Assessment Of Leaders' Virtue & Talent Qualities And Studies On Post Matching

Our country is now at a stage of social transformation, during which our socialist cause of modernization demands a great number of leaders who possess both virtue & talent. In recent years, however, the problems of power-abusing crimes committed by leaders at various ranks have become increasingly pressing so that the issues on qualities of leaders have attracted broad attention from academic circles. Therefore, it is necessary to reflect upon the so-called 'virtue & talent' criterion and its feasibility in the system of leader selection and appointment. At present, at least the following three problems with the virtue and talent criterion have been exposed in both the practice and the theory of the personnel management of leaders in our country. Firstly, this criterion is too abstract and lacks workability. In practice, to judge whether or not a person possesses the quality of virtue & talent is all too often tinged with subjective flavor. Secondly, it is too general and lacks directionality. Different posts require different levels of virtue & talent: a generalizing criterion such as this one only leads to formalism. Thirdly, the criterion is only qualitatively defined, lacking quantitative design. The assessment of leaders' virtue & talent qualities forms a basis for the personnel management of leaders, but the traditional virtue & talent criterion is confined to an abstract definition, which fails to provide the decision made in personnel management of leaders with workable data. Therefore, to solve the problems of objectivity, directionality and quantification with the virtue & talent criterion is crucial to improving the feasibility of the leader's selection and appointment system.Based on the analysis of the constituent elements (physical & mental, virtue & talent) of the comprehensive qualities of a leader, this dissertation makes an insightful exploration of the profound impact of the Chinese tradition of rule by virtue on today's leader selection and appointment. Making use of his research and practical working experience over the years, the author has designed an evaluation system intended for assessing leaders' virtue & talent, which will, hopefully, free the present system from being too general, subjective and unworkable.In order to solve the directionality problem with the virtue & talent criterion, based on the leader-post classification and researches on the theories and practices of post assessment, this dissertation, taking into account the reality of our country, proposes three variables (the ability to allocate resources, the non-procedural decision-making status, and the different levels of posts) for describing the characteristics of leaders' posts which are thereby classified, thus switching the description of leaders' posts from the qualitative to the quantitative, and laying a solid foundation for the scientific and sound matching between leaders and their appropriate posts.At present, there exist in the leader's selection and appointment system a plethora of problems such as subjectivity, compulsoriness, unilateralness, blindness, and randomness. Among the various objectives in building a sound system of leader's selection and appointment, one is to make the candidate fit for the job and his ability match his duty. Researches show that different types of posts require different qualities of leaders, and different types of leaders have different posts to match them. The purpose of the research on leaders' virtue & talent qualities and theirs posts' assessment in this dissertation is to provide the scientific match between leaders and their posts with a quantitative basis. In order to attain the objective of scientificity and quantifiability, the dissertation, employing fuzzy mathematics and hierarchical analysis, proposes a Douglas Equation for the matching between leaders' posts and their virtue & talent. Based on this, a three-dimensional computer program including the modules of the assessment of leaders' virtue & talent, post assessment, and the matching between posts and their occupants has been designed, and the scientificity and workability of the conclusions of the analysis carried out has also been tested by an individual case of matching in the dissertation.