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Jingdong book

不懂责任,你一文不值:在老板眼里,责任永远胜于能力

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责任决定能力,只有负责才能展现能力;
责任提升能力,勇于承担责任才会更加强大。
没有责任,工作就没有效率,企业就没有效益。一个负责任的人,才能得到领导的信任和发展空间。对工作负责,就是对自己负责。

Content Description

几乎所有的优秀企业都非常强调责任的重要性。“责任”是最基本的职业准则和商业准则,一个人的能力再强,如果没有责任心,他的能力将无法在工作在体现。因此在老板的眼里,责任是评估一个员工的第一法则。
责任决定能力,责任催发能力。一个人的成功,与一个企业和公司的成功一样,都来自于他们追求卓越的精神和不断超越自身的努力。责任胜于能力,没有做不好的工作,只有不负责任的人。责任承载能力,一个充满责任感的人才有机会充分展现自己的能力。
这是一本所有工作中人都不容错过的书,是现代成功企业培养员工职业精神和企业文化理念的参考用书,是一本使每一个员工认清职业态度,把握人生成功先机的必读之书。

Author Description

杜鲁门,著名实践派管理培训专家,耶鲁管理学院工商管理博士,曾任多家知名大、中型企业营销高管、高级管理顾问、总经理、董事。

Catalogue

第一章 责任:实现成功的根本
一个负责任的人,什么工作都能做好
成功的萌芽:保持责任感
对工作负责是给他人也是给自己最好的礼物
负责是优秀与平庸的分水岭
责任是工作的第一原则

第二章 在老板眼里,责任永远胜于能力
责任承载能力,负责才能展现能力
责任感是认真工作的驱动力
责任越大,机会越多
责任提升能力,承担责任让你更强大

第三章 对工作负责,就是对自己负责
责任感使工作变得有趣
负责的人,才能得到领导的信任
担责越多,回报越大
对工作负责才能赢得发展空间

第四章 成功者承担责任,失败者逃避责任
任何借口的实质都是推卸责任
承认错误,问题就解决了一半
逃得了责任,逃不了后果
提问题,把答案也一起带来
责任到此,不能再推

第五章 责任藏在细节里
责任心决定工作质量
责任面前,没有“差不多”
从细节中看责任
责任不分事情大小
对工作的细节要高标准、严要求

第六章 责任是执行力的核心
落实责任是解决问题的关键
想法再好,不落实就是零
衡量人才标准:责任能力
责任心促进执行力
“要我落实”不如“我要落实”

第七章 从我做起,打造企业责任链
蝴蝶效应:没有孤零零的责任
企业中的“责任共同体”
责任有界限
领导更放心授权给负责的人
共同构建负责任的企业文化

第八章 责任保证业绩,责任提升业绩
业绩是检验责任的最有效标准
对结果负责,才是真正的负责
不要满足于尚可的业绩
把责任留给自己,把业绩留给企业

第九章 在负责任中走向卓越
成功属于负责任的人
承担多少责任,获得多少回报
超越责任,成为企业最优秀的员工
从尽职尽责到尽善尽美

第十章 负责才能敬业,敬业才能兴业
敬业源自对工作的责任心
在老板眼里,敬业的员工丢不得
敬业让弱者转变为强者
敬业是迈向成功的第一步
敬业让优秀成为好习惯
成功人士的秘诀:敬业负责是员工最大的能力
责任心决定你个人的竞争力
敬业是最好的工作能力
敬业才能创造出最大的价值

第十一章 责任心:带着满腔热情去工作
在其位就要谋其事
成功者会把卑微的工作做到极致
守住你的位置
比盖茨更热爱工作的人

第十二章 负责任的人最快乐
乐在其中的敬业者
成功取决于热忱,热忱来源于责任
为自己的负责任喝彩
保持最佳的精神状态

第十三章 负责任是真正的大智慧
偷懒和磨蹭是成功杀手
登顶人士的共同特点
成功者都有一个共同的特点
“做正确的事”远比“正确地做事”更重要

第十四章 不负责,无专业
负责促使专业提升
责任心:干一行,爱一行,通一行
核心技能,让你不可代替
负责的人到哪里都能有饭吃

第十五章 用主人翁意识,锻炼员工负责精神
没有不该承担的责任,只有不愿承担的责任
实干负责,企业创收
认真负责,攻克难关
坚守职责,问心无愧
负责是主动自发的
责任根植于心,表现更加优秀
负责的人在面临挫折时不会被压垮
不抛弃,不放弃“
Book Abstract

