X高新技术企业员工执行力问题与改进措施的研究

发布时间：2017-08-24 01:22

  本文关键词：X高新技术企业员工执行力问题与改进措施的研究

  更多相关文章： 执行力 竞争力 制度体系 社会调查

【摘要】：企业执行力是企业贯彻战略意图,完成预定目标的操作能力。企业执行力在企业实际管理中有着十分重要的意义,一个企业要想在激烈的市场竞争中站稳脚跟,获得成功,不仅需要正确的战略目标,还需要能保证战略目标达成的执行能力,只有执行力才能使企业创造实质的价值,失去执行力,企业就失去了长久生存和成功的必要条件,执行力是企业核心竞争力的体现。近年来,国家对高新技术的大力支持使得光电行业发展迅速。有着先进技术的X高新技术有限公司在光电市场上也站稳脚跟并快速发展,然而,随着企业的发展壮大,公司制度体系的不完善,造成公司内部员工工作热情对不高、推诿扯皮、不愿承担责任的情况严重,企业的执行力出现不足。有鉴于此,本文以X高新技术有限公司为研究对象,针对公司执行力不足问题进行案例分析,结合有关企业执行力的国内外文献研究成果进行理论评述,运用心理测量学的方法编制形成了正式调查问卷,通过社会调查研究方法对问卷结果进行统计分析及检验。通过问卷调查分析得出X高新技术有限公司执行力不足的主要原因有:规章制度不够健全,缺乏合理有效的激励机制,部分企业员工素质不佳,企业本身缺乏执行文化,沟通渠道不畅、责权不明、缺乏科学的监督考核机制,忽视员工培训的重要性。根据本企业执行力不足及其原因的分析,笔者有针对性地提出提升执行力的对策和建议,为企业提升执行力方面提供参考和借鉴。
【关键词】：执行力 竞争力 制度体系 社会调查
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F276.44
【目录】：

• ACKNOWLEDGEMENTS4-5
• ABSTRACT5-6
• 摘要6-7
• LIST OF ABBREVIATIONS7-20
• Chapter I Introduction20-29
• 1.1 Research Background20-21
• 1.2 Research Objective21-22
• 1.3 Research Significance22-25
• 1.3.1 Theoretical Significance22-24
• 1.3.2 Practical significance24-25
• 1.4 Research Methods25-26
• 1.4.1 Literature review25
• 1.4.2 Questionnaire25-26
• 1.4.3 Statistical analysis26
• 1.5 Research Frame26-27
• 1.6 Research Content27-29
• Chapter II Literature Review29-47
• 2.1 Concepts of Execution29-32
• 2.2 Overseas and Domestic Research Status32-38
• 2.2.1 Theory of Execution32-34
• 2.2.2 Action Mechanism of Execution34-36
• 2.2.3 Comment on Execution36-38
• 2.3 The importance of execution for enterprise development38-40
• 2.4 Affecting Factors of the Execution40-47
• 2.4.1 Correct Objective41-42
• 2.4.2 Personal Element42-43
• 2.4.3 Teamwork43-44
• 2.4.4 Organizational Processes44
• 2.4.5 Incentives44-45
• 2.4.6 Enterprise Culture45-47
• Chapter III Case Description47-53
• 3.1 Background Information of X Company47-49
• 3.2 Staff Execution Status Description49-53
• 3.2.1 Low Efficiency and High Error Rate49-50
• 3.2.2 Weak Capability of Communication between Departments50-51
• 3.2.3 Lack of Enthusiasm in the work51
• 3.2.4 Lack of Team Spirit51-52
• 3.2.5 Lack of Responsibility52-53
• Chapter IV Empirical Research53-70
• 4.1 The Design of Survey Project53-54
• 4.1.1 Research Objects53
• 4.1.2 Research Steps53-54
• 4.2 The Design of Questionnaire54-56
• 4.2.1 Direction for Questionnaire Design54-55
• 4.2.2 Reliability and Validity Test for Questionnaire55-56
• 4.3 Descriptive Analysis of Sample Data56-59
• 4.3.1 Description of the Individual Characteristics of the Sample56-59
• 4.4 Variance Analysis59-65
• 4.4.1 Variance Analysis in terms of Gender59-60
• 4.4.2 Variance Analysis in terms of Age60-61
• 4.4.3 Variance Analysis in terms of Working Experience61-62
• 4.4.4 Variance Analysis in terms of Academic Background62-63
• 4.4.5 Variance Analysis in terms of Working Positions63-64
• 4.4.6 Variance Analysis in terms of Annual Income64-65
• 4.5 Data Analysis on Satisfaction65-70
• 4.5.1 Analysis on Satisfaction for Organization System66-67
• 4.5.2 Analysis on Satisfaction for Institution Systems67-68
• 4.5.3 Analysis on Satisfaction of Cultural System68
• 4.5.4 Analysis on Satisfaction of Leaders Authority68-70
• Chapter V Analysis and Discussion of the Results70-78
• 5.1 Lack of Execution Security System Because Of Imperfect Regulations70-71
• 5.2 Lack of Incentives71-72
• 5.3 Poor Quality of staff and Lack of Talent Growth System72-73
• 5.4 Lack of Corporate Executive Culture73-74
• 5.5 Lack of Communication Channels and Feedback Mechanism74-76
• 5.6 Unclear Responsibilities and Rights76
• 5.7 Neglect the Importance of Training76-78
• Chapter VI Basic Suggestions78-91
• 6.1 Make Regulation perfect78-80
• 6.2 Construct Scientific Organizational Structure80
• 6.3 Establish a Good Incentive Mechanism80-82
• 6.4 Cultivate Excellent Executive Culture82-84
• 6.5 Improve the Quality of Managers84-85
• 6.6 Improve the Quality of Employee85-86
• 6.7 Improve the Training System86-87
• 6.8 Establish Efficient Communication and Feedback Channels87-91
• Chapter VII Conclusion and Research Prospects91-93
• 7.1 Conclusion91-92
• 7.2 Innovation92
• 7.3 Limitations and Prospects92-93
• REFERENCE93-97
• APPENDIX97-104

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