新制度经济学视角下的组织可持续发展

组织的可持续发展是经济、社会可持续发展的微观基础,从组织角度分析了可持续发展战略实施过程中的＂集体行动困境＂。提出：在组织可持续发展问题的产生上,根源是短期效率和长期适应性的矛盾;在内在机制上,核心是人与人之间的关系,人与人之间关系的关键在于激励和交易成本,激励旨在通过主动改变规则获得更高的收益,交易成本旨在缩减交往成本;这是一个利益再分配的过程,伴随着产权的调整和再分配,对可持续发展具有较大影响及其主要受益者拥有剩余收益权和控制权,对组织的可持续发展较为有利。     

论经济伦理实现的主体机制

经济伦理实现的主体机制,是指经济伦理主体自身的内部调控机制,即主体内部各种影响因素之间相互联系、相互作用的关系及其调节形式,主要包括：第一,价值牵引机制,即经济伦理主体以经济伦理价值观来指导自己的经济活动、驱动经济行为,以使自身经济行为合乎伦理价值的机制,包括价值群化和准则制定环节;第二,宣教机制,即经济伦理主体为把组织核心价值观传播给组织成员而构建的宣传、沟通、教育、培训机制,包括宣传沟通、教育培训和领导示范环节;第三,自律机制,即经济伦理主体自觉地以经济良心来约束自己的经济活动的道德机制,包括选择命令、引导监控和奖励惩罚等环节;第四,校正机制,即经济伦理主体在践履经济伦理过程中对实施效果的检查、衡量,对实施错误的修正,对不适应实际的措施的更新等机制,包括审查评估和修正更新环节。这四大机制之间相辅相成、相互配合、相互联动,从整体上构成一个主体实践经济伦理的行动系统。     

经济全球化对我国企业营销的影响与对策

为了更好地迎接经济全球化的挑战 ,我国企业应采取一系列有效的营销对策 :加大实施多元化、专业化战略力度 ,迅速扩大我国企业的规模 ;建立战略联盟 ,增强企业国际竞争力 ;严格按国际惯例开展营销活动 ,争创一批国际名牌 ;利用国际互联网 ,大力开展网络营销 ;加强管理 ,按国际化标准培养市场营销人才。     

The impact of product market strategy-organizational culture fit on business performance

Drawing on the organization theory literature concerning configuration theory, competing values theory, and fit assessment methodologies, we examine the existence and performance impact of product market strategy–organization culture fit. Specifically, we assess the relationship among three important elements of a firm’s product market strategy and the four cultural orientations that comprise the competing values theory of organizational culture using primary and secondary data from the US trucking industry. Using two different conceptualizations and operationalizations of fit, our results provide the first empirical support for the existence of interrelationships among product market strategy decisions and organizational culture orientations consistent with configuration theory conceptualizations of product market strategy–organizational culture fit. We also find support for theorized but previously untested relationships between product market strategy–organizational culture fit and firms’ customer satisfaction and cash-flow return on assets (CFROA) performance. Since product market strategy is heavily reliant on the input of marketers, and organizational culture has long been recognized as having an important impact on marketing-related decision making, these findings have important implications for marketing strategy research and practice.     

社会资本视域下协商型社会组织的构建

“探索开展社会组织协商”的提出,使得如何构建协商型社会组织成为理论界关注的热点问题。对各地区社会组织数量与政府信息公开状况的相关性分析表明,社会组织的发育程度与协商开展密切相关;对2014年“全国性行业协会商会评估专题数据”的分析发现,社会组织社会资本发育不足是开展社会组织协商的瓶颈。应以服务绩效增强社会组织的网络覆盖,以外部制度促进社会组织内部规范的民主化,以制度创新推动社会组织公信力的提升,培育社会组织适合于协商民主的社会资本,推进协商型社会组织的建设,进而促进社会组织协商的全面开展。     

The importance of value structures in the perception of rewards by industrial salespersons

This study uses value structures to explain industrial salespersons’ perception of rewards. The study suggests that salespersons’ preference for a reward system depends on their dominant value structures. Reward systems may therefore be designed to reflect the dominant values. The degree of congruence between salespersons’ values and values ascribed to the organization also influences the perception of rewards. Companies with high value congruence should emphasize job security, promotion and social recognition. Where value congruence is low, the reward system should emphasize financial remunerations in the short-run. Recruitment and selection of new salespeople may also be based partly on values.     

