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在企业信息化建设过程中,要想让信息系统得到有效应用,让信息系统绩效最优,最根本的保证是信息系统和业务管理的充分结合,向管理要效益。IT治理可以描述企业是否采用有效的机制,使得IT的应用能够完成组织赋予它的使命,同时平衡信息技术与过程的风险、确保实现组织的战略目标。本文分析了IT治理相关的理论基础,提出了IT治理体系架构建设中的IT治理立方体以及相应的信息运维和安全体系建设基础。 相似文献
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文章从健全绩效考核制度、强化激励制度和实施体系监控机制等系列制度的创新,就个案从战略、组织、流程及制度等方面设计了可操作的方案,对解决高校实验室中管理绩效较低及科研人员激励不足等问题具有一定的理论支撑及实践应用的价值。 相似文献
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沟通在IT项目开发中具有重要的作用,而目前的IT实践中,也还存在着一些沟通障碍。需要在遵循一定原则的基础上,构建以项目经理为中心的IT项目沟通体系,并通过计划机制、协调机制、反馈机制、约束机制、信任机制来确保沟通体系发挥作用。 相似文献
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蔺宁 《商业经济(哈尔滨)》2014,(10):24-27,76
企业内部控制体系设计的起点是选择控制目标,从业务流程入手,以风险的识别、评估和应对为主线,重整流程,施以信息化应用,推动配套的制度重整、组织架构重整和管理模式重整,设计内部控制评价作为制度保障,并用S公司的案例论证了"风险管理为主线,流程管事、制度管人"的设计路径的可行性和合理性。同时,在内部控制设计中,还应注意领导重视、会计部门地位高低和企业文化建设等问题。 相似文献
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知识经济时代,知识成为高职院校获得持续竞争力的关键因素,也是高职院校教学团队转型升级,打造复合型人才的重要保障.教学团队建设作为高职院校师资建设的重要环节,也是创新性实施高职院校质量工程与教学改革的关键举措.文章从学习型组织知识共享机制的内涵入手,分析当前团队知识共享机制下建设中遇到的问题,从知识复合型团队建设、双师甄选、动态匹配、绩效考核体系、基础IT建设支持、教师培训、协同机制、团队文化建设等八个方面提出了教学团队建设的策略. 相似文献
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本文根据组织冲突过程理论,分析广州IT销售企业销售部门的冲突状况,结果表明:缺少完善的组织管理制度、合理的薪酬制度和缺少适当的员工培训是广州IT销售企业销售部门冲突的主要潜在因素,销售人员的个性和工作压力是导致冲突的主要原因。销售部门的冲突对于广州IT销售企业组织绩效的实现有负面影响。提高公司管理层对销售人员冲突的重视程度,建立完善合理的组织与薪酬制度,为员工提供培训提升销售人员素质,是解决冲突问题的主要方法。 相似文献
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本文以763家上海证券交易所A股上市公司2003年的横截面数据为观察值,运用logistic回归分析分别考察了股权结构和组织特征对现金股利发放概率的实证影响。本文发现,股权结构(第一大股东持股、前二大股东持股和前三大股东持股)对现金股利发放概率具有显著的正向影响。公司各项组织特征(成长性机会、每股收益、每股留存盈余、资产规模和财务杠杆)也对现金股利发放概率具有显著的影响。本文的结论支持自由现金流假说。 相似文献
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企业网络是一种新型组织结构形式和制度安排。根据企业网络的形成动因,运用博弈论建立模型论证了横向同质型企业网络得以形成的动因在于网络成员自身的利益最大化。 相似文献
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发展我国期货投资基金研究 总被引:1,自引:0,他引:1
国际期货市场发展的历程表明,以机构投资者为主体的投资者结构是期货市场走向成熟的一个重要标志。而期货投资基金正是机构投资者中非常重要的一种组织形式。发展期货投资基金不但有利于解决我国期货市场规模小、流动性差的问题,同时对我国资本市场的持续、健康、稳定发展也将起到巨大的推动作用。发展期货投资基金已经成为整个期货业和资本市场梦寐以求的目标。 相似文献
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牟善良 《商业经济(哈尔滨)》2014,(2):81-82
企业人才资源管理机制的建设是一项系统工程,在组织和个体达成理念共识的前提下,可实现人才资源管理各个环节良好的有效管理,完成从外律他为到内律自为的转变,而这种转变带来了管理能量源于组织文化理念的包容性和进取性。企业人才管理运作机制包括选才、育才、用才和聚才等机制。而机制的有效运行需要解决影响发展的机制障碍,需要进行各个不同模块的制度设计,需要建立方法规范、内容完整的人事制度体系,从而聚合、运用各种资源,形成相互协同的、能够从各个方面整合和激活组织的人才资源,实现人力资源管理持续的提升和改进,才能发挥人的潜能和创造力,达到人才资源管理的目的。 相似文献
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中小企业在国民经济中占有举足轻重的地位并发挥着极其重要的作用.然而,在获得金融支持方面,中小企业却仍处于"弱势群体"的地位.这种"强位弱势"的境况已经成为当前中小企业融资难的真实写照.以商业银行为主的金融机构在中小企业融资问题上要充分发挥作用,商业银行要完善组织架构、强化制度建设,建立起一套有中小企业特色的经营管理体系及运行机制.本文基于此,结合建行实际,以中小企业贷款风险管理为研究对象,针对相关问题展开了讨论,希望能够为相关领域的研究提供指导和帮助. 相似文献
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Almerinda Forte 《Journal of Business Ethics》2004,51(4):315-347
This research investigates the degree to which there are differences in the moral reasoning ability of business top, middle, and first-line managers in selected industries. This study considered the influence of three independent variables: reported organizational ethical climate, locus of control, and selected demographic and institutional variables on managers reasoning ability. This researcher relies on Kohlberg's theory of moral development, Victor and Cullen's ethical work climate theory, and Rotter's theory of internal-external locus of control (which evolved from Carl Jung). A short form of Rest's DIT instrument measured the moral reasoning abilities of the participants. Selected demographic and institutional variables (age, work tenure, education, gender, management level and industry category) were also measured. A survey questionnaire was sent to 400 managerial and executive level employees at a random sample of Fortune 500 firms throughout the United States: Dun &; Bradstreet provided the researcher with a proportional stratified random sample of these 400 managerial and executive level employees at a variety of organizations. Interestingly, women exhibited insignificant higher (more external) mean I-E scores and (more principled) higher mean “P” score than men. Statistically significant relationship between age and perceived organizational ethical climate types (Caring, Law and Code, Rule, Instrument, and Independence) and between management levels and organizational ethical climate were also found. 相似文献
