AIA37集思广益中参加讨论提高自己惠及他人

A37. “Each year, a company should identify and fire the lowest-performing members of its workforce.”
Discuss the extent to which you agree or disagree with the opinion stated above. Support your views with reasons and/or examples from your own experience, observations, or reading.司的评价机制是merit-based是十分值得提倡的。这可以让勤奋有实力的员工得到提升和奖励对懒惰不思进取的员工起到惩罚作用，从而提高一个公司的运做效率
2但是可以做到这一点的前提是公司有好的评价机制可以真正意义上辨别一个员工的表现。因为有的时候可能一个员工是在进行一个很大的task短期可能根本看不出来成效。如果公司的机制不能很好的甄别这一类的问题那么就会起到反作用。
3但是是不是一定就要象作者说的那样要解雇呢？我觉得这也是不一定的。除了相对的比较也要看绝对的工作表现。如果公司的即使是最差的员工也比其他可以比较的公司的员工表现出色则解雇就是没有道理也不considerate的。

Agree.

To maintain those low performance employees is to inhibit their creativity. They do not belong to this community. e.g. Johnson and Johnson, 7 years, either you become a senior associate, or you walk away. If we cannot make you fulfill yourself, we are holding you back. You are better off in other positions.

类似于现在中国高校自北大而下的教学改革。教师如果几年之后还不能应聘到高一级的职位就要被解聘。但是这个改革也有弊端因为就象我在上面说的第二点，这个改革的评价标准本身就有问题。因为只以论文发表和申请到的经费评价老师的水平实在很说不过去，对青年老师比较不公平。

呵呵说了一点题外话，有感于现在学校对优秀年轻的老师的“虐待”。

补充第3点：

但是如果解雇只是appraisal system 中的惩罚措施，而非公司用人计划。那么，通过解雇来进行惩罚不是唯一的，也不是最好的。It is not the only one; nor the best one. 还有其它方式，比如扣薪水，调换部门等。而解雇惩罚对被解雇的雇员来说是永久性的，因为他将不再有机会改进自己的工作，从而产生抱怨甚至敌对情绪，对于公司的声誉影响是极大的。

坚决反对不人道的做法！

We can identify low performance employees but we need to be very careful in firing such employees.

1. performance is not potentiality. we can loss high potential employees by firing low performance employees. there are many reasons why some employees perform well while some don't.The reasons for someone who bahaved well but performed low can be bad boss, complicated people relations, and even timing.

2.we need to think about the longer term impact of our poeole decisions, peticular decisions such as firing low performance employees. It can even destruct corporate culture. That seldom multinationals using this type of performance management system gain sustained business success  is a good evidence.

3. of course, we can't accomodate those don't really want to perform well and we want our employees to strive for excellence. That's why we need to identify low performance employees ---- to help them make their action plan and leverage resources to improve their performance.

个人观点。

呵呵我觉得很对的。如果一个公司或者一个团体（包括大学）对自己的员工都很不人道很不体谅，那是必然要走向衰败的。

强烈抗议我们学校对优秀青年教师的摧残！我亲爱的倩倩老师深受迫害！让我十分愤怒！

原来如此！