Don't talk casually.
But don't be ashamed to ask.
Everything needs communication.
Question 2: What are the purposes and benefits of employee evaluation? The boss should fully understand the performance of the company's employees, and on this basis, formulate corresponding incentive measures such as salary adjustment and personnel changes. Specific operations: communication, learning, improvement and evaluation. Reward the superior and punish the inferior to improve and adjust the behavior of employees, stimulate the enthusiasm of employees, and urge the members of the organization to accomplish the organizational goals more actively, actively and standardly;
At the same time, through the evaluation, members of the organization can better understand the organizational goals, improve their own behavior and continuously improve the group.
Overall benefits and advantages of weaving. The performance appraisal of employees is a task of quantity, quality and efficiency.
The completion of aspects, for individuals, is the evaluation of the work status of subordinates by superiors. Cross the right
Work performance evaluation, get feedback information, you can make corresponding personnel decisions and measures to make adjustments.
Question 3: Interpersonal communication and conversation can be divided according to the purpose of conversation. HR is a very popular behavior testing tool, PDP (Professional Dynamic Program). "Behavior style" refers to a person's best style of doing things. According to different styles and characteristics of different people, five animals are used to represent them, namely:
Tigers, owls, chameleons, peacocks and koalas.
In fact, clinically, all kinds of "wonderful" and "high-energy" patients may be one of these five animals. Facing different types of patients, how to break through the communication barriers with them one by one?
Tiger type: I am the only one.
Features:
Confident, authoritative, decisive, like to evaluate, like to control the overall situation and give orders.
Representative type:
Cadres, senior leaders, business owners, occasionally see the parents of some pediatric patients and the families of gynecological patients.
Typical performance:
We often see such patients in clinic. Many times, they just want the best service, the best medicine and the best treatment (in fact, this is normal and human nature). You may be used to making decisions at home, and it is also a high-decision leadership style in the company.
But this kind of patients also have * * *, that is, they have high expectations for the therapeutic effect. In their eyes, how much they pay, how much they should have. As a "reward", the curative effect should be equal to paying.
Get along with raiders:
Based on professional knowledge, examination and treatment should also consider the patient's personal feelings. Doctors should lead the treatment plan, but at the same time, they should communicate with patients equally, explain the examination and treatment methods, and strive for patients' understanding.
Most importantly, in the face of such patients, we should pay special attention to self-esteem and self-love, and rely on enough professional quality as our "self-confidence". In case of irreversible illness, it is necessary to tell family members or patients themselves in advance. Human and financial resources are possible, and doctors cannot guarantee any treatment.
Owl type: thoughtful
Features:
Very traditional, attention to detail, clear-cut, conservative, strong analytical ability, high accuracy and reserved personality.
Representative type:
Journalists, teachers, senior intellectuals who have attended universities or higher education.
Typical performance:
My sister is a university teacher and has her own ideas about her daughter's education. I remember that once my little niece had an upper respiratory infection and the doctor prescribed antibiotics. My sister called me. She has heard of superbugs, and she doesn't want her niece to take the medicine prescribed by the doctor for fear of causing drug resistance.
In this way, I talked with a graduate student majoring in economic management for half an hour to explain the mechanism of drug resistance. I don't know how she got the information, but she didn't listen to the doctor's advice and let her little niece take medicine.
A week later, my little niece's condition worsened and eventually became pneumonia, and later she had to be hospitalized.
Get along with raiders:
Such patients are generally teachers and patients with higher education. They are thoughtful, like to use search engines and consult materials, and want to know all kinds of pathological and pharmacological mechanisms, but they often have a little knowledge.
Reliable information sources and appropriate methods are very important for such patients or their families. I generally recommend them to use various popular science WeChat official accounts under Dr. Lilac to reverse their misconceptions through authoritative professionalism.
More importantly, increase their trust in doctors. Following the doctor's advice is the most important thing I can do for them.
Chameleon type: vacillating
Features:
With a high degree of adaptability, fickle personality, great flexibility, less personality and principles.
Representative type:
Full-time housewives or retired women.
Typical performance:
When such patients first come to the hospital, they usually accompany many family members. Every time I talk about my illness and clinical decision-making, if he was alone at that time, they would let me report to his family after listening. Sometimes, you need to call your child to make a decision, and you have no confidence in your decision.