建设以绩效为导向的中国企业文化

企业文化是企业的共有价值观，企业文化建设就是企业内部共有价值观的培育和塑造，其目的是面对不断变化的企业内外部环境做出快速的反应，减少内部过多的不必要的争论，减少内耗，提升绩效。企业文化是保证企业永续经营的可以传承的因子．     

1998～2008年我国中西部地区体制改革与交易费用关系实证研究

随着西部大开发战略的实施和中部地区经济的发展,这些地区的交易费用的规模逐渐扩大,但交易费用占GDP的比重相对平稳。究其原因是经济体制改革抑制了交易费用的增加。交易费用的节约是经济增长的源泉,经济体制改革则是为了节约交易费用。因此,交易费用的节约程度可作为衡量国家或某地区经济体制改革绩效的量度之一,本文即是从这方面对我国中西部地区1998~2008年经济体制改革绩效进行实证分析。     

Managing corporate identity: An internal perspective

Management plays a key role in the development and maintenance of corporate identity, including paying particular attention to the internal and controllable aspects of the process. The progression of research that examines corporate identity is contingent on clarification of the scope of corporate identity management (CIM) and development of generalizable and applicable measures of the construct. This study develops an interdisciplinary measure of the CIM construct by drawing on the literature and primary data, such as exploratory research, a survey, and a follow-up phase. Overall, CIM involves (1) the endorsement of consistent behavior through the diffusion of a company’s mission, values, and goals; (2) the expression and pursuit of brand and image consistency in the organization’s symbols and forms of communication; and (3) the implementation, support, and maintenance of visual systems. The results suggest that CIM includes the dissemination of mission and values, consistent image implementation, and visual identity implementation.     

An examination of Peter Drucker's work from an institutional perspective: How institutional innovation creates value leadership

This paper uses an institutional perspective to analyze Peter Drucker's contributions to management, marketing and marketing strategy. Drucker recognizes the importance of institutions in society. Further, his work reflects a variety of institutional views from sociology, economics and marketing. Drucker uses a form of comparative institutional analysis for evaluating both management and strategy issues. At the heart of each institutional comparison is the customer and the value created for the customer by the organization. Institutional comparisons help managers understand how the organization can create customers by adjusting its customer value proposition. Drucker influences marketers by focusing on how the organization's values are used to develop the organization's customer value proposition. Further, it is shown that the organization's values and its customer value propositions are manifested in its transaction rules, termed marketing institutions. Based on Drucker's work, a framework for comparing marketing institutions is introduced: the value leadership framework.

Demand and supply integration: a conceptual framework of value creation through knowledge management

Strategy identifies two primary sets of processes through which the firm creates value for its customers by moving goods and information through marketing channels: demand-focused and supply-focused processes. Historically, firms have invested resources to develop a core differential advantage in one or other of these areas—but rarely in both—often resulting in mismatches between demand (what customers want) and supply (what is available in the marketplace). This paper suggests that successfully managing the supply chain to create customer value requires extensive integration between demand-focused processes and supply-focused processes that is based on a foundation of value creation through intraorganizational knowledge management. Integrating demand and supply processes helps firms prioritize and ensure fulfillment based upon the shared generation, dissemination, interpretation and application of real-time customer demand as well as ongoing supply capacity constraints. We draw upon literature in marketing, logistics, supply chain management and strategy to introduce a conceptual framework of demand and supply integration (DSI). We also offer insights for managerial practice and an agenda for future research in the relatively under-researched, but strategically important, area of demand and supply integration.     

