In many of our reach a certain scale enterprises often exist some similar situation : Enterprises always complain that the manager of its staff do not have a strong sense of responsibility, not actively work a little bit, waiting for higher authorities. Due to their constant decree and command everyone is so busy doing things and going round, Enterprises can always do a lot of things no one dry, Even the veterans make clear instructions, it seems some things are always on time and ensure its completion; Employees who complained about companies in the division too is not clear, nor is it clear mandate limits, we can only lead to passively listen to instructions, said a higher things on their own to do a thing, the higher things of no account, better staff will be their kid things make it a bit, and some poor staff in tea and chat read the newspapers were whiling away time. The staff were very good reasons, sometimes they do more good not only charged, but there may be an possible that their supervisors and the department or other departments colleagues unhappy Who knows, you do things others are within the purview of things? If you have done the others do, and people will not thank you, it is very likely will be grateful to have been violated, How you? Above such enterprises is usually with the design of the organizational structure, unclear functions of the departments and work responsibilities is not clear, the confusion workflow. Any one enterprise is able to exist because it can be for their customers to provide a product or service. Enterprise customers for their production and the provision of products or services of the whole process, is the enterprise's business processes. Through the process of the enterprises included in the production and the provision of products or services need to complete the process of a wide variety of work task analysis, we can design the need for a separate personal commitment of a wide range of jobs or positions. These jobs, or between jobs, the relative stability, the formal vertical, horizontal connectivity will constitute an organizational structure. When a very small organization, organization might not even have a clear organizational structure, there was no clear division of responsibilities of writing, the work we have done will emerge between the regular cross-cutting issues, However, such organizations are often the efficiency is very high. The most important reason is that small businesses from the market and its own customers very near, the number of enterprises is comparatively small. On one hand, It can very quickly under external customers need and division within the organization and the tasks of adjustment; the other hand, superior to the lower levels of supervision and staff were among the mutual supervision is very easy, Therefore, the small enterprises can hardly happen lazy problems. However, as the size of the expansion, organizational structure within the increasingly complex, increasingly, in small enterprises should not be a problem with no clear division of labor, and other problems began to scale erosion reaches a certain level of enterprise efficiency. In short, the original effective temporary, changing the pattern of division of responsibilities, rely on the leadership and command of randomness to the organization of work have been unable to adapt to new organizational needs of the situation. The staff has also led to increased communication problems and the complexity of the information transfer process appeared distorted information and information distortion asked issue. At such times, if not timely enterprises to adjust the allocation of work, clearly define the structure of government departments and the status of each one of the duties, internal division of confusion is bound to happen. unclear responsibilities and staff began to slow such negative in the beginning of this article we described in some of the problems. The internal division of labor and cooperation is not smooth circumstances, the general manager of the enterprise must be very tired. So all the contradictions and problems will wrangle over to him on there. In addition, Many enterprises in the existence of this sector and among staff who shirk responsibility and passing phenomenon. the same also led to the organization full of contradictions and friction serious, waste management and general staff a lot of time and effort. However, the most interesting is that despite the veterans often suffer and therefore, However, this situation resulted in many enterprises is not the time for the middle managers, instead of the general staff, But it is corporate leadership at the highest level. We enterprises often found such cases : first, sometimes, some of the veterans want to take the time to seriously review and define the organizational structure of enterprises and the division of responsibilities. their own in this regard very confused thinking today an idea, an idea tomorrow, and everyone is all confused, This is the internal division of chaos an important source. Second, in other times, some of the veterans may not even be able to arrange a scientific theory clear division of work to subordinates vice clearly defined scope of work and work competence, both in the state-owned enterprise or the private enterprises, 's biggest veterans often had a balance of power and covert hands of the psychological constraints, The result is an objective, even in the subjective artificially create leaders, as well as between their respective departments of overlapping responsibilities and duplication. Third, some time, even though they have clear and defined the functions of the departments and division of job responsibilities, enterprises still are the duties of confusion, This is precisely the root of the problem is due to the company's failure to comply with its own general manager of the rules. For example, some enterprises, the general manager of the distribution tasks is often the person rather than departments or positions. They told me there is no clear division of the department and their duties concept of a work first thing to do to anybody. instead of what should be a sector, then the sector is the one which positions the people. Sometimes, He will probably be a general manager by the Secretary of the work to an already transferred from the general manager of the Office of Human Resources people do, simply because he got used to the person or people think this is the work made him feel that reliable. As a result, resulting in a new general manager and the former secretary general manager of the Secretary of the clear responsibility and mutual contradiction. To enable enterprises to avoid or reduce these aspects. enterprises must be based on its own business processes and other aspects of the enterprise to some special cases, rationally design the structure of the organization, clearly define different departments or business units have the primary responsibility, then on the basis of this design, analyze the positions of a person should be the main duties of the corresponding task. In terms of organizational structure perspective, the most common are the main two. The first type is called functional structure. This is a relatively high degree of centralization of functions of the program. The organizational structure of each department or operating units are very specialized, different functions between the professional division more clearly, between the different functions of overlapping functions fewer opportunities. But each business unit or department members tend to lie on their work units are shared, and to the entire organization in accordance with the interests of the decision-making mode, Cooperation between departments sometimes appear in the issue. In addition, the organizational structure of the lack of flexibility for different products, between regions or customers of the nuances of the response is not very sensitive. Another is a relatively common form of the structure is the cause of structure, cause the whole structure can be divided into products business, and the cause of regional customers and the cause of three forms. Division structure is a relatively low concentration of workflow sector programs. In such a structure the various work units like is the mutual separation, self-sufficient and semi-independent organizations engaged in various activities. For career structure of the work flow more attention to the cause of the semi-independent nature and their customers with similar between groups proximity, this organizational structure is often more flexible and more innovative. Those with higher degrees of concentration to take a function of the structure of tissues, they can more quickly from the corresponding customer groups found and seize the opportunity. However, from the negative side, the career structure of efficiency is not very high, This is because the cause of each one must have its own functions of experts, resulting in the waste. Even in different undertakings exist between the Ministry of business when the conflict will lead to "cannibalism" of the situation. Therefore, from an overall point of view, not an organizational structure will always be the best. The organizational structure can not be changed. The design and structure adjustment is complete, large-scale enterprises may also need to seriously, carefully on the division of responsibilities for the more specific description, as a future departmental disputes based on the judgment. Since then, enterprises also need to departments within the division of responsibilities and job design and analysis of the adjustment This is what we refer to the work of analysis and design of the content. Work on the analysis, we in the previous article, has commented, In fact, it is an understanding of posts and in a format to the job description of the relevant information out, so that other people understand the position of a process. Work Analysis of the major achievements is a job description and work norms. Which is the job description of an office of people should assume the duties of the task description, for the work of the staff pointed out the direction of the overall demands and expectations It obviously helps clarify positions contents of the work, clearly defined organization of each individual's scope of work and duties. However, it must be noted that the work itself, after all, is not a static thing, sometimes, the original had very clear duties and responsibilities of the departments functions jobs because companies may expansion of the size, increase operational and strategic adjustment is not so clear. not passing the original, is the issue of responsibility, in such times, Enterprises may need to re-design the organizational structure or job redesign, The re-design work means that some changes need to have jobs completed tasks or change the work performed way to redefine a new job responsibilities and the relationship between jobs. To effectively carry out the job redesign, enterprises must fully understand the current state (through the work of analysis to understand), the same time, we should understand it in the entire internal workflow throughout the place (through the workflow analysis to grasp) .