Clinically, many patients were persuaded to do CT the day before, but they may disappear the next day. They suddenly said they were worried about radiation or the discomfort of creating a shadow intensifier, changed their minds temporarily and hesitated.
Get along with raiders:
Facing the wavering chameleon patient. It is best to be accompanied by children or other relatives in any important conversation. Heavy clinical work does not allow you to spend too much time on the same thing.
Any necessary investigation, emphasize the pros and cons with him, and give him enough time to weigh. Pay attention to the signing of various clinical medical documents to avoid unnecessary legal risks caused by patients' emotional changes.
Peacock type: warm and cheerful
Features ... >>
Question 4: What is the purpose of nurse-patient communication? 1 Establish and maintain a good nurse-patient relationship and reduce the occurrence of nurse-patient disputes.
2 Collect patients' data for health assessment, and determine the health problems of makeup.
3. Implement nursing activities according to patients' health problems.
4. Understand patients' psychological state, carry out psychological nursing and promote patients' mental health.
5*** Discuss and solve the treatment and nursing problems of patients, and promote health.
Question 5: Knowledge tree workplace communication unit test answer unit 1 test question
1 multiple choice questions (1 point)
Workplace communication is a skill that can be cultivated.
Answer: Yes.
2 Multiple choice questions (3 points) Learning communication can improve communication with others.
A. Different languages
Answer: Different professional fields+stubbornness+emotionalism.
3 multiple-choice questions (2 points) to measure the effect of communication, we should stand in a new angle.
Answer: receiver
4 multiple-choice questions (1 point)
The best strategy to deal with Qiqi is to keep your distance.
Answer: Wrong.
More than 5 multiple-choice questions (2 points)
The effect of communication depends on what the receiver accepts, not what the speaker expresses.
Answer: Yes.
6 multiple-choice questions (2 points) The essence of nagging is influential communication.
Answer: Wrong.
Unit 2 examination questions
1 multiple choice question (5 points) Three purposes of communication:
Answer: transmitting information+promoting change+communicating emotions.
2. Multiple choice questions (2 points) If you say it again and the other person doesn't understand, you should:
Answer: I care about what the other person doesn't understand.
3 Multiple choice questions (3 points) We should slow down when communicating with the following people:
Answer: Fool+layman
4 multiple-choice questions (5 points) The execution cycle of communication includes:
Answer: Evaluate-Adjust-Try
5 multiple-choice questions (5 points) 4A The most critical link in the communication cycle is:
Answer: Evaluation
Unit 3 examination questions
1 multiple choice question (4 points) The phenomenon that the brain supplements incomplete information, commonly known as brain tonic, is called in psychology:
Answer: Gestalt effect
2 Multiple choice questions (4 points) The factors that lead us to misunderstand the cognitive level of others include:
Answer: Gestalt effect+information switching effect
3 Multiple choice questions (2 points) The emotion of the receiver will process and distort the received information.
Answer: Yes.
4 multiple-choice questions (5 points) In order to cultivate good listening habits, we should always ask ourselves:
Answer: Am I listening? +Are you emotionally disturbed by me? +Did I receive the complete information?
5 Multiple choice questions (2 points) Reading between the lines is a special ability that most people simply can't do.
Answer: Wrong.
Unit 4 examination questions
1. Multiple choice questions (1 point) Good eloquence does not mean good communication.
Answer: Yes.
2 Multiple-choice questions (3 points) The factors that affect the acceptability are:
Answer: IQ+professional level+experience
3 multiple-choice questions (3 points) When we express, the information switching effect is as follows:
A: Known information tells listeners to turn off the channel.
4 multiple-choice questions (5 points) Kissing principles include:
Answer: concise+simple.
5 When expressing multiple-choice questions (2 points), evaluate the recipients at any time, so that the recipients can have the opportunity to disambiguate at the first time.
Answer: Yes.
Unit 5 Test questions
1 multiple choice questions (1 point) There is no obvious difference between stubbornness and decisiveness.
Answer: Wrong.
2 Multiple choice questions (2 points) The way to guide the other party into my channel is:
Answer: Ask questions.
3 The purpose of multiple-choice questions (1) knowing perfectly well past ask is to have nothing to say.
Answer: Wrong.
4 multiple-choice questions (2 points) questions include:
Answer: closed question+open question
5 Multiple choice questions (1) It is an effective method to anticipate various answers and possibilities before asking questions.
Answer: Wrong.
