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随着社会主义市场经济体制的建立,对企业领导人特别是“一把手”提出了越来越高的要求.目前,许多企业已按照市场经济的内在要求,完成了对领导班子“一把手”的调配更替工作,使“一把手”的文化、专业、年龄、素质等结构有了较大的改观,班子整体效能普遍增强.但是也应看到,部分新上任的“一把手”由于不能及时适应新角色,或缺乏解决自身矛眉的能力,或工作方法不当,使得一些本来应防微杜渐的问题发展起来,越来越难解决,以致于影响到企业领导班子能量的有效发挥,进而影响到企业管理素质和经济效益的提高.这种状况如不及时解决,势必影响整个经济体制改革的进程和社会主义市场经济的健康发展.本文试就基层新老“一把手”如何进行优化更替方面问题做一些探讨.
With the establishment of the socialist market economic system, more and more high demands have been placed on the leaders of enterprises, especially the “top leaders.” At present, many companies have completed the deployment of “leaders” for leading groups in accordance with the inherent requirements of the market economy. The replacement work has resulted in a major change in the structure of the “chief leaders” of culture, profession, age, and quality. The overall effectiveness of the team has generally increased. However, it should also be noted that some newly appointed “number ones” are unable to adapt to new roles in a timely manner. Or the lack of ability to solve their own problems, or improper methods of work, makes some problems that should have been prevented from being developed and become more and more difficult to solve, so as to affect the effective use of the energy of the corporate leadership team, and thus affect the quality of enterprise management and the economy. The improvement of efficiency. If this situation is not solved in time, it will inevitably affect the progress of the entire economic system reform and the healthy development of the socialist market economy. This paper tries to do some research on how to carry out the optimization and replacement aspects of the grass-roots new and old “top leaders.”