(QBĐT) - In reality, the role and responsibility of the leader and deputy leader determine the success or failure of any assigned work or task. In particular, going deep, going close to the grassroots, and sticking closely to reality is the "golden key" to help leaders find reasonable, effective and suitable solutions.
1. A commune has a very effective model for preserving and promoting the value of folk culture and arts. The reporter wanted to learn more about it to write an article to replicate this model. When contacting the commune leader, very quickly, he introduced the person who has been in charge of the model for several years. Although he was so enthusiastic, the reporter was quickly disappointed when this person refused to answer, because: "Why introduce me? I'm retired and have nothing to do with it anymore?". When he asked the commune leader again, this person was equally surprised by this refusal and said: "He just retired in February (?!), he hasn't handed over the work yet, why do you say it's not related?". After struggling, the commune leader finally introduced another person for the reporter to contact to work.
That is the story of a model of preserving and promoting cultural values, but with other important issues, it is unclear how the work is transferred? Or is it that the issue of culture and arts is a small, simple matter, so there is no need to pay attention, let it be? It is known that this is not a small model, but a model that the Central and provincial levels have been interested in building for the past few years in the commune.
2. In recent days, the leadership of a unit under a certain department has been “scratching their heads” not knowing what to do, because the document “goes one way” but the “directions are another way”. In order to implement a resolution of the Provincial People’s Council, the department has issued an official dispatch with detailed instructions on the implementation of the contents of this resolution, which has been signed by the deputy director of the department. The unit has implemented it in accordance with the instructions.
However, at a meeting between the department and the unit, the same deputy director said that a content in the guidance document could not be implemented (?!), while the specialist in the staff department that drafted this document said that it could be implemented (?!). Meanwhile, this is an important content, affecting the interests of many parties involved. The unanswered questions made the unit confused, not knowing where to start...
It is known that, finally, after much research, this deputy director also agreed to this content, but it is not known if there will be any changes or corrections later?
3. The above reality shows that the role and responsibility of the head and deputy head at any level is very important, deciding the success or failure of any assigned work or task. This requires the team of leaders to cultivate and foster not only management capacity and professional ability in performing duties and tasks, but also ideology, ethics, working style, and manners... In which, going deep into the grassroots and closely following reality is the "golden key" to help leaders find reasonable, effective and suitable solutions.
And if they have this "golden key", the commune-level leader will not assign tasks to someone who retired last month, but will make appropriate job adjustments or the deputy director of the department will have to study and understand all related content before signing and issuing documents.
Quang Ha
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