本文選題：末位淘汰制 + 元老級　； 參考：《領(lǐng)導(dǎo)科學(xué)》2017年25期

【摘要】：正作為組織中特殊的一類群體,元老們在組織起步的困難時期用不計回報的付出與貢獻(xiàn)換來了組織后期的發(fā)展壯大,這份忠誠、堅持與功勞逐漸被認(rèn)定為前期的苦勞,而非當(dāng)下的貢獻(xiàn)與效用。而在末位淘汰制下的當(dāng)下,貢獻(xiàn)度的下降必然使其成為最先被淘汰的對象,這于理無任何不妥,但會使領(lǐng)導(dǎo)者感覺自我是在"過河拆橋",讓其他下屬也感覺領(lǐng)導(dǎo)者是在卸磨殺驢,不僅會增大年輕下屬的心理負(fù)擔(dān)和情感認(rèn)知,也會弱化其組織歸屬感。
[Abstract]:As a special group in the organization, the elders in the difficult period of starting the organization in exchange for the organization's later development and growth, this loyalty, persistence and credit is gradually recognized as the hard work of the early stage. Not the contribution and utility of the present. And in the present time of the last knockout system, the decline in contribution will inevitably make it the first thing to be eliminated, which is reasonable. But it will make the leader feel that he is "crossing the river and breaking the bridge", and that the other subordinates feel that the leader is removing and killing the donkey, which not only increases the psychological burden and emotional cognition of the young subordinates, but also weakens his sense of organizational belonging.
【作者單位】： 河北傳媒學(xué)院;
【分類號】：C933
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本文編號：1861047