本文關(guān)鍵詞：X高新技術(shù)企業(yè)員工執(zhí)行力問題與改進措施的研究

  更多相關(guān)文章： 執(zhí)行力 競爭力 制度體系 社會調(diào)查

【摘要】：企業(yè)執(zhí)行力是企業(yè)貫徹戰(zhàn)略意圖,完成預(yù)定目標的操作能力。企業(yè)執(zhí)行力在企業(yè)實際管理中有著十分重要的意義,一個企業(yè)要想在激烈的市場競爭中站穩(wěn)腳跟,獲得成功,不僅需要正確的戰(zhàn)略目標,還需要能保證戰(zhàn)略目標達成的執(zhí)行能力,只有執(zhí)行力才能使企業(yè)創(chuàng)造實質(zhì)的價值,失去執(zhí)行力,企業(yè)就失去了長久生存和成功的必要條件,執(zhí)行力是企業(yè)核心競爭力的體現(xiàn)。近年來,國家對高新技術(shù)的大力支持使得光電行業(yè)發(fā)展迅速。有著先進技術(shù)的X高新技術(shù)有限公司在光電市場上也站穩(wěn)腳跟并快速發(fā)展,然而,隨著企業(yè)的發(fā)展壯大,公司制度體系的不完善,造成公司內(nèi)部員工工作熱情對不高、推諉扯皮、不愿承擔責任的情況嚴重,企業(yè)的執(zhí)行力出現(xiàn)不足。有鑒于此,本文以X高新技術(shù)有限公司為研究對象,針對公司執(zhí)行力不足問題進行案例分析,結(jié)合有關(guān)企業(yè)執(zhí)行力的國內(nèi)外文獻研究成果進行理論評述,運用心理測量學的方法編制形成了正式調(diào)查問卷,通過社會調(diào)查研究方法對問卷結(jié)果進行統(tǒng)計分析及檢驗。通過問卷調(diào)查分析得出X高新技術(shù)有限公司執(zhí)行力不足的主要原因有:規(guī)章制度不夠健全,缺乏合理有效的激勵機制,部分企業(yè)員工素質(zhì)不佳,企業(yè)本身缺乏執(zhí)行文化,溝通渠道不暢、責權(quán)不明、缺乏科學的監(jiān)督考核機制,忽視員工培訓的重要性。根據(jù)本企業(yè)執(zhí)行力不足及其原因的分析,筆者有針對性地提出提升執(zhí)行力的對策和建議,為企業(yè)提升執(zhí)行力方面提供參考和借鑒。
【關(guān)鍵詞】：執(zhí)行力 競爭力 制度體系 社會調(diào)查
【學位授予單位】：廣東外語外貿(mào)大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：F272.92;F276.44
【目錄】：

• 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

【相似文獻】

中國期刊全文數(shù)據(jù)庫 前10條

1 薛勇;;企業(yè)執(zhí)行力剖析[J];IT時代周刊;2003年21期

2 羅玉金;;培養(yǎng)企業(yè)的執(zhí)行力[J];天然氣經(jīng)濟;2003年05期

3 方征;為企業(yè)執(zhí)行力加溫[J];企業(yè)研究;2004年05期

4 常寧寧;企業(yè)執(zhí)行力與鴨子和鷹[J];中國經(jīng)濟周刊;2004年32期

5 薛勇;企業(yè)執(zhí)行力三部曲[J];中國電力企業(yè)管理;2004年08期

6 邱e，

本文編號：728402