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How To Make Employees Do The Job Well?

2014/3/4 21:49:00 50

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> a href= "http://www.91se91.com/news/index_c.asp" > management < /a > the theorem of achievement is also called executive force theorem.

Why does an organization have no executive power? It is because the organization members should be in place and do well in the work.

The executive power of an organization is directly related to the overall degree of the work done by the members of the organization, and is negatively related to the critical degree of the work that has not been done and done well.

The connotation of the management success theorem can be expressed as follows:

it is difficult for him to achieve his goals by doing his work well through others without creating six conditions: his ability, willpower, enthusiasm, patience, resource support, evaluation criteria and procedural methods.

How can we make others do a good job? Generally speaking, they are the six conditions of ability, will, enthusiasm, patience, resource support, evaluation standard and procedure.

1, < a href= > http://www.91se91.com/news/index_c.asp > ability quality < /a > condition.

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for any job, it is far from guaranteed to do well.

Only if the manager has the ability and quality to do the job well, and he is willing to work hard, can this job be done well.

This ability includes four aspects: psychological characteristics, knowledge structure, skill level and physical condition.

Only these four aspects of reality are completely compatible with the work to be done, so that managers can do well in this work.

Ability and quality are prerequisites for doing a good job. Managers do not have the corresponding ability and quality. It is useless to have a good subjective desire.

And this ability and quality is a kind of hard constraint.

If there is not enough time for the manager to learn and practice, it is absolutely impossible to improve his ability and quality and let him do his job well.

2, will condition.

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intension of willpower condition is that managers only have the will motivation to do well in their work, and want to do well in subjective motivation, and are willing to make efforts to do well in their work, so that they can do well in their work.

This also requires a certain way to pform the goal that does not belong to the manager to be the goal that the manager wants to achieve.

At least he was pformed into an indirect goal he sought, which made it clear to him that it was his wish to do the job well.

If you want to do any job well, even if it is a very simple job, just like the one mentioned in front of the table, if the work people do not want to do well, and do not want to work hard, then this work can not be done well.

It is in this sense that willpower is the first condition to do well in others' work.

strong > 3, warm and patient.

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the connotation of this condition is that it is possible to do a good job only by ensuring that others have a will to do well in their work and keep working hard.

Any work, as long as the number of repeated, long duration, will make the excitement of the pfer, enthusiasm decline, will relax, and then lead to relaxation requirements, reduce efforts.

This will inevitably lead to work that is easy to do well and difficult to do well.

In reality, less work is done at once. It can't be done as easily as handkerchiefs.

More importantly, we should not only make unremitting efforts, but also overcome all kinds of difficulties and obstacles that may arise in our work, and even suffer setbacks.

This requires constant internal motivation and external motivation to maintain its enthusiasm and patience, to stabilize its will and to make the manager form perseverance and perseverance.

4, < a href= "http://www.91se91.com/news/index_c.asp > > evaluation criteria < /a > conditions.

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the connotation of this condition is that a good standard for doing a good job must be clearly defined in advance, so that both the manager and the manager are clear about what the yardstick of evaluation and judgement is, how to be good and how bad it is, so as to make the manager have the direction of effort and the basis of self-evaluation, so that he can independently grasp the progress of his work.

If there is no agreed standard of evaluation before, the manager can only define himself through his guesses and imagination, which will inevitably deviate from the requirements of his superiors, or even lead to the opposite direction, so that the work that can be done well is finally frustrated and fails to achieve the goal.

In reality, people always assume that their subordinates fully understand this good evaluation standard, but they often do not understand it clearly.

When assessing the performance of subordinates, there is always no accurate and objective assessment because there is no definite evaluation standard.

If this is the case, even if it does not affect the work done by employees, it will also affect their efforts to the next work because of unfair, unfair, objective, inaccurate and incomplete assessment.

5, resource support condition.

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the connotation of this condition is that good work must be supported by the corresponding external resources, including the material field, equipment and tools, personnel cooperation and so on.

This is a condition beyond which others can do their work.

Any work, simple or complex, must be given the right to control and use the external resources that correspond to the necessary resources for doing a good job. Otherwise, it is impossible to do well in the work.

A clever daughter-in-law can hardly cook a rice without rice.

And the authorized external resources support must also be adapted to the requirements of the work itself. As long as any point is not enough, it will also affect the final quality of the work.

External resource conditions do not have or are inadequate, which will not only increase the difficulty of doing a good job, but also directly reduce the confidence of employees in doing their work and create frustration.

To enable subordinates to play a subjective initiative, they must also have external conditions to give full play to their subjective initiative. Without external resources support, at least policy support must be given, and policy is also a resource.

6, method and procedure conditions.

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the connotation of this condition is that those who work must know clearly what kind of methods and procedures can be used to complete the work satisfactorily.

This condition is related to ability and quality, but not exactly the same.

The conditions of ability and quality do not need to have a comprehensive and complete grasp of the methods and procedures of specific work. However, specific tasks must be made clear in order to ensure its efficiency.

The manager has the corresponding ability and quality, everything allows him to explore and find ways and means to complete his work tasks, which will inevitably reduce efficiency.

Therefore, this condition requires that the method and procedure of doing a good job must be defined beforehand, whether or not the position employee has already been grasped.

Although managers can find better and more efficient procedures through reform and innovation, the pre defined methods and procedures can play a role in restraining the effect of his reform and innovation.

Anyone can innovate in the ways and means of doing things, but must ensure that they are less invested and more efficient than the agreed methods.