問(wen) 績(ji)效考核方法的(de)選(xuan)取一定要適(shi)合(he)企業自身(shen)的(de)特(te)性(xing)，企業在管(guan)理上(shang)面(mian)用末(mo)位淘(tao)汰制好不好？

答 末(mo)(mo)位(wei)淘(tao)汰(tai)(tai)(tai)制，這(zhe)是(shi)一種(zhong)(zhong)(zhong)(zhong)企(qi)(qi)業應慎用(yong)的(de)(de)方法。末(mo)(mo)位(wei)淘(tao)汰(tai)(tai)(tai)制是(shi)現代(dai)企(qi)(qi)業為(wei)了強化內部(bu)競(jing)(jing)爭(zheng)，實(shi)行優勝劣汰(tai)(tai)(tai)的(de)(de)一種(zhong)(zhong)(zhong)(zhong)績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)考核(he)方式(shi)，在學(xue)術上又叫正態分布法，強調通(tong)過對企(qi)(qi)業內部(bu)績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)優秀(xiu)和相(xiang)對較差(cha)的(de)(de)員(yuan)工(gong)區段劃分，實(shi)現績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)差(cha)異化管(guan)(guan)理(li)，這(zhe)種(zhong)(zhong)(zhong)(zhong)方式(shi)最早用(yong)在員(yuan)工(gong)尚未(wei)有績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)意(yi)識的(de)(de)企(qi)(qi)業管(guan)(guan)理(li)中(zhong)，通(tong)過這(zhe)種(zhong)(zhong)(zhong)(zhong)方式(shi)強化內部(bu)績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)意(yi)識，現在已經被很多企(qi)(qi)業使(shi)用(yong)。末(mo)(mo)位(wei)淘(tao)汰(tai)(tai)(tai)制自身(shen)就有其局(ju)限性，因強制性的(de)(de)淘(tao)汰(tai)(tai)(tai)競(jing)(jing)爭(zheng)會大大打擊員(yuan)工(gong)工(gong)作積(ji)極性，影響(xiang)內部(bu)團結，因此不(bu)可長(chang)期使(shi)用(yong)。一旦(dan)達到了目(mu)的(de)(de)，企(qi)(qi)業就應適度減緩(huan)這(zhe)種(zhong)(zhong)(zhong)(zhong)績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)考核(he)方式(shi)的(de)(de)強度，所以(yi)通(tong)常企(qi)(qi)業應該使(shi)用(yong)這(zhe)種(zhong)(zhong)(zhong)(zhong)績(ji)(ji)(ji)(ji)效(xiao)(xiao)(xiao)考核(he)作為(wei)過渡方案(an)，也可以(yi)做(zuo)為(wei)企(qi)(qi)業員(yuan)工(gong)的(de)(de)達摩克利斯之(zhi)劍，適度用(yong)來威脅惰(duo)性增加的(de)(de)員(yuan)工(gong)。