Unit 6 examination questions
1 multiple choice question (1 point) In order to defend the truth, you don't need to pay attention to the other person's mood when you reason with him.
Answer: Wrong.
2 multiple-choice questions (1) A person is in a bad mood, mostly because:
Answer: psychological needs are not met.
3 multiple-choice questions (3 points) deceptive methods include:
Answer: admit mistakes+praise+meet needs+comfort commitment.
4 Multiple choice questions (1) The focus of comfort commitment is commitment.
Answer: Wrong.
5 multiple-choice questions (2 points) the principle of dealing with fierce words and deeds is:
......& gt& gt
Question 6: Briefly describe the purpose of performance evaluation. 1. Several factors affecting performance management?
1, I don't know why performance appraisal is needed.
At present, the assessment purpose of most enterprises is not clear, some are for assessment, and some are even for bonus or deduction of employees' performance salary and bonus. Neither the enterprise appraiser nor the examinee fully and clearly realize that performance appraisal is only a management tool, and it is not a management purpose in itself.
At the same time, the unscientific performance appraisal system is also manifested in the confusion and contradiction of the appraisal principles. It is irrelevant, unscientific and unreasonable in the evaluation index content, project setting and weight setting, and often only reflects the will and personal likes and dislikes of the Chief Executive. Moreover, the performance appraisal system lacks seriousness and changes at will, making it difficult to ensure the continuity and consistency of policies.
2. Lack of performance appraisal standards
At present, the performance appraisal standards of most enterprises are too vague, such as the unscientific index system, which is characterized by lack of standards, distortion of standards and difficulty in accurate quantification. It is easy to make an incomplete and impersonal judgment when evaluating the appraisee with missing or irrelevant standards, and it is difficult to convince the appraisee with fuzzy performance evaluation standards.
On the one hand, the performance appraisal managers of some companies lack experience and ability and don't know how to assess. The assessment criteria are unscientific, unreasonable and lack of basis.
On the other hand, the assessment purpose of some companies is not "people-oriented", but "money-oriented": Ms. Chen Xiaoping, a tenured professor at Foster Business School of Washington University, said in the second chapter "Paradox of Management" of Determinants of Happiness: "People-oriented" management emphasizes treating employees well and caring about all aspects of their work and life, whether it is health insurance or leisure facilities. Whether it is paid vacation or child care service, free drinks or flexible working hours, technical training or tuition reimbursement plan ... all reflect the heartfelt concern of the management of the enterprise for the growth of employees, and hope that employees will love their work more and be dedicated to their jobs, so as to improve work efficiency and performance, have more creativity and thinking about their work and create value for the development of the enterprise. The behavior caused by the business philosophy of "money first" is an extreme deduction of all aspects of employees' treatment: wages are at the bottom line, and overtime is often not paid; Punch in at work, and deduct money for being late for one minute; Deduct the bonus if you can't finish the task. There is very little training. Once it's your turn, you should sign a contract: if you leave your job within a few months after training, you should pay the training fee in full, and you can't default on a penny. If you resign before the contract expires, you must pay a fine. In a word, we can reduce labor costs, save costs and maximize enterprise benefits through various means. The harsh measures taken by the management of the enterprise will only make employees feel strongly disgusted. Deep down, it is just a simple employment relationship to distance themselves from the enterprise and understand their relationship with the enterprise. To be in such a state of mind, employees should devote themselves to the work of the enterprise with great enthusiasm and create value for the enterprise, which is simply daydreaming, which is completely impossible to achieve.
3. Employees lack understanding of the performance appraisal system.
Some enterprises do not pay attention to timely, meticulous and effective communication with employees when formulating and implementing new performance systems. Employees' unclear management thought and behavior orientation to the performance appraisal system often leads to all kinds of misinterpretation and hostility, which strongly questions the scientific, practical, effective and objective fairness of the implemented performance system and leads to psychological and operational distortion of the understanding of the system.
Of course, there are many factors that affect performance management, such as formalization of assessment process, improper selection of assessment methods, improper use of assessment resources, and no feedback on assessment results.
Second, the purpose and significance of performance management
The purpose and practical significance of performance appraisal is for the progress of enterprises and employees, not just for the planning and design of salary system; The fundamental purpose of performance management is to improve the performance ability of organizations and employees. In addition to serving as the basis of salary and bonus distribution, it has more abundant uses:
1, achieve the company's goals through performance management.
