| 末位淘汰——管理中的一柄“双刃剑” |
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| 引用本文： | 田家华,张光进.末位淘汰——管理中的一柄“双刃剑”[J].经济与管理,2006,20(9):45-47. |
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| 作者姓名： | 田家华 张光进 |
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| 作者单位： | 中国地质大学,政法学院,湖北,武汉,430074 |
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| 摘 要： | 末位淘汰作为一种管理手段在企业界被广泛采用,在实践中具有优缺点,实施末位淘汰要根据企业的实际情况,选择一个部门或几个部门进行。同时要注重培育良好的绩效文化,让刚性的末位淘汰变得充“满柔性”以有利于末位淘汰制的实施。
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| 关 键 词： | 绩效考核 末位淘汰 权变理论 |
| 文章编号： | 1003-3890(2006)09-0045-03 |
| 收稿时间： | 06 7 2006 12:00AM |
| 修稿时间： | 2006年6月7日 |
A Discussion on Dismissing Reciprocal Employee——A Double-edged Sword in Management |
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| TIAN Jia-hua,ZHANG Guang-jin.A Discussion on Dismissing Reciprocal Employee——A Double-edged Sword in Management[J].Economy and Management,2006,20(9):45-47. |
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| Authors: | TIAN Jia-hua ZHANG Guang-jin |
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| Institution: | Politics and Law School, China University of Geosciences, Wuhan 430074,China |
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| Abstract: | Dismissing the reciprocal employees was a useful management tool adopted by enterprises widely,in practice,the successful application are too numerous to be mentioned one by one,however,the failure are also common occurrence.On the basis of analysis its merit and defect,this paper points out its applied condition,some factor worth considering and countermeasure suggestion. |
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| Keywords: | performance appraisal dismissing reciprocal employee contingency theory |
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