领导者如何实现对组织元老的去“老”化

发布时间：2018-05-08 10:31

  本文选题：末位淘汰制 + 元老级　； 参考：《领导科学》2017年25期

【摘要】：正作为组织中特殊的一类群体,元老们在组织起步的困难时期用不计回报的付出与贡献换来了组织后期的发展壮大,这份忠诚、坚持与功劳逐渐被认定为前期的苦劳,而非当下的贡献与效用。而在末位淘汰制下的当下,贡献度的下降必然使其成为最先被淘汰的对象,这于理无任何不妥,但会使领导者感觉自我是在"过河拆桥",让其他下属也感觉领导者是在卸磨杀驴,不仅会增大年轻下属的心理负担和情感认知,也会弱化其组织归属感。
[Abstract]:As a special group in the organization, the elders in the difficult period of starting the organization in exchange for the organization's later development and growth, this loyalty, persistence and credit is gradually recognized as the hard work of the early stage. Not the contribution and utility of the present. And in the present time of the last knockout system, the decline in contribution will inevitably make it the first thing to be eliminated, which is reasonable. But it will make the leader feel that he is "crossing the river and breaking the bridge", and that the other subordinates feel that the leader is removing and killing the donkey, which not only increases the psychological burden and emotional cognition of the young subordinates, but also weakens his sense of organizational belonging.
【作者单位】： 河北传媒学院;
【分类号】：C933
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本文编号：1861047