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(一) 近几年来,各行各业盛行量化管理方法,力图在管理上以定量求精确.毫无疑问,对事物的认识,从质发展到量,标志着人类认识的精确和深化.量化管理为我们正确判别事物提供较客观的依据,可以防止主观武断,随心所欲.然而,目前在以定量求精确的具体做法上,出现某种绝对化倾向.每见一些部门惯于将各种工作化为不同的指标,每种指标冠以不同的分值,三分、五分,合成三百分,甚至一千分.然后用打分去检查、衡量工作.为了评判客观公正,又制定个人自测,小组联评,领导总评等具体测评办法.有的还移植歌咏大奖赛的评分法:去掉一个最高
(A) In recent years, all walks of life are prevalent in quantitative management methods, trying to quantify the management accuracy. There is no doubt that the understanding of things, from quality to quantity, marking the human understanding of the precise and deepening. Provide us with an objective basis for correctly judging things so as to prevent subjective arbitrariness and arbitrariness, however, there is a tendency toward absolute certainty nowadays in terms of precise and precise measures. Each time we see that some departments are accustomed to turning various kinds of work into Different indicators, each index with different points, three points, five points, three hundred percent, or even a thousand.And then use the scoring to check and measure work.In order to judge the objective and fair, but also to develop personal self-test, Group comment, general assessment of leadership and other specific measures. Some also transplanting singing Grand Prix scoring method: remove the highest one