边际效用递减

货币边际效用不变

传递性

不饱和性

Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.

TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.

TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.

TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.

management at all levels

customers

suppliers

All of these answers are correct.

低

矮

高

某甲高考失败，经过一段时间的消沉后决定复读

某乙与邻居发生口角，后来越想越气，无处发泄，某日看到一条狗，拿起棍子就将其打死

某丙因被别人嘲笑而感到难过，在听了朋友的劝解后决定不去理会

某丁与女朋友分手后，一直烦闷压抑，甚至酗酒度日，最终在一次醉酒后发生车祸，住院疗养

True.

False.

Not given.

钢结构吊装作业必须在起重设备的额定起重范围内进行

钢结构吊装不宜采用抬吊

当构件重量超过单台起重设备的额定重量范围时，可采用抬吊方式吊装

采用抬吊方式时，单台起重设备的负荷量不得超过额定重量的 75%

吊装操作时应保持两台起重设备升降和移动同步，两台起重设备的吊钩、滑车组均应基本保持垂直状态。