{"resolved":true,"match_type":"uuid","source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","requested_by":"printed_page","book":{"source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","uuid":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","normalized_title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","isbns":["9787513647939"],"parsed":true,"ai_readable":true,"document_type":"book","page_count":221,"navigation_url":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e","title_url":"https://workshop.closeclaw.top/ai/title/%E6%80%BB%E4%BD%93%E7%BB%A9%E6%95%88%E8%B5%84%E6%9C%AC%E4%B8%BB%E4%B9%89%E6%96%B0%E7%B2%BE%E7%A5%9E","fixed_page_url_template":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","path_api_url_template":"https://workshop.closeclaw.top/api/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","read_url":"https://workshop.closeclaw.top/api/ai/read/01d9787f-4c57-445a-9e15-ce10dae3b33e","page_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/page","search_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/search"},"page":{"printed_page":103,"pdf_page":112,"physical_index":112,"physical_index_base":0,"printed_page_status":"recognized","page_sha256":"a3e6c59f95279c375df2558162a9232d0a4a377e0a0143ec53da21ed85a8db84"},"chapter":"第三章 工作关系的个体化与绩效","content":"三、个人绩效 VS 集体绩效\n\n一些因素的存在使得个人能力素质的概念被缩小了(Lallement，2007)，而组织效率也越来越被简化为个人绩效的测度，即投入努力达到要求从而获取特定职位的最低标准(Jany-Catrice，2010)。这种个人评估的机制有两类：①目标合约，甚至是个人绩效改善合约，目的是从劳动者一方得到自主而更有效力的工作承诺，以避免对其业务的持续控制。个人绩效改善合约（CAPI）便体现了这种情况，一旦合约确定，一部分绩效酬劳将被纳入医疗保障；②比较机制（荣誉表、排行榜)，工作需要的不再是产出/投入关系，而是对卓越的绝对追求，激励员工比同僚做得更好。这就是所谓的标杆管理法，它通过数据来系统地比较绩效，通过强调领导的地位来使员工服从（Bruno，2008；2010），这些做法都巩固了绩效机制。通过推销卓越意识形态，把工作系统的内部管理简化为一种简单的个人能力的竞争。这也构成了一种对所谓的稀有资源的直接分配方式（参见专题3)。\n\n第三章工作关系的个体化与绩效\n\n103","previous_page":102,"next_page":104}