Regarding the issue of responsibility
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This post was last edited by lovelife1997 on 2019-11-7 at 15:28. Two conditions for improving execution ability: First is work capability. Second is a sense of responsibility. Working often implies responsibility, but having responsibility alone is not enough; it is only by possessing a sense of responsibility that one can keep work at the forefront of mind at all times, take it seriously, and ensure that everything is carried out and every matter is addressed ； It also helps employees overcome obstacles and regard overcoming difficulties as something natural, thereby providing more motivation to move work forward. A sense of responsibility determines the level of commitment in carrying out tasks. By creating an environment that fosters a stronger sense of work responsibility, one can enhance execution efficiency. This way, there will be more effort put into actual work, less laziness and shirking of responsibilities, and tasks will be completed better, leading to better development for the company. Execution ability stems from a sense of responsibility; by enhancing employees’ sense of responsibility, execution ability is improved, which in turn strengthens the company’s competitive foundation. How to improve employees’ sense of responsibility: 1. Define job responsibilities. To enhance responsibility, it is first necessary to clarify the scope of duties for each position, in order to avoid situations where departments or individuals shift responsibility to one another. 2. Implement a system of individual responsibility for each position, assigning responsibilities to specific individuals and clarifying the divisions. 3. Annual assessments, quarterly assessments, monthly assessments, and even weekly summaries are used to motivate both leaders and employees. 4. Set benchmarks and examples, and offer honorary or corresponding material rewards. 5. Impose appropriate penalties on members who are not very responsible in their work or are extremely irresponsible.
Lack of responsibility stems from a lack of pressure, while insufficient execution is due to laziness. As a manager, in addition to clarifying responsibilities, establishing standard systems, and setting rewards and punishments, it is most important not to be lazy oneself, and special attention must be paid to the \"inspection\" phase in PDCA! Only by checking can problems be identified, and only then can execution ability be truly improved and good habits formed.
No matter how good an idea is, it needs to be put into practice to demonstrate its value. Responsibility is partly an inherent part of human nature, but it also requires support from other factors; it’s not possible to rely solely on words!
The comrades on the 2nd floor believe that: “Lack of execution ability = laziness”； \"Lack of responsibility = stress.\" I disagree with this view.
Responsibility is a broad term that can be thrown around casually: just like working overtime – working overtime? You’re not competent at work; others can finish it without extra effort, while you have to work overtime to get it done ； No overtime? You don’t work hard and don’t think about the company; while others stay and work silently after hours, you just leave as soon as work is over.
As for the issue of a sense of responsibility, there’s no need to go through such trouble; just use the common tactics employed by private enterprises: there are plenty of migrant workers and college students waiting for jobs – do I need to teach them? Too tired; if able to do it, do it; if not, fire them and replace them!
Enterprise management requires institutionalization as well as a human-centered approach. Controlling the balance of interests between employers and employees to keep it even is not a matter of simple means. This is why work on “organizational development” is necessary.
