没有永远的岗位(国外英文资料).docVIP

没有永远的岗位 The only constant is change of iron. If there is no competition within an enterprise, it is difficult to generate vitality, and it is difficult for the enterprise to adapt itself to the changing market environment. In recent years, baling Petrochemical Industries Co has been able to get out of the predicament of Fourteen consecutive years of losses, the economic benefits to achieve the three three big, fundamentally speaking, the main (the Bray Deng Zhenghong column) due to human factors to activate the vitality of the source lies in the introduction of the new mechanism of competition. June 2003, Baling Petrochemical to the cadre and personnel system reform as a breakthrough, to make snap reform. 439 incumbent cadres at the level of the original leadership positions will be free of charge, re competition posts. Through the written examination, interview, democratic evaluation and examination for links, 245 people walking in the middle management positions, than the original 44.19% streamlined. The start of the competition mechanism has not only broken the bloated and stalemate of 100 branches, but also broke the lifelong cadre system, and has also injected vitality into the companys predicament. Change due to change: exit mechanism is the key A competition arouses thousands of waves. Although the posts to bring new weather, but competition does not solve all the problems of the management of cadres, cadres do not indicate that the management has to be done again. In middle management, many people think that the posts should be done after a period of adjustment, the company can not or dismiss. Some think posts can break loose, rest your feet. Thought determines action, and attitude affects work. Some middle managers are hired after the free thought, one hand (the Deng Zhenghong Bray column) is the working pressure is not enough, the lack of a sense of crisis and post, lack of initiative, effectiveness is not good; on the other hand is power enough, post ent