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“末位淘汰制”起源于美国通用公司前任CEO杰克·韦尔奇多年的管理实践,他根据“强制正态分布”规律.绘制了著名的“活力曲线”.将员工划分为三类:最好的20%是创造奇迹的人,失去这样的人被看作是领导的失误;中间的70%是公司的主体,也是管理和培训的重点;末尾的10%是公司必须淘汰的对象。韦尔奇也指出:“我们的活力曲线之所以能够发生作用.是因为我们花了10年时间在通用公司建立起了一种绩效文化。在这种文化里.人们可以在任何层次上进行坦率
”The last elimination system “ originated from the years of management practice of Jack Welch, former CEO of General Motors of USA, and he plotted the famous ”vitality curve“ according to the law of ”normal distribution“ Divided into three categories: the best 20% is to create miracles, loss of such people are seen as a leader of mistakes; the middle 70% of the company’s main body is also the focus of management and training; 10% of the end of the company Must be eliminated. Welch also pointed out: ”Our vitality curve can play a role because we spent 10 years at GM to establish a performance culture in which people can be carried out at any level frank