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在企业和组织中,领导们喜欢经常评个“最佳”。“最佳”几乎无处不在。医院病房走廊挂着“本月最佳护理”；餐馆墙壁贴着“本周最佳服务员”；这种“最佳”评选中外皆有一本人硕士刚毕业时在美国公司打工也曾有幸上榜一次。评选“最佳”的做法,在管理中属于员工激励的内容。为什么要评选最佳?管理者最直接的答复大概是：树立榜样,激励员工。这些“周佳”,“月佳”活动到底能不能真的起到激励作用? 据我所知,从来没有过正面的证据,负面结果倒是一大堆。且不说评选“最佳”的标准和流程是否合理,最直观的结果就有点事与愿违：没有被评上的绝大多数员工会觉得他们本周或本月的工作没有得到正式认可,而不幸被评上的那个“最佳”在同事面前的尴尬则绝对多于自豪。更可笑的是,平均主义
In business and organization, leaders like to often comment on “best.” “Best” is almost everywhere. Hospital ward corridor hung “best care of this month”; restaurant wall with “best waiters this week”; this “best” selection of both Chinese and foreign have a master just finished his career in the United States company also had the honor of a list . The selection of “best” practices is part of employee motivation in management. Why choose the best? Manager’s most direct answer is probably: to set an example to motivate employees. Can these “Zhou Jia” and “Yue Jia” activities really inspire us? As far as I know, there has never been any positive evidence and there are a lot of negative results. Not to mention the “best” selection criteria and processes are reasonable, the most intuitive result is a bit unwilling: the vast majority of employees who have not been rated will feel that their work this week or this month has not been officially recognized, but unfortunately The “best” comment on the embarrassment of the colleague is definitely more than proud. Even more ridiculous is that egalitarianism