Performance management is the most direct bridge between employees' personal behavior and organizational goals. For example, 20 10, our company wants to achieve the sales volume of 1 100 million in yi county, Huangshan City. Our company has a total of five sales staff, so after decomposition, it is the sales target of 20 million per capita. To achieve this sales target, the sales staff must sell at least 100 sets of commercial housing (about 200,000 yuan per set on average). If in general, a >>
Question 7: What is the essence of communication (organizational behavior)? The so-called effective communication is to express it accurately and appropriately through listening, speaking, reading and writing, and to urge the other party to accept it through speeches, interviews, dialogues, discussions and letters.
Connotation condition
There are two necessary conditions for effective communication: first. The sender of information clearly expresses the connotation of information so that the receiver of information can understand it accurately. Secondly, the information sender attaches importance to the response of the information receiver and corrects the information transmission in time according to its response. Avoid unnecessary misunderstandings. Both are indispensable. Effective communication mainly refers to the communication between people in an organization, especially the communication between managers and managed people. [1] Whether effective communication can be established depends on the effectiveness of information, and the effectiveness of information determines the effectiveness of communication. The validity of information mainly depends on the following aspects: 1. Transparency of information. When a piece of information should be regarded as public information, it should not lead to information asymmetry. Information must be made public. Public information does not mean simple information transmission, but to ensure that information recipients can understand the connotation of information. If you use an ambiguous and ambiguous written language to convey an unclear and incomprehensible message. It doesn't make any sense to the receiver of the information. On the other hand, information recipients also have the right to obtain information connotation related to their own interests. Otherwise, it may lead the information receiver to doubt the behavior motivation of the information sender. 2. The feedback degree of information. Effective communication is a dynamic two-way behavior, and two-way communication should get full feedback for the information sender. Only when both the subject and the object of communication fully express their views on a certain issue can it really have the significance of effective communication.
meaning
Conceptually speaking, management communication is a process of transferring information, thoughts and emotions between specific individuals or groups for a given goal and reaching an agreement. Communication is a mixture of natural science and social science, and it is an effective tool for enterprise management. Communication is still a skill, which is a person's exertion of his knowledge, expression and behavior. Both enterprise managers and ordinary employees are the core elements of enterprise competitiveness, and doing a good job of communication is undoubtedly the prerequisite for the smooth progress of all work in enterprises. The importance of effective communication in enterprise management mainly lies in: 1, accurately understanding company decisions, improving work efficiency and resolving management contradictions. The company's decision needs an effective communication process to implement, and the communication process is the process of understanding and conveying the decision. Accurate, clear and concise expression of decision is the premise of effective communication, and correct understanding of decision is the purpose of effective communication. When the decision is issued, the decision-maker should communicate with the executor to reach a * * * understanding of the decision, so that the executor can accurately implement the decision and avoid execution errors caused by misinterpreting the decision. Communication among members of enterprise groups includes mutual material help and support, emotional exchange and communication, and information communication is a bridge between enterprises and individuals with the same purpose and cooperation within enterprises. The same information will have different effects due to different recipients. Filtering, retaining, ignoring or distorting information is determined by the subjective factors of the receiver, and it is the result of the interaction of his environment, location, age and education level. Due to the difference of information perception, effective communication is needed to bridge this difference and reduce the loss of time and money caused by human subjective factors. Accurate information communication will undoubtedly improve our work efficiency, make us abandon some unnecessary work and achieve the ideal work effect in the most concise and direct way. In order to make the decision closer to the market changes, the information flow within the enterprise should also be decentralized, so that the communication within the organization can be down to the lowest level of responsibility, up to the top management, and circulated horizontally among various departments and groups of the enterprise. In the process of information flow, various contradictions and obstacles will inevitably appear. Only effective communication between departments and employees can resolve these contradictions and make the work go smoothly. 2. Means of transition from superficial problems to substantive problems Enterprise management emphasizes practical results, and only by proceeding from the reality of the problem can we solve the problem realistically. The information obtained in the communication is the most timely, cutting-edge, practical and can best reflect the current work situation. All kinds of problems in enterprise management will bring disaster to enterprises if they are solved simply from the superficial phenomena of things, without in-depth understanding of the situation and contact with the essence of the problems ... >>
Question 8: What is business negotiation? What are the motives and purposes of the negotiations? Business negotiation is a negotiation behavior in which both parties define their rights and obligations in order to achieve certain economic goals. General business negotiation can be divided into sales negotiation and labor negotiation.
