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湖南潭湘錳矿自1956年第1季度超,对付科长及相当付科长级以上的行政管理人員和工程技术人員,建立了所謂“領导人員生产奖励制度”。执行以来,出現了过去未曾有过的一些坏現象。本來,按照他們制定的这个奖励办法的規定,建立“领导人员生产奖励制度”的目的,在于鼓励这些領导人員“积極地領导与組織按期地、均衡地完成并超额完成国家生产計划……。”但有部分領导人員,为了能更多地“超额”完成国家生产計划,以获得更多的奖金,就常常在計划上打埋伏,压低指标。例如某車間圓窑的人員定额,1956年第4季度实际完成为34.17
Hunan Tanxiang Manganese Ore had exceeded the first quarter of 1956 and had dealt with the chief of the division and the administrative staff and engineering technicians who had paid more than the chief of the division. The so-called “leader’s production incentive system” was established. Since the implementation, there have been some bad phenomena that have not existed in the past. Originally, in accordance with the provisions of this incentive scheme they established, the purpose of establishing a “leader’s production incentive system” is to encourage these leaders to “actively lead and organize the completion of the national production plan in a timely and balanced manner and exceed the national production plan... However, some leaders, in order to be able to ”overachieve" the national production plan and obtain more bonuses, often ambush plans to lower the target. For example, the staff quota for a workshop round kiln was actually completed in the fourth quarter of 1956 as 34.17.