人力资本与战略性新兴产业发展——基于105家上市公司的DEA-Malmquist指数分析

利用DEA-Malmquist指数,对我国7大战略性新兴产业2007年—2011年全要素生产率的变动做了纵向和横向比较,并进一步测算了各产业分别以人力资本和物质资本作为单一投入要素的Malmquist指数,即对战略性新兴产业全要素生产率分行业进行了要素分解,从而对人力资本投入对于培育和发展战略性新兴产业的重要性,以及各细分行业的人才战略实施情况有一个整体把握。结论认为要充分发挥人力资本的作用,依靠企业内部的高强度人才招聘和培训是其中一方面,而更应从价值链重构、产业结构调整的视阈中开拓人才战略的新思路。     

民营企业的文化缺失及其重构

企业文化作为一种组织文化，它规范成员所共有的行为方式、信仰和价值观，是企业的战略决策、组织结构、人事制度、技术创新的核心要素．而目前民营企业文化呈现出“家族主义”的典型特征，阻碍着民营企业进一步发展壮大．为此构建民营企业的学习型企业文化，进行民营企业文化重构，成了民营企业可持续发展的关键．     

基于平衡计分卡的项目管理绩效评价模型研究

传统的项目管理往往仅将其管理领域局限于项目与项目实施间的行为,缺乏与组织战略相互因应的结合。以项目为导向(Project-base)的组织中,通过员工之间的互相支持,资源共同分享的方式,使企业能够快速地应变不同的需求与变动,动态的调整项目的分配,从而强化企业的竞争优势。本文的研究目标是试图采用平衡计分卡的模式作为项目管理与组织战略结合的桥梁,摆脱传统上单纯以量化模式评估绩效的方式,而从多个层面针对项目管理的绩效作一个较为全面的探讨,期望能使项目管理的绩效与组织战略更加紧密结合。通过平衡计分卡四个层面的绩效评价,充分地分析组织整体与项目个别的绩效表现,提供管理人员快速发现问题与制定决策的依据。     

名牌战略:黄石服装行业生死存亡的战略

名牌战略是关系到企业兴衰成败的大问题，拥有名牌的多少是衡量一个国家和地区经济实力强弱的重要标准。黄石市的纺织服装业的发展，更重要的是要依靠实施名牌战略。     

战略企业社会责任共享价值创造研究

通过文献研究及相关理论设计发现,战略企业社会责任的共享价值创造的表现即为企业及利益相关者带来的经济绩效、社会绩效及环境绩效;共享价值创造的机理即通过利益相关者的认同和回应,提供给企业相应的资源性投入而由此带来内外部环境的改善,最终提升企业的经济和社会绩效;共享价值创造的路径即价值链创新及竞争环境优化,分别从企业内部和外部推动企业同社会价值的共同实现。     

企业全员创新的保障因素与支持工具

全员创新已经成为企业创新的主题.要实施全员创新,需要企业在战略、文化、制度、组织四个方面进行创新.学习型组织、员工建议系统、创造性解决问题会议、全面质量管理等工具有利于全员创新的实施.     

价值流分析与网络营销策略选择

尽管资本市场的忽热骤冷打碎了ｄｏｔ．ｃｏｍ头顶上的光环，但网络引发的市场营销变革却一刻也没有停止。本文以经济运行的内在基本过程——价值流为线索，首先分析了网络环境中价值波的新变化：价值载体数字化，价值创造二元化和价值传递聚合化；随后在此基础上提出了企业应当采取的网络营销策略，即以智为本的内部营销策略、顾客参与式营销组合策略以及合作型市场竞争策略。     

文化变迁与教育价值观

文化变迁是历史发展的必然。我国文化现代变迁的主要特征为开放性、多元性。在重视人与人之间的关系、轻视人与自然之间关系的中国传统价值观的直接影响下,传统的中国教育价值观具有如下特点:重视教育的工具价值,轻视其内在价值;群体利益高于个人利益;重视教育的道德伦理价值,轻视其认知价值。当前,我们要注意科学价值观与人文价值观的有机结合,做好教育价值观的转型工作。     

我国企业的宽带薪酬问题探究

随着知识经济时代的到来，企业传统的管理方式不断受到冲击，组织扁平化、团队管理、跨文化管理等成为企业关注的焦点：在人员激励方面，传统的薪酬体系已表现出与现代企业战略和组织发展不适应的问题。为适应变化的环境，20世纪90年代以后，在国际企业界兴起了一股改造传统薪酬模式的浪潮，薪酬体系正在由传统的以职位为基础向以个人为基础发生变化，宽带薪酬就是其中一种有效的薪酬管理体系.