Enterprises three generations out of the law - under the enterprise system of horses the inevitability of defeat.docVIP

 PAGE \* MERGEFORMAT 6 Enterprises ‘three generations’ out of the law - under the enterprise system of horses the inevitability of defeat Talent in the enterprise promotion process, the most common one is by the leadership of fancy, training, and then upgrade, such a mechanism can be temporarily called ‘horses’ system. The ancients said: ‘Maxima often, but Ribeiro is not used’, the main difficulty is also the emotion, people come to the fore. History, there is also a strange phenomenon is sometimes too much talent assembled, sometimes too much a lack of talents. For example the Three Kingdoms, Zhou Yu laments that: ‘namely, the Health Yu, Sheng-liang. ‘, Always make people feel that too many people, when the three points. While most of the time, not many people have a do not go, for example every time when the dynasty declined, it is impossible to save the world’s strengths. ‘Chaos out of Kennedy’ perhaps best embodies the ancient people of the embarrassing situation that we had. Kennedy was out only in times of trouble, that we have not been explored in a chaos when the talent mechanism. I do not know the decline of talent caused by reduction in personnel resulted in the decline or not. Enterprise is the same. Haier’s ‘race horses, do not’ actually seen that one in a market economy under the conditions of the true meaning of corporate personnel. But contrary to the promotion of such a mechanism is in fact a horse too hard. Whatever the nature of the business, ‘horses mechanism’ can be said that an absolute monopoly of today’s business personnel system. It will be easy to come to a place where everybody would like to see the law: ‘that is in phase horse mechanism, few businesses can thrive on behalf of over 3-5. ‘So, for private enterprise is concerned, the power of genetic inheritance system, perhaps more so than similar kinds of professional managers who can better ensure long-term development of enterprises. This conclusion could allow an orthodox manageme