Basic skills of business negotiation: keep silent, wait patiently, be moderately sensitive, observe at any time and show up in person.
Guiding principles of business negotiation: be careful, know your own advantages, simulate exercises, draw a clear line, know your opponent, be patient, improvise and bury opportunities.
Language skills in business negotiation: strong pertinence, euphemistic expression, flexibility and proper use of silent language. Language taboos in business negotiations: avoid cheating, cheating, bullying, hearsay, being too aggressive, vague, self-centered and unremarkable.
Question 9: How to determine the appraisal purpose (1) and define the appraisal object in the appraisal report of forensic real estate.
Due to various reasons for bringing a lawsuit, the real estate in judicial appraisal has different performances in terms of physical object, location, rights and interests. Determining the object of evaluation includes three aspects: physical condition, location condition and rights and interests condition.
In daily appraisal, the definition of appraisal object scope mainly includes the determination of physical composition, rights and interests and spatial scope. The definition of the scope of physical composition mainly depends on whether the appraisal object is a separate land use right and building, or a real estate integrating land and building, and whether it also includes self-decoration, machinery and equipment, etc. For the definition of the scope of rights and interests, we need to consider whether it includes franchise, creditor's rights and debts, etc. The definition of spatial scope involves position, four directions, height, depth and so on. What needs special attention is that there are many problems in the real estate involved, such as mortgage, seizure, arrears of project progress payment, tax arrears and so on. , and permissions are often incomplete. Appraisers should not only know the scope of existing rights and interests, but also know the scope of rights and interests that should be set in the evaluation according to the specific evaluation purpose. When the set scope of rights and interests is inconsistent with the actual scope of rights and interests of the appraised object, the appraiser shall fully explain the difference in the report and explain the basis for setting the scope of rights and interests in the appraisal.
(2) Clear evaluation time.
Real estate appraisal takes a certain time point as the appraisal time point, and estimates the present value of real estate at that time point. Because the damage, loss, infringement and economic behavior involved in judicial litigation cases usually occur in the past, and the judgment and execution occur in the present or the future, the appraisal time involved in judicial appraisal projects will be based on the different requirements of specific litigation matters and the final use of appraisal conclusions, taking a certain time in the past, present or future as the appraisal time. The appraiser shall communicate with the judge in time, specify the appraisal time, and specify it in the letter of entrusted judicial appraisal.
(3) Clarify the purpose of evaluation.
Due to the different stages of litigation and clients, the specific purpose of real estate appraisal report is also different, so what we usually call appraisal purpose is a relatively broad and general expression, which is the floorboard of several specific appraisal application purposes in judicial proceedings. For example, in the trial of corruption and bribery cases, the purpose of judicial expertise may be to provide a basis for sentencing and conviction, or to provide a basis for how to deal with corruption and bribery to obtain real estate. Due to the different purposes of final evaluation, the selection of evaluation time and value type will be different, which will affect the evaluation results. Therefore, in judicial expertise, the purpose of expertise should be further elaborated according to its ultimate specific purpose.
In the actual appraisal, the client often can't accurately put forward a clear and specific appraisal purpose that meets the appraisal requirements, which requires the appraisers to actively communicate with the client and seriously understand the real appraisal needs of the client. After understanding the appraisal purpose of the client, the appraiser should express it in a statement that meets the appraisal requirements and ask the client to confirm it.
(D) a clear type of value
Defining the value type refers to defining the specific type of value to be evaluated. Different from other definitions of evaluating business value, the definition of value of judicial expertise is often quite different according to the purpose and object of evaluation. For example, when used for auction execution, the market value of real estate under the condition of legal transfer is often evaluated; If it is used to pay off debts with assets, it is the compensation value; For the transfer by agreement, it may be the value to be transferred by agreement or the value to be realized quickly. However, for many appraisals with the purpose of dividing property, the appraisal object is usually incomplete or limited (such as homestead), which requires appraisers and judges to choose an appropriate value definition according to the appraisal purpose, adhere to the principles of objectivity, fairness and reasonableness, and resolve contradictions and disputes and safeguard legitimate rights and interests. A reasonable definition of value requires appraisers to follow the basic theory of valuation, combine it with the fundamental purpose of valuation, avoid "market value" without thinking, and deeply understand that market value is only a form of value.
