to know which employee is doing the best. The busiest, often swaying in front of the boss is the best employee in the boss's eyes."

This logic is very simple. The boss likes to give things to those who are reassuring, so that they can do things well and save themselves. In the long run, the employee who is most comfortable with the boss is the employee who does the most work, and is also the best employee in the boss's eyes.

In fact, it is also the logic of some managers to issue orders. No matter what they want to do or what their responsibilities are, as long as the employee makes himself feel at ease, he will give the matter to him. On the contrary, those employees who are not very reassuring are seldom given the chance to do something big especially.

In some teams or organizations, some employees are busy, some employees are idle, work assignments are not balanced, and responsibilities and authority mismatch is very serious, resulting in the imbalance of capacity development among employees, causing a certain trouble for future managers to rationally allocate human resources, and when the pillars are collapsing. Managers often issue some unthinking orders, some orders allow employees to take the wrong direction and do something wrong, and some orders make employees feel confused.

The order is becoming a bottleneck for the manager's career development.

The manager issued the frequently asked questions in the command: 1. did not find the right person.

There are two kinds of managers in this situation. One is the manager who likes to give things to the employees who are reassuring to us. No matter what the nature and content of the matter is, no matter which departments should be responsible for it, all of them can be responsible for themselves.

The other is a particularly busy manager, who likes to be blind when he is busy, no matter who should be responsible for that matter, and whether he can do that or not.

This is not finding the right person.

2. did not say anything right.

Some managers hurried to find their subordinates before they understood or did not understand what they were going to do, then hurried away from their subordinates.

This kind of order can easily lead to managers' ignorance of their demands on their employees. Of course, employees can not understand that the efficiency of their employees has been reduced. Sometimes, for a matter to run several times, employees are not only in a mood but also in confidence in managers.

3. is not clear.

Some managers like to be concise and comprehensive when they issue orders, and do not want to say a single word.

So that employees do not know who to look for, how to do it, when to finish and how satisfied they are. This series of problems, the manager has not explained clearly how the staff can accomplish efficiently, which has affected the morale of the staff.

Moreover, because of the authority of the manager, the employees did not dare to ask, even if they did not hear clearly. They could only delay if there was no way. Finally, not only did things fail, but the procrastination style of the staff was gradually formed.

There are many reasons why the order is not clear, mainly in the following aspects: 1. favors.

Some managers prefer to determine the order's release according to their preferences, and let them do whatever they like, regardless of whether or not it should be done by that person, lacking the principles of doing things and the scientific nature of management.

2. sense of responsibility.

A responsible manager will be careful about everything he is facing. Everyone will arrange his own affairs well and thoroughly, and let the staff work in a direction and make efforts to achieve results.

But irresponsible managers rarely take such a serious approach. They just want to push their own people and things to them as soon as possible, and instruct subordinates to handle them.

This irresponsible attitude has led to the rush and uncertainty of some orders.

3. is busy.

Because of lack of planning, no authorization and other reasons, managers are always busy, often buried at the desk, dealing with a lot of pactional work.

The speed of busy work is fast, so the manager always releases some commands quickly, and there is no time to estimate whether he has the right person or the right thing. Of course, there is no time to express clearly, resulting in the invalidation of the order.

4. will not.

Do all managers know management?

So, do all the managers manage? I'm afraid all this is a question mark.

Some of our managers are facing the challenges of scientific management and the confusion of management. Some of them really need to strengthen their learning.

How do managers release orders? 1., slow down the pace of work.

In the past, we often advocate managers not to sit down and act quickly. Now we should change the point of view, change the train of thought, the manager's pace should not be too fast, slow down first, think clearly and do it again, so as to better ensure the efficiency of the manager.

2. requests for clear orders.

When a manager wants to do something or receives a task, he needs to explain his subordinates. First of all, he wants to know what he wants to do, what is the requirement and when to finish it.

3. employees who are clear about their duties.

According to the responsibilities of the staff, combined with the things that need to be done, determine the employees who need to accept orders.

4. orders.

Clearly and clearly convey the things to be handled, tell employees what it is, what extent it needs to be done, what the deadline is, and let the staff know every link.

In particular, the cut-off time, because once the employee does not know the deadline, he does not know how to arrange the progress of the work, it will also affect the effect of the completion of the work and affect the efficiency of the staff.

5. control.

After the order is issued, it is equal to one more thing in your case. The manager needs to confirm the acceptance time of the task according to his own command, do well the control of the staff's work, and confirm the completion of the task with the employee before the deadline.

It is necessary for managers to study patiently and carefully, and managers should make effective research and use of them so as to become managers' right to succeed in self realization.

How to create an upward corporate culture? How many times can Guan Jianhua build up an upward corporate culture at 10:20 on 08 October 2005: 1628.

In line with the guideline of "increasing education, inspiring ideas and enhancing quality", the company actively carries out various channels of publicity and education.

