Problems Encountered In Implementing The Enterprise System

A good management mechanism and management system is very important for a company that plans to change the status quo of "rule by man". But why do many enterprises fail to carry out the system? There are two possibilities for me.

The first possibility is Law enforcer The state of mind is the fear of offending people. In fact, think of the system is a game rule, that is, mutual protection, checks and balances. If you don't carry out the final result according to the system, it is to let the honest people suffer losses. It is virtually encouraging a culture of crime. In the long run, the seriousness of the system is discussed, and the guidance of the system is impossible. The corporate culture construction of the company is a castle in the air. The management of an enterprise is divided into three gradual processes, namely, from rule by man to rule of law, from rule of law to rule by law, without rule of law.

The second possibility is the applicability of the system. If the law enforcement officers do not combine the actual situation of the company, the formulation of a system caused by closed doors will surely cause complaints and eventually end up without execution. Therefore, the formulation of the system should follow two points: first, let the people who can hear the gun to draw up, or discuss the feasibility of the system, that is, let the frontline staff of the system to discuss the feasibility of the system fully, only we all agree highly that the system will be carried out smoothly rather than mutual wrangling. The second is that any system must keep pace with the times and not remain unchanged. It is important to find problems at any time in the process of practice, and to meet the needs of development at any time. It is very important to develop regular and irregular system review and revision system.

In view of lax enforcement, a broken window theory in management can give us some inspiration. The main idea of this theory is that if someone breaks the window glass of a building and the window is not repaired in time, others may be allowed to destroy more windows by some exemplary indulgence. Over time, these broken windows give people a sense of disorder, and in such a public insensitive atmosphere, crime will flourish and flourish.

In daily management, if we Rules and regulations When there are loopholes or ineffective supervision, employees will get loopholes or violate discipline. If we do not deal with these disciplined staff or update the system in time, this behavior will have a very bad psychological suggestion. Other employees will think that if he is not punished, I can do so. What is even more frightening is that if employees continue to be neglected or conniving, they will seriously damage the seriousness of the system. If the employees later committed the same mistake and were found to be punished, he would think: why do you punish me for not being punished for others' violation of discipline? Are you watching people? If you find out a group of people who violate discipline, it will be even more troublesome, because the saying goes well, "the law does not blame the public", so it will not end without end.

Then, how should we implement the system in daily management? Similarly, there is a theory that tells us how to do it. This theory is known as " Stove Rule " As a stove, there are four characteristics, the first is the warning, that is, the flames of the stove, warn you not to touch. The second characteristic is timeliness. If you touch a stove, you will be burned immediately. The third characteristic is necessity. If you touch a stove, you will be burned. The fourth characteristic is equality. Whoever you are, if you touch a stove, you will be burned.

Combined with the above, individuals feel that the system should be carried out well. First, the formulation of the system must be realistic, reasonable and enforceable, and can not be closed behind the doors. In general, for group enterprises, we must "seek common ground while reserving differences" and embody the characteristics. Second, it must be widely discussed. The core of the system is not reward, nor punishment. It is to eliminate misunderstandings, avoid misunderstandings, improve work efficiency, and can not be formulated according to the subjective will of others. Third, strengthen supervision and effective implementation. There are problems in the system, which can be amended, but it has been determined that they must be carried out and can not be changed arbitrarily. Regular analysis of the implementation of the system will continue to promote everyone. In this way, the management level of the whole enterprise should be improved.