The so-called execution force refers to the operational ability to implement the strategic plan and target. It is the core of the enterprise's competitiveness and the key to transforming the company's strategy and plans into benefits and achievements, because even the best strategy and strategy can only be successful. Only after the implementation can the value be displayed."
People-oriented, that is to emphasize the needs and aspirations of people to study the company needs, to do this, the best way is to empathy. As a manufacturer of hollow rivet manufacturing companies, we should consider that our suppliers of raw materials are “people”, customers who buy our products are “people”, and the main bodies of all sectors of society that support and help the development of enterprises are “people. ". Therefore, we must fully consider the importance of people in everything we do. We must consider empathy. If I am a customer, what kind of products do I hope to buy? If I am a supplier, what do I want my customers to do? If I am an employee, what kind of company do I want to work for?
In reality, it can be seen that excellent companies often have strong executive power. Even if some employees who have been employed in companies with poor execution performance, they only need to join the ranks of outstanding companies, and soon they will be trained to become Well-trained and highly capable employees.
The so-called execution force refers to the operational ability to implement the strategic plan and target. It is the core of the enterprise's competitiveness and the key to transforming the company's strategy and plans into benefits and results, because even the best strategies and strategies can show their value only after successful implementation.
In some private hollow rivet companies, the word “execution power” has become the mantra of everyone, but it has been slow to feel that the corporate execution force is different from before. It is difficult to imagine that the boss of a company wants to change the mode of thinking and methods that employees have formed in a particular environment over a period of years or even more than a dozen years in a short period of time. This often leads to dissatisfaction and resistance, as well as negative absenteeism.
If the behavior is to change the behavior of employees, it is relatively easy to achieve results. It is possible to control and change the behavior of the executors by implementing a set of standardized and standardized processes and clear standards and systems. The executors adopt a clear normative habit. Although at the beginning it may feel constrained by processes and regulations, it is not suitable, but it can be overcome very quickly. Over time, habits will make employees feel that it is natural and reasonable to perform these standardized actions. In this “warm boiled frog” environment, employees’ behaviors are unwittingly changed. When more and more systems and norms are accepted and followed by employees, they will form a behavior that everyone recognizes. The model is the dominant culture of the corporate community. This culture, in turn, will imperceptibly change the mode of thinking until everyone develops consistent values. Like Jinyi and Changshu standard parts companies, they all share a common characteristic, that is, they all have a set of mature and detailed operational procedures and standards. This set of specifications was also formed after many improvements and innovations. It starts with the tools to restrain and adjust employees' behavior, changes their behaviors, and allows them to form habits. And habits are the basis of culture or can be said to be the essence of culture and the expression of culture, which means that everyone This kind of corporate culture has formed an identity and consensus, from the executive force to the implementation of the culture, and ultimately formed an upgrade of corporate management philosophy.