After determining the value type, the appraiser must give a clear definition of the value type of consideration in the appraisal report and focus on it in the letter to the entrusting party, so that both the judge and the parties can understand the definition of value and prevent the appraisal result and the appraisal report from being misused and causing unnecessary disputes.
The selection and definition of value types considered by appraisers should be based on current national and industrial technical standards and norms. Where there are clear provisions in the existing relevant standards and specifications, the definition shall prevail and will not be defined separately. The current relevant standards and specifications are not clear ... >>
Question 10: How to improve execution? Answer to the question: How to improve execution (Volume B)
I. Multiple choice questions
1 The following is (d), which does not meet the requirements of implementation.
A: There is almost no level between top performers and front-line performers.
Perfect and efficient two-way information communication channels.
Maintain the vision and goals to ensure the accuracy of the direction
The execution boundary cannot be clearly defined.
2 Top managers should play a dual role (D)
Coordinator and manager
Managers and comptrollers
Policymakers and managers
Policymakers and executors
3 (B) is an inevitable factor of implementation.
A link
B environment
C program
personnel
The principles of 4 3A execution chain include agility, adaptability and (b)
The principle of unification
Coordination principle
Diversity principle
Leading principle
There are three levels of executive mentality: attitude, * * * and (d)
hobby
enthusiasm
habit
belief
6 Top managers need to complete the following tasks: (a)
A needs to make analysis and decision, and then formulate systems and measures.
Make analysis and decision.
C. Formulating systems and measures
Anything above D is wrong.
Top management is a trinity role, and "three" refers to (c).
A. decision-making, management and implementation
Decision-making, control and implementation
C. decision-making, system and implementation
Decision-making, coordination and implementation
8. Employees are divided into three levels, namely (1)
Top performers, intermediate performers and live performers
B. decision leaders, transaction managers and operators
Top performers, middle performers and grass-roots performers
D. Excellent performers, medium performers and poor performers
9 The main reason why individual execution and organizational execution are inconsistent is (C)
An inappropriate decision
B. Insufficient incentives
C enterprises lack systematic execution training.
Lack of team spirit
The main execution skills of 10 execution do not include (d)
Alian county
B-bar
C bridge
attitude
1 1 below, which does not belong to the three levels contained in the execution mentality is (d)
An attitude
B ***
C belief
enthusiasm
12 the following statement about this process is correct (c)
The real core content of an enterprise is structure.
The external process is the reflection of the internal process.
The whole organizational structure is established to make the process smoother.
Structural decision process
13 (C) is a very important program management tool.
potential energy
B-bar
C bridge
D communication
14 the first factor that affects execution is (b)
A habit
frightened
C excitation
conflict
15 The following statement about Dell's sales process is incorrect (a)
Dell follows the distribution model.
Dell's organizational structure is very flat.
C there are few vice presidents under the president of Dell.
There are also few middle layers in Dell's organizational structure.
Second, list the problems.
1. Please briefly list the elements of the middle-level core team.
The middle-level core team has three main elements, namely:
One is professional complementarity, that is, knowledge complementarity is formed within the enterprise, and leaders, finance, marketing, production and other personnel are indispensable.
Second, it is relatively stable, that is, the personnel are basically stable and there will be no major changes.
Third, professionalism, that is to say, the team should not only have emotions, but also have systems and reasonable mechanisms to avoid pure buddy spirit.
2. What are the main reasons why enterprises lack a reasonable implementation evaluation system?
The main reasons why enterprises lack a reasonable implementation evaluation system mainly include:
First, pay attention to objective evaluation and ignore process evaluation.
"Paying more attention to objective evaluation than process evaluation" is one of the main reasons why enterprises lack a reasonable implementation evaluation system.
Take the evaluation method of taxi drivers in the former Soviet Union as an example. The main criterion for the company to evaluate the driver's performance is "how many kilometers can you run in a day? The greater the number of kilometers, the higher the work performance".
Under the guidance of this evaluation method, in order to become advanced, many drivers began to wander around the city. The expressway from Moscow to Leningrad is very long, about several thousand kilometers. These drivers took pains to drive from Moscow to Leningrad during the day and come back at night. Although it consumes a lot of gasoline every day and often fails to receive a guest a day, it meets the evaluation criteria at that time.
Imagine the long-term future of this taxi company. This is the evil consequences that unreasonable evaluation methods bring to enterprises. The problem with this evaluation method is that it pays too much attention to target evaluation and seriously ignores ... >; & gt