责任心促进执行力
有个落魄不得志的中年人每隔三两天就到教堂祈祷,而且他的祷告词几乎每次都相同。
“上帝啊,请念在我多年来敬畏您的分上,让我中一次彩票吧!阿门。”
几天后,他又垂头丧气地回到教堂,同样跪着祈祷:“上帝啊,为何不让我中彩票?我愿意更谦卑地来服侍您,求您让我中一次彩票吧!阿门。”
到了最后一次,他跪着重复他的祈祷:“我的上帝,为何您不垂听我的祈求?让我中彩票吧!只要一次,让我解决所有困难,我愿奉献终身,专心侍奉您。”
就在这时,圣坛上空发出一阵宏伟庄严的声音:“我一直垂听你的祷告。可是——最起码,你也该先去买一张彩票吧!”
在制订了一个明确的计划之后,关键是要落实在行动上,否则你到死都会像以前那样将工作无休止地拖延下去。落实是根本,我们要把行动真正落实到日常工作中,不能只说不做。不管从事什么事业,当有了一项工作或任务后,就应该当机立断,立即落实。
管理学上的格瑞斯特定律指出:“杰出的策略必须加上杰出的执行才能奏效。”一个组织有了远大而明确的目标,有了周密的计划和好的战略规划,并不一定能确保成功。很多组织并不缺乏目标,也不缺乏战略,更不缺乏人才和好的组织架构、崇高的核心价值及理念,但最后它们却失败了,究其根本,问题出在行动上。
一打纲领不如一个行动,一次行动胜于百次空谈。说一千道一万,关键在行动。没有行动,任何口号都没有意义。落实任务必须言行一致,见诸行动。
员工是落实任务的主体。毋庸讳言,在有些员工身上,存在着一种不好的现象,那就是对领导的精神和要求,往往只停留在一般表态上、认识层面上,以及规定措施上,至于如何将其落实到行动,则考虑不多、抓得不力,雷声大、雨点小,其通病是“说得多,做得少”,“有唱功,没做功”,做了“语言的巨人,行动的矮子”。
德摩斯梯尼是古希腊的雄辩家,有人问他雄辩术的首要之点是什么?他说:“行动。”
第二点呢?“行动。”
第三点呢?“仍然是行动。”
凡事若不抓“落实”,最终导致所提出的“规划”“计划”等,多是“写在纸上、挂在墙上、停在嘴上”,部门之间工作互相推诿扯皮,“皮球”踢来踢去,办事效率低,原有的计划往往落空,从而贻误大好时机,不仅阻碍个人事业发展,还严重损害了公司利益。
我们都知道“思想是行动的先导”,没有思想的解放和观念的更新,就不可能有适应科学发展观要求的实际行动。但思想不等于行动,思想解放了还须有相应的行动。如果没有行动,不付诸实践,任何思想就会停留在口头上、会议上和文件中,不仅难以取得实际效果,还会贻误战机。因为行动滞后,致使起个大早,也只能赶个晚集,甚至连晚集也赶不上。在工作的过程中,有时候发展的思路不能说不新,规划不能说不宏伟,气魄不能说不大,但就是落不到实处,往往是热闹一阵子就过去了,预期的效果根本没达到。所以说工作不能只看嘴上怎么说,纸上怎么写,归根结底在落实。能不能付诸实践,落实任务,是对一个人办事能力强弱的最实际的检验。
有一次,德国科利银行招聘经营管理职员。有一位年轻人参加了应聘。
总经理请他谈一谈公司的未来。他回答说:“我认为公司的发展应当是秩序化的管理,而不是什么关于未来的夸夸其谈。因为我到您这里的时候,已经看到了公司的不良现状……”
他的发言十分精彩,但在他滔滔不绝地阐述完自己的观点时,总经理说:“你是到本公司面试的第109个人,其中有84个人持有与你一致的观点。”
年轻人不免感到十分失败和沮丧,他礼貌地起身告辞。走到门口的时候,发现地上有一个钉子,他捡起来装在口袋里,离开了公司。
一个星期后,他接到了公司的录取通知。他惊讶地问总经理:“我的回答不是没有什么特别之处吗?”总经理说:“那些道理很多人都会说。重要的就是你离开时捡钉子的行为,让我很满意。要知道,有多少面试的人都只会长篇大论,而不会在实际中务实地去做。只有你这么做了,这证明你非常务实!”
这位务实的年轻人就是后来的德国科利银行公司总裁克劳斯特·宾。
马云曾经说过:“理念如果不落实在行动上,只是一堆废纸。”他是这么说的,也是这么做的。15年前,他为互联网着迷被称为互联网狂人时,他把互联网的梦通过用阿里巴巴这样一个带有神话色彩的名字命名的公司实现了。但他并没有止步于此,他频频地进行国际交往,他好学,他在前沿的思考,他最新的阿里巴巴的推出,这一系列的落实行动让他站到了一般人难以企及的高度。其实,脚在地上,心在远方,做到这两者之一都不容易,要将这两者结合起来更是难上加难。
2004年在北京举办的“杰克·韦尔奇与中国企业高峰论坛”上,中国的企业家曾这样问杰克·韦尔奇:“我们大家知道的都差不多,但为什么我们与你的差距那么大?”杰克·韦尔奇的回答是:“你们知道,但是我做到了。”这个答案简单得出人意料,但却道出了管理的真谛:知道更要做到!
我国明朝思想家王明阳有一个思想体系叫作“知行合一”,他指出人的活动是有目的、有意识的,如何使人的主体和客体联系起来,关键在于“求理于吾心”,也就是“知行合一”。目前,国内企业普遍缺失落实力、执行力,知行的重要性被提高到了空前重要的地位。“知”的作用固然不可忽视,但“行”才是将目的转化为结果的关键所在。
……

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