Iceberg Theory Formed By Staff Executive Ability

There is no doubt that the executive and executive efficiency of employees is one of the important factors to achieve business objectives. This old topic has given the best inspiration to a mathematical problem: 90% x 90% x 90% x 90% x 90%=, the answer is astonishing, 59.049%. This means that even if one thing, different departments or employees have done 90%, after 5 processes or executors, the result of the enterprise is still not qualified.

Affect employees Executive power What are the factors affecting the execution efficiency? First of all, we exclude some incidental factors, such as staff's bad mood and physical discomfort.

When it comes to this topic, many business decision-makers and managers have such a saying: don't talk about counselling and encouragement, giving employees money is the best incentive to execute, they will naturally work hard, others are false. Of course, salary is important for internal fairness and external competitiveness. But if an enterprise or manager regards money as the sole management tool, it is actually a manifestation of lack of management skills, which is a typical transactional manager. When executive efficiency is not high, salary is only one way of communication. A professional employee must have reached a consensus on his own expectations and the post salary provided by the enterprise before going to work. Only when the enterprise can not adapt to the market changes, or can not insist on equitable consistency in the determined remuneration policy, will the remuneration be a problem affecting executive power and efficiency.

Scientific management is to understand human nature and guide human nature and achieve win-win results in the harmonious consensus between the two sides. In the iceberg theory, he pointed out that "the grandeur of the iceberg movement is because he has only 1/8 of it on the surface of the water." To regard an employee's executive power as an iceberg, floating on the water is the executive ability of the staff, and the latent quality of potential bottom 7/8 is the employee's willingness to execute.

The executive ability of employees can be evaluated and judged because of their visibility. Whether or not an employee has the ability to fulfill his job requirements depends mainly on three aspects:

First, the recruitment mechanism and accuracy rate of enterprises. The recruited people must have the characteristics of post requirements. Instead of transforming a staff, it is better to recruit a qualified employee again, and choose more than effort.

Two is internal training and encouragement. staff Self learning. Provide systematic post training, skill training and career planning training for employees.

The three is to strengthen the communication mechanism between employees and direct supervisors. Employees who can maintain good relations with their superiors are more able to adapt to the rules and regulations of the enterprises, work harder and work harder, and on the contrary, those who do not care about their employees are always unable to change their employees' ability to work hard and work hard. Sometimes employees perform poorly because of their poor understanding ability and lack of understanding of their superiors' requirements, so they have to follow their own standards.

Employees' willingness to execute is more in line with the two major sources of human action, and escaping from pain and pursuit of happiness is also manifested in three aspects:

First, the sense of belonging. If the employee thinks that the culture and system of the enterprise are not good enough, the communication channels are not smooth, and the superior supervisor is not satisfied, the staff is not only a strong executive force but also a question of whether to leave or stay.

Faced with this situation, employees should pay more attention to and adjust their mindset. For a variety of reasons, sometimes employees do not have the opportunity to choose jobs, and often unsatisfied, and still able to work, can not be abandoned. Complaining can only make their mindset more and more low, and the only skill is slowly eroded. In the ordinary work of the most serious, extraordinary persistence in the ordinary, will be able to let oneself in ordinary work to obtain plain happiness.

Second Sense of job crisis 。 Executive power is eliminated.

When I was in the office of a company, a group of sales promotion supplies provided to the national terminal stores, and the porcelain coffee cups were finally delivered on Wednesday, and the goods were transported short distance, and the coffee cups were not packed out of wood. For this reason, I deliberately adjusted the urgency of the time to the logistics manager, and asked the logistics department to send the goods away after the second day's purchase of wood. By next Monday morning, when I was looking at the data in the company's system, I found that the cup was not delivered last week. The logistics department manager explained that it was raining heavily on Thursday for 52 days, and no one was sent out. He bought it on Saturday, missed the day's delivery, and waited for the delivery this Monday afternoon. For this logistics manager, he is not not aware of the importance of this matter, because he is the boss's royal family, so there is no sense of crisis in this position.

After meeting with our friends, we often hear our friends remind us that we should drive carefully. We feel more polite. After we thank our friends, how should we drive or how to drive? But if we have seen some traffic safety publicity pictures, can anyone still listen to us when someone reminds us again?

Third sense of accomplishment. To work in a company, employees are not only concerned about whether their wallets can be bulged, but also more concerned about their ability to grow. Therefore, when entering the company, employees have a series of very similar ideals, even those of different ranks, ages and departments. They not only expect fair and just pay, but also expect to receive training related to work, receive help and support from career development, have career development passages, and expect their knowledge and experience to be useful. They can be regarded as those who contribute to the company. In the process of work, employees also want their opinions and suggestions to be taken seriously, and hope that supervisors and companies can communicate with them on important matters and let them know the company's policies and business objectives in a timely manner through normal channels rather than gossip.