| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5页 |
| 摘要 | 第6-7页 |
| LIST OF ABBREVIATIONS | 第7-20页 |
| Chapter I Introduction | 第20-29页 |
| 1.1 Research Background | 第20-21页 |
| 1.2 Research Objective | 第21-22页 |
| 1.3 Research Significance | 第22-25页 |
| 1.3.1 Theoretical Significance | 第22-24页 |
| 1.3.2 Practical significance | 第24-25页 |
| 1.4 Research Methods | 第25-26页 |
| 1.4.1 Literature review | 第25页 |
| 1.4.2 Questionnaire | 第25-26页 |
| 1.4.3 Statistical analysis | 第26页 |
| 1.5 Research Frame | 第26-27页 |
| 1.6 Research Content | 第27-29页 |
| Chapter II Literature Review | 第29-47页 |
| 2.1 Concepts of Execution | 第29-32页 |
| 2.2 Overseas and Domestic Research Status | 第32-38页 |
| 2.2.1 Theory of Execution | 第32-34页 |
| 2.2.2 Action Mechanism of Execution | 第34-36页 |
| 2.2.3 Comment on Execution | 第36-38页 |
| 2.3 The importance of execution for enterprise development | 第38-40页 |
| 2.4 Affecting Factors of the Execution | 第40-47页 |
| 2.4.1 Correct Objective | 第41-42页 |
| 2.4.2 Personal Element | 第42-43页 |
| 2.4.3 Teamwork | 第43-44页 |
| 2.4.4 Organizational Processes | 第44页 |
| 2.4.5 Incentives | 第44-45页 |
| 2.4.6 Enterprise Culture | 第45-47页 |
| Chapter III Case Description | 第47-53页 |
| 3.1 Background Information of X Company | 第47-49页 |
| 3.2 Staff Execution Status Description | 第49-53页 |
| 3.2.1 Low Efficiency and High Error Rate | 第49-50页 |
| 3.2.2 Weak Capability of Communication between Departments | 第50-51页 |
| 3.2.3 Lack of Enthusiasm in the work | 第51页 |
| 3.2.4 Lack of Team Spirit | 第51-52页 |
| 3.2.5 Lack of Responsibility | 第52-53页 |
| Chapter IV Empirical Research | 第53-70页 |
| 4.1 The Design of Survey Project | 第53-54页 |
| 4.1.1 Research Objects | 第53页 |
| 4.1.2 Research Steps | 第53-54页 |
| 4.2 The Design of Questionnaire | 第54-56页 |
| 4.2.1 Direction for Questionnaire Design | 第54-55页 |
| 4.2.2 Reliability and Validity Test for Questionnaire | 第55-56页 |
| 4.3 Descriptive Analysis of Sample Data | 第56-59页 |
| 4.3.1 Description of the Individual Characteristics of the Sample | 第56-59页 |
| 4.4 Variance Analysis | 第59-65页 |
| 4.4.1 Variance Analysis in terms of Gender | 第59-60页 |
| 4.4.2 Variance Analysis in terms of Age | 第60-61页 |
| 4.4.3 Variance Analysis in terms of Working Experience | 第61-62页 |
| 4.4.4 Variance Analysis in terms of Academic Background | 第62-63页 |
| 4.4.5 Variance Analysis in terms of Working Positions | 第63-64页 |
| 4.4.6 Variance Analysis in terms of Annual Income | 第64-65页 |
| 4.5 Data Analysis on Satisfaction | 第65-70页 |
| 4.5.1 Analysis on Satisfaction for Organization System | 第66-67页 |
| 4.5.2 Analysis on Satisfaction for Institution Systems | 第67-68页 |
| 4.5.3 Analysis on Satisfaction of Cultural System | 第68页 |
| 4.5.4 Analysis on Satisfaction of Leaders Authority | 第68-70页 |
| Chapter V Analysis and Discussion of the Results | 第70-78页 |
| 5.1 Lack of Execution Security System Because Of Imperfect Regulations | 第70-71页 |
| 5.2 Lack of Incentives | 第71-72页 |
| 5.3 Poor Quality of staff and Lack of Talent Growth System | 第72-73页 |
| 5.4 Lack of Corporate Executive Culture | 第73-74页 |
| 5.5 Lack of Communication Channels and Feedback Mechanism | 第74-76页 |
| 5.6 Unclear Responsibilities and Rights | 第76页 |
| 5.7 Neglect the Importance of Training | 第76-78页 |
| Chapter VI Basic Suggestions | 第78-91页 |
| 6.1 Make Regulation perfect | 第78-80页 |
| 6.2 Construct Scientific Organizational Structure | 第80页 |
| 6.3 Establish a Good Incentive Mechanism | 第80-82页 |
| 6.4 Cultivate Excellent Executive Culture | 第82-84页 |
| 6.5 Improve the Quality of Managers | 第84-85页 |
| 6.6 Improve the Quality of Employee | 第85-86页 |
| 6.7 Improve the Training System | 第86-87页 |
| 6.8 Establish Efficient Communication and Feedback Channels | 第87-91页 |
| Chapter VII Conclusion and Research Prospects | 第91-93页 |
| 7.1 Conclusion | 第91-92页 |
| 7.2 Innovation | 第92页 |
| 7.3 Limitations and Prospects | 第92-93页 |
| REFERENCE | 第93-97页 |
| APPENDIX | 第97-104页 |
