毁掉公司执行力的，不是员工，而是部门墙

Core Viewpoint - The article discusses the detrimental effects of departmental silos within companies, which hinder strategic execution and responsiveness to customer needs, despite the efforts of management and employees [1][2][3]. Group 1: Causes of Departmental Silos - Departmental silos arise from the principle of scientific management proposed by Taylor, which emphasizes specialization and division of labor, leading to "information islands" and "interest differentiation" [4][6]. - Each department focuses solely on its own KPIs, resulting in a lack of accountability for overall company performance [11][10]. Group 2: Detrimental Effects of Departmental Silos - The first harm is that individual departmental interests replace overall company interests, leading to internal conflicts and inefficiencies [15][16]. - The second harm is that adherence to processes obscures accountability, making it difficult to identify who is responsible when issues arise [20][21]. - The third harm is that the system rewards bystanders rather than those who take initiative, discouraging proactive collaboration [22][23]. Group 3: Misconceptions in Addressing Departmental Silos - A common misconception is that relying on leadership for coordination can resolve collaboration issues, which ultimately limits organizational capability [26][28]. - Another misconception is attributing collaboration failures to individual employee attitudes, while most issues stem from systemic problems rather than personal shortcomings [30][31]. Group 4: Strategies to Break Down Departmental Silos - The first strategy is institutional reconstruction, which involves aligning departmental incentives with overall company goals to foster collaboration [35][36]. - The second strategy is process reconstruction, focusing on end-to-end business processes and establishing clear roles and responsibilities across departments [42][45]. - The third strategy is value reconstruction, emphasizing a culture of trust and collaboration, where departmental interests do not undermine company and customer interests [48][49]. Conclusion - The article concludes that breaking down departmental silos is essential for enhancing execution power within companies, as seamless collaboration across departments is crucial for creating value [50].