Report on the rectification measures of democratic review opinions

Report on the rectification measures of democratic review opinions

As an effective form of supervision, democratic appraisal is a mirror that can give a fairer evaluation to the work of the cadres themselves. They often look in the mirror, not only can better exert their strengths, but also help overcome and correct their own deficiencies. Through several democratic evaluations, I deeply realized the encouragement, love, expectation and help of the cadres and workers.

First, the basic understanding of the comments

In this democratic appraisal, the specific opinions of the staff and workers on me are praise and encouragement more than criticism and suggestions, most of which are fully affirmed to the company's operating results last year. Facing praise, seeking truth from facts, there are strong guidance, support and help from the leaders of the group companies. It is also the result of the sincere unity and division of labor of the members of the joint-stock company, rather than my own merits, but the workers and the people are against me. Encourage and trust have also inspired me. In the face of criticism, I have carefully analyzed every opinion in the attitude of “having a change, no special Jiayu”, and implement it as soon as possible and properly. The suggestions of the staff and workers, I also seriously thought about the actual situation of the company.

Second, rectification measures

The democratic appraisal of the staff and workers gave me two criticisms and two suggestions. The following is a discussion of personal rectification measures based on these criticisms and suggestions.

1. Thoughts on "For the sake of self-interest is informal"

In September and October of 2003, I participated in the study of Deng Xiaoping Theory Experts held by the Central Organization Department and various forms of educational activities organized by the Disciplinary Committees at various levels. I felt a lot of thoughts and gained great insights and profoundly grasped the great significance of warning education. As the leading cadre of the company, in the past few years, after taking up leadership positions, I have strictly controlled my words and deeds, strictly demanded myself, standardized my behavior, and persisted in self-respect and self-examination. Self-insurance, self-motivation, self-discipline, consciously resisting the erosion of bourgeois decaying values ​​such as money worship, hedonism, and extreme individualism, and not giving the unscrupulous people who are unscrupulous for personal gain, to resist The attack of the sugar-coated shells has established a high image and prestige among the people. In actual work, people who should not go, those who should not see, do not see alone, always maintain a high degree of political vigilance, do not use any excuse as an excuse to do things that violate discipline; strictly require their subordinates and relatives to improve their opposition. Vigilance of corruption, try to create an environment for subordinates who have no right to seek privacy and no chance to seek privacy. They should always educate, strictly manage and demand their loved ones, and prevent them from using their own powers and influences to do things that violate discipline and law. Implementing the open system of factory affairs, involving the leaders and employees of the departments that manage people, finances, and materials, implementing the rotation system, the external procurement price comparison system, the bidding system, and the pricing committee discussion system for special commodities. After the funds are used transparently, the company’s various Business activities tend to be institutionalized and stylized, greatly reducing the impact of human factors. In the bidding, material procurement, personnel use, personnel changes, etc. of large projects, they will voluntarily accept the supervision of the Disciplinary Committee and report to the Disciplinary Committee.

Because of my own ideological attention and the development of corresponding preventive measures and supervision mechanisms, during my tenure as a leading cadre of the company, I did not use my powers to seek personal gains, and never sympathized with the principle issues. I don’t agree with the phrase “for the sake of self-interest is informal”. However, since employees have proposed this point, it shows that there is still a gap in our work. It is also necessary to further increase the transparency of factory work while strengthening the supervision mechanism, starting from small matters and strictly demanding.

2. Continue to go to the grassroots level, master the staff's ideological trends and the situation on the spot

Another opinion given to me by the staff and workers is that “there is not enough grassroots level”. As a company leader, it is necessary to balance the production, sales, management, spiritual civilization and other aspects of work, and constantly strengthen learning and improve their business standards. Therefore, although I always know some things at the grassroots level, in terms of time allocation, there is still a lack of “going deep into the grassroots”, and it is still not enough.

The employees reflected in the “XX workshop competition did not pass the examination and the personnel were still raised in the management room”. After verification, the workshop had been ordered to deal with it. Through this incident, I also realized more deeply the importance of going deep into the grassroots. For various reasons, some units still have the phenomenon of “reporting the news and not reporting the worry”, which causes problems or is diluted or distorted. It will bring hidden dangers to the development of the company. Only by going deep into the grassroots level can we find out more problems in the process of advancement of various work in a timely manner. At the same time, it is also a kind of deterrent to some cadres who may have fraud or only make surface articles. In order to keep abreast of the real situation of each work advancement, each work can proceed from the interests of the employees, and the work of each work is not divorced from reality. In the future work, I will continue to intensify efforts at the grassroots level. Insist on visiting production units and key positions every day, visit workshop-level leaders and workers no less than three times a day, listen carefully to the opinions and reflections of cadres and workers, and timely verify and report the situation they have reported to the relevant departments.

3. About two suggestions

The staff and workers suggested that "making the company's product sales a new era" is a good wish and the ardent hope of all the staff and staff of the company. At the company's staff representative meeting and the 1100 mobilization meeting, the chairman and I also repeatedly emphasized the importance of “maximizing the market”. The leaders of the group company and the members of the joint stock company and the sales department are all working hard. In order to broaden the market, all units of the group also gave us strong support. The other units of the company also made a lot of measures to protect sales. The market is unpredictable. Although we have done a lot of work, "product sales will create a new era" can not add to the promise, but one thing is certain: we have been working hard in this direction.

"I hope that the inspection and technical team will be seriously rectified." We have been doing this work. What is certain is that the overall quality of the inspection and technical team has been improved to some extent. However, the rectification of inspection and technical teams is not a one-off effort. This is a long-term work and cannot be rushed for success. The overall strength of the technology and inspection team directly affects the product renewal and product quality, and the development of the company should not be underestimated. Therefore, our leadership team has always attached great importance to this work.

4. Pay attention to the methods of work and leadership, forming a good democratic atmosphere

"Sometimes the speech is too rushing, the attitude is quite arrogant." Although this is not mentioned by the staff, I have some experience. Because of the relationship between the positions, there are many problems to deal with and make decisions. I often feel that time is tight. In order to improve work efficiency, when assigning work to the middle and the grassroots of the company, sometimes because of the oversight of the subordinates' understanding and ability to work, It may have neglected the programs of communication and patience, which made it difficult for them to carry out their work. At the same time, in order to reduce the phenomenon of pushing and squeezing and fear, sometimes the work method is somewhat tough and the attitude is too arrogant. Although it is possible to improve a little work efficiency, at the same time, it also suppresses democracy. It may make the subordinates dare to tell the truth to please the leader and miss some opportunities to understand the real situation. In view of this, in the future work, I will try my best to overcome my own irritating emotions, pay attention to working methods and leadership art, and form a strong democratic atmosphere around the company, so that the company can work hard together for the company's bright future.