202 1 mutual criticism is mainly to make people realize their mistakes more deeply. After all, it is always difficult for them to fully understand themselves. Let me show you a brief look at the example of mutual criticism in 202 1.
Mutual criticism 1 1, suggestions for Comrade Yang Jinming:
(1) The responsibilities of the branch secretary are not fulfilled in place, and the education management in party member is not strict enough.
(2) Theoretical study is not solid enough and active enough.
(3) A good old man is conscientious, criticizes his comrades less and praises him more.
(4) The work of cultivating and developing a new party member is not deeply grasped.
2. Comment on Comrade Wang Qing:
(1) If you don't grasp it deeply, you won't take notes.
(2) the sense of innovation is not deep
(3) Don't pay attention to the way you speak, joke more and criticize less comrades.
(4) party member's consciousness is weakened, and his party spirit exercise is relaxed.
3. Comment on Comrade Shu Zhen:
(1) The consciousness of innovation work is not strong.
(2) The entrepreneurial spirit and passion of officers have declined.
(3) To a certain extent, the party spirit is relaxed, and the latest theory of the party is not studied enough at ordinary times, and the theoretical foundation is not deep, and the thinking is rigid and the concept is aging, which affects the improvement of the work level.
(4) Work is more important than study.
(5) party member's exemplary role has not been brought into full play, and less help has been given to cadres and party member.
4. Comrade Li Dongxi's comments:
(1) Insufficient learning in theory and business knowledge.
(2) Not strengthening self-cultivation according to party member standards.
(3) organizational discipline is not strong.
5. Evaluation of Comrade Yang:
(1) The enterprising spirit and fighting spirit are not strong, and the work standard is not high.
(2) There are not many methods in the work and little thinking about the work.
(3) Lack of initiative in work.
(4) Not bold enough at work, and there is no separate responsibility.
(5) party member's exemplary role is not enough.
(6) Organizational discipline needs to be improved.
7. Comment on Comrade Hua Tao:
(1) party constitution didn't study enough, and he didn't communicate with his comrades in his studies, so he didn't improve himself.
(2) Lack of experience in mass work.
(3) The pioneering spirit is not strong.
(4) Self-motivated.
8. Comrade Huang Qinsheng's comments:
(1) Hardworking spirit is not strong, and there are occasional complaints.
(2) It is not enough to actively demand progress.
(3) Learning is not active, comprehensive and thorough.
(4) The overall situation is weak.
(5) The consciousness of independence in work is not strong.
9. Comrade Ma's comments:
(1) The entrepreneurial spirit of officers has declined.
(2) There is a phenomenon of attaching importance to work and neglecting study.
(3) The awareness of pioneering and innovation is not strong.
(4) party member's exemplary role has not been brought into full play, which is of little help to young party member cadres.
10, Comrade Zhao Hongbing commented:
(1) is not bold and proactive at work.
(2) Learning is not deep, and learning notes are not remembered enough.
(3) party member's exemplary role has not been brought into full play, and little help has been given to young cadres.
1 1. Comment on Comrade Li Yuhong:
(1) lacks initiative.
(2) The updating of business knowledge needs to be improved, and there is a phenomenon of paying more attention to work than learning.
(3) The work is not meticulous and the sense of innovation is not strong.
(4) Not enough help to gay relations.
(5) organizational discipline is lax, and occasionally there is a phenomenon of being late and leaving early.
(6) There are not many methods in the work, which are not flexible enough.
Mutual criticism 2 1. Comrade Liu Xiufeng.
1. Work supervision and implementation is not effective. Usually there are many arrangements and requirements, and insufficient attention is paid to the following implementation, work results and promotion measures, and too little supervision is given. For example, at the meeting, you repeatedly emphasized the supervision of departmental labor discipline, but the implementation was slow and the masses had great opinions. What you said at the meeting was very hard, but it was very soft to implement, and there was a feeling that much thunder and little rain.
2. Ask less questions about some major projects, listen to reports and read more information, and conduct in-depth on-site inspection and guidance. For example, department performance accounting without actual research is suspected of muddling along.
Second, Comrade Liu
1, has the selfish departmentalism of "keeping one's own place" and "cleaning one's own door", and only cares about one's own affairs and does not actively support team members.
2. Inadequate supervision of cadres, loss of breadth, loss of softness.
3. Comrade Bin Zemin
1, I don't have enough grounding gas at work, I can't speak the language of the masses, I don't put myself in the position of making friends with the masses on an equal footing, and I can't make friends with the masses through a layer.
2. For the problems reflected by the masses, we should passively solve more, actively solve less, ask departments to solve more, and face the masses to solve less.