One is to develop education with the theme of "personal morality, professional ethics, collective virtues and social ethics" to strengthen the cultivation of basic qualities of employees and lay a solid ideological foundation for establishing harmonious and harmonious interpersonal relationships.

Two is to carry out "civilized, courteous, disciplined, friendly" educational activities, so that everyone in the work to form mutual trust, mutual help, mutual help, mutual love atmosphere, establish a good employee image.

The three is "three services and four hard" education.

In view of the three service problems of "service, obedience and obedience" in the grass-roots units with unsatisfactory service attitude, unsatisfied sense of submission and mutual disrespect, and aiming at the problems of "difficult to enter the door, difficult to handle, bad words, ugly face" and "bad luck", the "three services and four difficulties" are discussed vigorously.

Let the grass-roots organs interact with each other, treat each other in good faith, work hard in harmony, and create good results together.

The four is to carry out the "four correct treatment" education, which correctly treats the division of labor, remuneration for labor, organizational care and future interests, so as to improve the ideological level of cadres and Party members and workers, and truly form a harmonious and harmonious relationship between employees, departments, and internal and external staff.

The charm of corporate culture is mainly reflected in the deep meaning of culture and entertainment.

Teaching and music is a combination of music, music, music and entertainment.

For this reason, we have launched colorful cultural entertainment activities in recent years.

First, carry out various sports competitions.

We have set up various kinds of associations such as swimming, calligraphy and painting in the company, and we have been actively organizing, activating the atmosphere, promoting health and pleasing the mind and body.

By constantly carrying out these activities, Dalian China has made many good achievements in the fraternal units and system sports competitions in the surrounding areas.

The two is to organize a model employee travel recuperation in good time.

In recent years, we have organized more than 10 groups of advanced and exemplary employees to carry out tourism convalescence, so that they feel more company's concern, consideration and care, and enhance their affinity and cohesion.

The three is to beautify the logo of enterprises and create a harmonious environment of physical and mental pleasure.

In the company's conference rooms, corridors, hospitals, venues, publicity columns and other waxing areas, we put up slogans and publicize the garden, so that employees can see through their eyes and nurture their thoughts, and enhance their awareness of hard work, love of enterprises and diligence.

Corporate culture is rich and varied. Typical incentives are an important part of corporate culture.

It is an indispensable part to rely on typical examples and typical examples to promote work.

In recent years, we have done conscientiously: first, inspire employees with national advanced models.

We often use central group learning, staff education and Party members and cadres meeting time to organize everyone to learn Xu Zhenchao, advanced model Ren Changxia, people's public servant Niu Yuru and other exemplary figures to motivate employees.

The two is to use typical employees around them.

Every year, companies should set up and publicize advanced models in their work according to their work conditions, and let them make reports, talk about dedication, communicate with each other, and use their advanced deeds to infect people with their own stories, which has achieved good results.

The three is to motivate employees with technical expertise.

In recent years, we have persisted in carrying out the post technical training activities, so that all employees can aspire to their posts, post competition and post success, greatly promoting the improvement of the quality of their employees. By carrying out this activity, a large number of young advanced workers have emerged. By spreading their deeds, we have fully mobilized the enthusiasm of the staff and created a competitive atmosphere of comparison, learning, catching up, helping and surpassing.

The enterprise is the foundation of establishing a harmonious enterprise, and it is also the bridge link to unite and unite staff.

We pay attention to the charm of the corporate culture in our work, and guide us to be sincere and solidarity, dedication and dedication. We should concentrate our employees' minds and energies on the cause and create a more harmonious and cooperative field.

In recent years, we have adopted the corporate culture concept of enterprise goals, enterprise spirit, enterprise style and enterprise management policy and so on throughout the whole process of operation, to mobilize and motivate employees' enthusiasm and sense of responsibility.

First, we should focus on the market and create the biggest profit target to consolidate staff and workers.

We keep up with the increasingly fierce competition in the oil market, set up our annual goal of struggle and do a good job distinction, so that we can compare the objectives of our struggle with our hearts. We should concentrate our efforts on one place and devote all our energies to doing business.

Two, we should rely on love and dedication, and create famous brand enterprises to unite employees.

Every employee is encouraged to start from the "quality service month" activity, based on posts, do well in their duties, and create a good image of a harmonious enterprise.

Three, we should rely on democratic participation to create an open, fair and equitable atmosphere for staff and workers.

Whenever important matters are studied, representatives of staff and workers are invited to attend meetings to hear the voices of employees.

At the same time, the company will open its business affairs regularly, enhance the pparency of the company's work and win the trust of the vast number of workers, thus winning the company's harmonious atmosphere.

Four, rely on scientific and technological competition, forging modern enterprise talents and condensing workers.

Through carrying out the activities of "three studies and one creation", we actively promote the use of science and technology in the production and operation process, improve the scientific and technological content of management, and fully occupy the market, forming a good situation in learning science and technology, using science and technology, advocating technology, and promoting the improvement of business efficiency.

To talk about