时下,“能者上,庸者下”已成气候。这一用人办法一改过去在干部任用方面“只能上,不能下”的状况,调动了广大干部的积极性,对推进社会主义建设大业起到了积极作用。然而对于组织部门来说,对那些从“位子上”下来者,切不可以一“下”了之。分析“下”者之原因,大致有以下几种类型:一是下来的人自身素质差,有的党性原则不强,缺乏敬业精神,有的“利”字当头,置个人利益于党和人民利益之上,有的责任心差,不思进取,小事不想做,大事做不了,诸如此类。二足用非所长,学非所用,有的特长发挥不了,工作处于被动;有的适宜搞专业技术工作,而被委以行政领导重任,到头来局面难打开,业绩难开创。三是不成熟,经验不足,因难以驾驭错综复杂的全局工作,使之力不从心。四是外部环境因素,比如领导班子整体不协调,有关政策不到位,上级部门的奖励措施不落实和办事不公正等等,都是不可忽视的原因。 Now, “can be on, Yongxia next ” has become a climate. This method of employing people has changed the past situation of employing cadres only in the past and not in the next. It has mobilized the enthusiasm of cadres and played an active role in promoting the great cause of socialism. However, for the organizational sector, those who come down from the “seat” must not be “under” the. The reasons for the analysis of “under ”, there are roughly the following types: First, people down their own poor quality, some party principles are not strong, lack of professionalism, and some On top of the interests of the party and the people, some have poor responsibility, do not make progress, they do not want to do small things, they can not do anything, and so on. Second-class non-director, learn non-use, and some expertise can not play, the work is passive; some suitable for engaging in professional and technical work, and was entrusted with the task of executive leadership, in the end the situation is difficult to open, performance hard to create. Third, immature, inexperienced, unable to control the intricacies of the overall work, so that powerless. Fourth, the external environmental factors, such as the overall uncoordinated leadership, the relevant policies are not in place, higher-level departmental incentive measures and implementation of unfair and so on, are not negligible reasons.