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Business Ethics: A Study of the Moral Reasoning of Selected Business Managers and the Influence of Organizational Ethical Climate 总被引:1,自引:0,他引:1
Almerinda Forte 《Journal of Business Ethics》2004,51(2):167-173
Since manager's decisions impact organizational goals and organizational ethical behavior, this researcher investigated the degree to which there are differences in the moral reasoning ability of business managers of selected industries and whether there are significant differences between top, middle, and first-line management levels. To determine the relationship between managers' locus of control and their moral reasoning ability, this study considered three independent variables: reported organizational ethical climate, locus of control, and selected demographic and institutional variables. For a foundation, this researcher relied on Kohlberg's theory of moral development, Victor and Cullen's ethical work climate theory, and Rotter's theory of internal—external locus of control (which evolved from Carl Jung). The short form of Rest's DIT instrument measured the moral reasoning abilities of the participants. The selected demographic and institutional variables (age, work tenure, education, gender, management level and industry category) provided the useful information to investigate these relationships of moral reasoning ability of individual managers. A survey questionnaire was sent to 400 managerial and executive level employees at a random sample of Fortune 500 firms throughout the United States: Dun and Bradstreet provided the researcher with a proportional stratified random sample of these 400 managerial and executive level employees at a variety of organizations. Interestingly, women in this study exhibited slightly higher (more external) mean I—E scores and (more principled) higher mean “P” score than men. While both of these results were anticipated, neither was significant. However, one major finding of this study was the statistically significant relationship between age and perceived organizational ethical climate types (Caring, Law and Code, Rule, Instrument, and Independence). Another major finding revealed a statistically significant relationship between management levels and organizational ethical climate. 相似文献
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纳税服务作为税收征管工作的重要组成部分,现已成为世界现代税收管理的发展趋势。通过对黑龙江省纳税服务工作在服务意识、管理机制、信息化程度、机构设置、中介服务等方面的问题分析,提出树立服务理念、完善管理机制、规范组织机构、优化办税程序、强化考评体系等对策,旨在促进税务工作更全面、科学、有效的运行。 相似文献
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While corporate social responsibility (CSR) is recognized as taking on various national meanings and practices, research has not sufficiently investigated how multinational companies (MNC) simultaneously achieve global CSR integration and local CSR adaptation. Building on a qualitative case study carried out at ASICS, an MNC headquartered in Japan, we show how this organizational dilemma may be solved through hybridization work, a form of institutional work performed by CSR managers in subsidiaries to combine and adapt different institutional approaches to CSR. By developing the notion of hybridization work, we contribute by (1) revealing a set of practices that contribute to institutional change within organizations and (2) enriching the study of CSR organizational change and international business by showing how hybridization Work leads to a greater organizational integration between core and periphery, and by identifying the triggering factors for subsidiary initiative in CSR. 相似文献