Whether or not to be demoted is a complex issue that needs to be assessed on a case-by-case basis. Generally speaking, appointments and dismissals usually involve promotions, lateral transfers or demotions. There are several factors to consider when evaluating whether a job appointment or dismissal is a demotion, including the position's responsibilities, authority, salary, working conditions, and working environment.
First, if a person is appointed to a lower-level position, this can often be considered a demotion. Demotion usually means a reduction in responsibilities and authority, and with it, pay and working conditions. In this case, the individual may feel uncomfortable with the new job requirements and frustrated with the job change.
However, a demotion in office does not always mean a setback in one's career development. Sometimes, an individual may be transferred to a position that is more suited to their skills and experience, and this position may have higher pay and a better working environment. In this case, the appointment and dismissal of a position can be seen as positive as it can help the individual to better perform their abilities in the new position and get better opportunities for career advancement.
In addition, the appointment and dismissal of posts may also involve the transfer of a horizontal rank. Lateral transfers are often done to meet the needs of an organization, such as moving people between different departments or teams. In this case, the individual may not feel degraded as they are still working at the same level, and the responsibilities and compensation may also remain the same.
In another case, the appointment and dismissal of a post is a promotion, because the original post must be removed in order to be promoted to a new post.
In conclusion, whether or not to be demoted is a complex issue that needs to be assessed on a case-by-case basis. When evaluating the appointment and dismissal of a position, the responsibilities, authority, salary, working conditions and working environment of the position should be considered, as well as the individual's career development needs and the needs of the organization. If an individual is dissatisfied or uncomfortable with the appointment or dismissal of the position, they can communicate with the organization to seek an appropriate solution.