According to the author's understanding, grassroots cadres throughout the country have recently been promoted and transferred, and this belongs to the stage of "mid-term adjustment" of cadres; at this stage, some cadres have withdrawn from leading posts, some cadres have been promoted and reused, and have moved to higher posts, and a considerable number of cadres have "stayed put."
In the system, promotion and promotion are always a situation of "a few happy and many worried", because there are so many leadership positions, it is impossible to promote all of them, and those who are promoted are always those "minority", which is the case within any organization.
Promotion within the system is the strongest means of motivating the staff in the system, from this point of view, promotion is not only the need of the work, but also as a means of reward for the internal staff, in order to better mobilize the enthusiasm of the work, better work. Therefore, it is necessary to give full play to the incentive role of promotion and promotion, and beware of the problem of "promoting one person and striking a large area".
Through some literature, it can be seen that the promotion within the system is exquisite"Moving, recommending, examining, discussing, and appointing", in fact, the core is "recommended". The purpose of "recommendation" is to recommend the best people who meet the five-character standards of "morality, ability, diligence, performance and integrity" to leadership positions.
If the whole process is carried out in accordance with the requirements of the work to be fair, just, and open, and the "ruler" is low, I don't think there will be a negative incentive of "promoting one person and hitting a large area".
There is often a joke on the Internet: "If you say you can do it, you can do it, and if you don't do it, you can do it." For example, there are two young cadres, one cadre is evaluated because he is young, he has no work experience, and the other young cadre is evaluated because he is young, but he is full of energy and energy, so he was promoted. Treating cadres differently is also a disadvantage and a disadvantage, depending on who this "point" is. That's not fair.
I don't know when many localities don't openly sing or count the votes when they recommend cadres again, but after people have cast their votes, they are taken away by the inspection team, and they don't give feedback on the votes.
Although there are enough reasons for not singing votes publicly: because some cadres are very capable of doing their work because of the ban on the use of votes to win people, because they have too many officials, they will offend some people, resulting in a low number of votes, while the other kind of people are not capable of doing their jobs, but they are good at pulling connections and forming gangs, and the number of votes may be even higher. Therefore, we are not just a "vote" theory, but a comprehensive examination of cadres.
But,The people who voted can fully trust the inspection team, so why can't the inspection team fully trust the people who voted?？Sing the votes, let everyone take a look and debate, and only really good cadres can be selected, and you can't put a hat directly on someone.
As a leader who is qualified to recommend cadres, if he can maintain fairness, evaluate cadres fairly, and recommend cadres fairly, then most people will be "convinced."
If a cadre is recommended, the main examination is to examine whether the cadre is loyal to the "recommender", whether he has given benefits, and whether he has relatively hard social relations, and the cadre's "morality, ability, diligence, achievements, and honesty" are all left behind, then how can the cadres recommended in this way be convincing?
Especially now, the entry mechanism within the system is more scientific and perfect, and most of the cadres have received formal education, and they have knowledge, culture, ability, and ideas. If they are given a fair, just and open promotion channel, they will play a role in "strengthening the wings" of development.
If their promotion needs to rely on social relations, money, self-esteem, and "Qi Tongwei", then these people will only learn from each other and continue to be chaotic when they go to leadership positions, and those cadres who have been "precipitated" also have a huge, more hidden "destructiveness", because they are not leaders, but they are the executors of the will of leadership.