Sometimes when you try to play the role of a tyrant like Huang Shiren, it might be a nightmare for your subordinates, but it isn’t necessarily a bad thing for the health of the company
This post was last edited by pzhmotor on 2019-11-7 at 17:13. This issue can be discussed: I agree with the points you raised in the first comment; clarifying responsibilities and implementing rewards and penalties are all prerequisites for improving execution efficiency. Our workshop has clear job responsibilities, and detailed individual awards have been established. Team leaders are evaluated on a quarterly basis, and the candidates for quarterly star employees are selected based on data and performance metrics. (There are detailed statistics available, and rewards and penalties are awarded on a monthly basis. If bolts become loose or oil levels drop, there are always designated personnel to carry out maintenance. For two years now, there have been no serious incidents of production disruptions caused by operational errors or inadequate inspections.) ； Apart from an accident that occurred on the way to and from work the year before last, no safety incidents of any severity have taken place during the four years of production. ) Yet, there are still issues such as inadequate implementation, shirking of responsibilities, and violations of rules and regulations. I have also been thinking about this issue repeatedly recently. I believe that insufficient inspections are the problem; implementation is what truly matters. To ensure implementation, inspections need to be strengthened. Without inspections, there can be no pressure, nor true execution capability. First of all, people are self-interested; they all want to save effort and avoid trouble. Without checks and supervision, relying solely on a sense of responsibility is far from enough (there are a few people who are disciplined enough and don’t need reminders or supervision, but not everyone). Implementation cannot truly take place in such circumstances. What is needed are on-site inspections and corrective actions! As a frontline manager, if one does not conduct inspections, it is impossible to know how well the employees are performing; without pressure, the quality of performance will suffer! There are exactly two recent extreme examples: 1. A workplace safety incident occurred in a laboratory; when preparing samples, the technician wiped down the extrusion film-forming equipment without shutting it down first, resulting in the loss of the tip of the middle finger and a fracture in the ring finger. The vice president in charge of production and safety ordered the Environmental, Health, and Safety department as well as the laboratory department to conduct an immediate investigation, and issued a notice so that everyone could learn from it. The accident analysis indicated that safety procedures were posted on the wall, yet the employees still failed to stop the machine in order to clean it, which was classified as illegal operation. After looking at the slides showing that the device uses roller extrusion, we know that if the rollers rotate outward, it is impossible to get hurt. The problem is that the operating procedures do not specify that cleaning should be done from below while the machine is running; as a result, operators have to shut down the machine frequently to carry out cleaning, which is cumbersome and does not guarantee a thorough clean. First of all, I would like to say that there are certain issues with the formulation of these safety procedures themselves, and no on-site training was provided. During the accident analysis meeting, the head of the Safety and Environment department emphasized while presenting the PPT that this equipment has emergency stop buttons on both the left and right sides, as well as an emergency stop switch located below; in the event that someone gets injured, they can stop the equipment by kicking it, so the safety facilities are quite comprehensive. The head of the laboratory and the safety officer also had no objections to these. The vice president asked to enlarge the photo and inquired if the label on the foot pedal switch that reads “Emergency Stop Switch” was correct All three said yes! The vice president is freaking out! “Did you go to the scene for an investigation? I went there; it’s not an emergency stop switch at all – it’s a reverse switch. It gets kicked and then reverses – a great protective mechanism; it’s not an emergency stop switch! While talking about employees working in violation of regulations, let’s take a look at what we ourselves are doing I don’t even know myself; making random analyses – how can you expect others to carry them out! ? “ Going a step further, if one can observe things firsthand before formulating operating procedures, refine those procedures by carrying out operations and demonstrations personally, the safety protocols that result will likely be both safe and efficient. The second point I want to make is that as frontline managers, when we complain that our employees lack execution ability, have we ever considered whether we ourselves have checked or taken action? 2. My daughter is in the sixth grade of elementary school. This afternoon, her English teacher sent a message via WeChat to everyone (here is what I copied): “Since I have work to do on Friday and won’t be at school, the homework for today has already been assigned; students should check the school communication platform for it.” There are two assignments for tomorrow, Friday, and the weekend; they’re being posted in the group now: 1. Read 40 pages. 2. Memorize the phrases on page 41 and recite the texts from the four units. Today, I also read 40 pages; I can’t read more, and I shouldn’t read today either – no reading on the weekend. I need to check! I’ll post a video again on Friday; after making the corrections, I’ll then upload the audio recording of my reading for the weekend. Parents are asked to supervise their children in memorizing the phrases on page 41 – there are four sets of phrases in total. You need to assist your children with memorizing the words. “ What I want to say is that, as an excellent teacher (she teaches three classes, and the students who ranked first, second, and fourth in English throughout the district are all from her classes), after assigning tasks and making arrangements, she emphasized, \"I’m going to check!\" “ Four characters! Students and parents – how can they not take this seriously! ? ? How dare you not carry it out? ?
I think the most important points are these two: 4. Set benchmarks and examples, and offer honorary or corresponding material rewards. 5. Impose appropriate penalties on members who are not very responsible in their work or are extremely irresponsible. After all, going to work is to make money; it’s useless to just shout slogans without a material foundation