【摘要】：領(lǐng)導(dǎo)者用人的一個(gè)重要原則 ,就是揚(yáng)長(zhǎng)避短。但是事實(shí)表明 ,對(duì)于人才的“長(zhǎng)”“短” ,實(shí)際存在著雙重評(píng)判尺度 ,即先驗(yàn)評(píng)判尺度和實(shí)踐評(píng)判尺度。先驗(yàn)評(píng)判尺度帶有濃厚的道德情感色彩 ,在理論上是無(wú)根的 ,在實(shí)踐上是有弊的。領(lǐng)導(dǎo)者應(yīng)牢牢把握實(shí)踐評(píng)判尺度 ,圍繞領(lǐng)導(dǎo)目標(biāo)來(lái)評(píng)判人才的“短”“長(zhǎng)”。有助于領(lǐng)導(dǎo)目標(biāo)實(shí)現(xiàn)的乃為“長(zhǎng)” ,反之則為“短” ,這才是區(qū)分人才“長(zhǎng)”“短”的不二法則。
[Abstract]:One of the important principles of leaders' employment is to take advantage of their strengths and circumvent their weaknesses. However, the facts show that there are two criteria for talent's "long" and "short", that is, a priori criterion and a practical criterion. The measure of transcendental judgment has strong moral emotion color, which has no roots in theory and has disadvantages in practice. Leaders should firmly grasp the practical judgment criteria and judge the short and long talents around the leadership goals. What is helpful to the achievement of leadership goal is "long", and vice versa is "short", which is the rule of distinguishing talent from "long" and "short".
【作者單位】： 上海工程技術(shù)大學(xué)
【分類號(hào)】：C933

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