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Is there a need for "upward management" within the system?
A: "Upward management" is a "hot word on the Internet" in the workplace in recent years, which mainly refers to establishing and maintaining a positive and mutually beneficial relationship with superior leaders to achieve common goals. Knowing what that means, the answer speaks for itself – not just a need, but a necessity!
"Only the leader has the right to speak".
Promotion within the system is actually a kind of "Bole system", in which the party group "holds small meetings" to study personnel work, and only when the leader nominates a certain cadre can he or she enter the scope of discussion. In addition, the "status" of the individual in the unit is also closely related to the evaluation of leaders. The vast majority of cadres hope to make progress, and naturally they are consistent with the leader in thought and action, and if the leader has a high evaluation of a certain cadre, everyone will also form a "group impression" that this person is very good;On the contrary, if the leader clearly "distrusts" a cadre, colleagues will also be alienated and ostracized, intentionally or unintentionally.
"Business and private affairs are all matters".
Most of the positions in the system are not very difficult, and they cannot be quantitatively compared horizontally, and it is difficult to "distinguish the winner and loser" based on the work itself. In many cases, the boundary between official and private affairs is not obvious, for example, the leader is a cadre in the field, and ensuring the daily life of the leader is both a public and private matter;The old leader is promoted in a different place, and he takes the opportunity of a business trip to visit on behalf of the current leader, which seems to be a private matter, but it can also be regarded as a public matter. Whoever the leader promotes and who is reused, it is necessary to compare who is more active, more thoughtful, and more assured. In short, it is to align everything with the position and interests of the leader.
"No conflict between up and down".
Perhaps some young cadres disdain this and think that "upward management" is "supremacy." This view is one-sided. "Upward management" is a way of thinking, emphasizing the perspective of considering problems, rather than "house slave thinking". Many young civil servants have taken up leadership positions such as deputy section and main department, and they think differently about how you want your subordinates to do their work – and your leaders think the same way. When encountering emergencies and work contradictions, try to think about the problem from the perspective of the leader, which can not only quickly peel off the cocoon and see the day, but also achieve the "heart" of the leader and achieve twice the result with half the effort.